Human Resources Generalist

SUMMARY

The Human Resources Generalist provides hands-on, day-to-day HR support across employee relations, onboarding, recruiting, compliance, and HR administration in direct support of business operations. This role combines strong executional ownership, particularly in onboarding, and employee support—with foundational HR Business Partner capabilities, serving as a trusted resource to managers and employees while appropriately escalating complex matters.

The HR Generalist partners closely with assigned business units and Corporate HR functions to deliver consistent, compliant, and high-quality employee experience across the full employee lifecycle.

ESSENTIAL FUNCTIONS, RESPONSIBILITIES, AND DUTIES

Onboarding

• Own the end-to-end onboarding process from offer acceptance through completion of all onboarding stages, ensuring a seamless, compliant, and positive new-hire experience.
• Partner with Corporate Onboarding, Talent Acquisition and hiring managers to support timely, accurate, and compliant hiring execution.
• Prepare, issue, and maintain offer letters, onboarding packets, and all required new-hire documentation.
• Administer HRIS and ATS transactions related to onboarding, pre-employment screening, and employee record setup.
• Serve as the primary point of contact for new hires throughout the onboarding process, addressing questions and ensuring a smooth transition into the organization.
• Coordinate onboarding logistics and facilitate or participate in new-hire orientations as needed.
• Ensure onboarding practices meet documentation, audit, and regulatory requirements across all assigned locations and business units.

 

Talent Acquisition

• Manage recruiting for assigned openings, including posting jobs, reviewing applications, screening candidates, and coordinating interviews with hiring managers.
• Support and participate in local hiring events (job fairs, on-site hiring days, etc.) to help meet hourly, supervisory and management staffing needs.
• Develop/maintain relationships with local schools, colleges, and workforce organizations to support ongoing recruitment and candidate pipeline development.
• Source candidates through job boards, referrals, community partners, and recruitment firms to ensure a steady flow of qualified applicants.
• Track recruiting activity and hiring progress and provide regular updates to HR leadership and hiring managers.
• Foster a diverse and inclusive workforce through effective recruitment practices.

Employee Relations & Manager Support

• Serve as the primary point of contact for employee relations matters within assigned operations, responding to questions and issues in a timely, professional, and confidential manner.
• Support union-related activities by tracking grievances, maintaining required documentation, and escalating issues and trends to HR leadership in accordance with established protocols.
• Advise and coach managers on performance management, attendance, conduct, documentation, and corrective action to promote fair and consistent people management.
• Conduct workplace investigations and maintain supporting documentation in accordance with established HR, legal, and compliance standards.
• Partner with HR leadership on complex, sensitive, or high-risk employee relations matters requiring escalation or additional oversight.
• Support conflict resolution through coaching, mediation, and issue clarification to drive timely and effective resolution.
• Monitor employee relations trends and identify risk areas, sharing insights and recommendations with HR leadership.
• Ensure consistent application of HR policies and compliance with federal, state, and local employment laws across assigned locations.

Training, Compliance & Organizational Support

• Support required training programs in partnership with Corporate Learning and Development
• Monitor training completion and follow up on overdue or missing requirements.
• Assist with compliance initiatives related to postings, documentation, and regulatory readiness.
• Support change initiatives through clear communication and manager guidance.
• Promote a positive, respectful, and compliant workplace culture aligned with company values.

Safety & Compliance

• Partner with the Safety Director, HR & Business leadership to support safety initiatives, audits, and corrective action plans, ensuring follow-through and timely documentation.
• Provide guidance to managers on safety protocols, OSHA requirements, and proper incident reporting, escalating concerns as needed.
• Ensure compliance across HR practices, including required postings, certifications, personnel files, training records, and recordkeeping standards.
• Support regional compliance efforts, annual training cycles, and regulatory readiness activities, flagging gaps and risks to HR leadership.

General Support

• Utilize HR metrics and analytics to inform decision making and measure effectiveness.
• Prepare reports and presentations on key HR initiatives and outcomes.
• Support the Director of Huma Resources to drive special projects and initiatives that support organizational change, culture enhancement, and employee engagement.
• Take on additional responsibilities or interim assignments as business needs evolve.

This role offers a salary range of $80,000– $90,000 annually, based on skills, experience, and location. Employees also receive a comprehensive benefits package including health, dental, vision, 401(k) with company match, generous PTO, and paid holidays.

Qualifications

REQUIRED QUALIFICATIONS AND COMPETENCIES

Education

• Bachelor’s degree in Human Resources, Business Administration, or a related field required
• HR certification (PHR or SHRM-CP) preferred but not required

Experience

• Minimum of 5+ years of progressive Human Resources experience in a generalist or operational HR role
• Demonstrated experience supporting employee relations, onboarding, compliance, and HR administration
• Experience supporting multi-site or operational environments preferred
• Exposure to unionized environments and collective bargaining agreements preferred
• Experience supporting training compliance, audits, or regulatory readiness initiatives preferred

Core Competencies

• Strong employee and manager support focus with the ability to build trust, credibility, and effective working relationships.
• Practical HR judgment with the ability to apply policies, procedures, and employment law consistently.
• Employee relations capability with experience handling performance, conduct, and attendance matters
• Communication effectiveness with the ability to clearly explain HR concepts and expectations.
• Relationship management skills with the ability to partner with managers and internal stakeholders.
• Critical thinking skills with the ability to assess situations, identify risks, and escalate appropriately.
• Strong organizational and time management skills to manage multiple priorities in a demanding environment.
• High level of professionalism, discretion, and confidentiality
• Adaptability and resilience in operational and change-driven environments
• Diligence with a strong focus on documentation accuracy and compliance.
• Collaboration skills across HR, Operations, Safety, and Corporate teams
• Accountability and follow-through to ensure HR processes are completed accurately and on time.

Technical Skills

• Proficiency in Microsoft Word, Excel, PowerPoint, and Outlook
• HRIS experience required; ADP strongly preferred.
• Ability to effectively communicate via email, virtual platforms, and HR systems.
• Ability to learn and adapt to new HR systems, tools, and processes.