HR Generalist

Job Description

Job Description

POSITION SUMMARY

The HR Generalist supports all human resources functions for a manufacturing and production workforce in a prestressed concrete facility. This position serves as the primary HR contact for employees and supervisors, ensuring compliance with employment laws, company policies, safety requirements, and workforce planning needs. The HR Generalist assists with recruiting, onboarding, employee relations, benefits administration, performance management, training, and HR recordkeeping while supporting a positive and productive work environment.

DUTIES AND RESPONSIBILITIES

Recruitment & Staffing

·         Coordinate hourly recruiting efforts.

·         Post job openings and manage applicant tracking.

·         Screen candidates and schedule interviews.

·         Conduct pre-employment processes, including background checks and drug screens.

·         Prepare offer letters and onboarding documentation.

·         Support temporary staffing agencies and conversion of temporary employees to permanent status.

·         Participate in workforce planning to meet production demands.

New Hire Onboarding & Orientation

·         Conduct new hire orientation.

·         Complete I-9 verification and employment eligibility documentation.

·         Enter new hire information into HRIS/payroll systems.

·         Explain company policies, benefits, attendance requirements, and safety expectations.

·         Coordinate training schedules with operations and safety personnel.

Employee Relations

·         Serve as first point of contact for employee questions and concerns.

·         Support disciplinary actions and corrective action processes.

·         Assist supervisors with attendance, performance, and behavioral issues.

·         Promote employee engagement and retention initiatives.

·         Maintain confidentiality regarding employee matters.

Benefits Administration

·         Assist employees with benefit enrollment and changes.

·         Coordinate open enrollment activities.

·         Respond to employee benefit questions.

·         Process qualifying life event changes.

·         Coordinate with insurance carriers and benefit providers.

Payroll & Timekeeping Support

·         Audit employee time records and attendance.

·         Monitor PTO, leave balances, and attendance tracking.

·         Assist payroll department with employee data changes.

·         Resolve payroll discrepancies and employee concerns.

·         Support weekly payroll processes if applicable.

Leave Administration

·         Assist with FMLA, ADA, military leave, jury duty, and other leave requests.

·         Track leave status and required documentation.

·         Coordinate return-to-work procedures.

·         Maintain compliance with federal and state leave regulations.

Compliance & Recordkeeping

·         Maintain employee personnel files and HR records.

·         Ensure compliance with federal, state, and local employment laws.

·         Assist with EEO, OSHA, workers' compensation, unemployment, and labor law compliance.

·         Maintain HR reports and metrics.

·         Support audits and regulatory inspections.

Training & Development

·         Support leadership development initiatives.

·         Assist with succession planning and employee development activities.

HR Reporting & Analytics

·         Prepare reports related to:

o   Headcount

o   Turnover

o   Absenteeism

o   Overtime

o   Workers' compensation

o   Recruiting metrics

o   Safety trends

·         Provide workforce data to management for decision-making.

QUALIFICATIONS

·         Bachelor's degree in Human Resources, Business Administration, or related field preferred.

·         3-5 years of HR experience, preferably in manufacturing, construction, or industrial environments.

·         Knowledge of employment law, employee relations, payroll, benefits, and compliance.

·         Experience with HRIS and payroll systems.

·         Strong communication and conflict-resolution skills.

·         SHRM-CP, SHRM-SCP, PHR, or SPHR certification preferred.

Key Performance Indicators (KPIs)

·         Time-to-fill open positions

·         Turnover rate

·         Attendance rate

·         New hire retention (90 days and 1 year)

·         Workers' compensation claim frequency

·         Safety incident rate

·         Training completion rate

·         Employee engagement scores

·         HR compliance audit results