Human Relations Generalist

Position Summary

The Human Relations Generalist (HRG) serves as a champion of People, Diversity, and Inclusion, supporting plant and sales operations across multiple shifts and locations. This position partners closely with the Plant Manager, Sales Directors, local leadership, and hourly associates to provide comprehensive HR support and best-in-class services that improve organizational effectiveness.

The ideal candidate brings strong HR generalist and labor relations experience, with the ability to influence leaders, engage employees, manage change, and align human resources initiatives with business objectives.

Key Responsibilities

HR Business Partnership & Organizational Support

• Serve as a strategic HR Business Partner and Change Agent to the Plant Manager, Sales Directors, and local leadership.
• Provide HR support across plant operations, three shifts, and multiple sales locations.
• Partner with leadership on staffing, organizational effectiveness, employee engagement, and workforce planning.
• Support Manufacturing Transformation and business initiatives through HR consultation and change management.
• Coach leaders and associates on company values, behaviors, policies, and HR best practices.

Employee & Labor Relations

• Support the development and implementation of effective Positive Associate Relations programs.
• Partner with managers and supervisors regarding performance, attendance, staffing, safety, and employee relations concerns.
• Participate in meetings with supervisors and hourly associates to address workplace issues and support positive employee relations.
• Administer and interpret company policies and Collective Bargaining Agreements (CBAs).
• Support investigations, grievances, hearings, and employment-law compliance matters.
• Administer employee Rewards & Recognition programs.

Talent Acquisition & Workforce Planning

• Develop and manage an annual hourly staffing plan.
• Manage the full recruitment lifecycle for hourly positions and designated salaried positions.
• Maintain a strong pipeline of qualified talent to support ongoing workforce needs.
• Serve as the plant and sales HR point of contact for salaried recruiting activities managed through centralized recruiting.
• Interview salaried candidates as needed in the absence of the HR Manager.
• Maintain compliant recruitment documentation, including resumes, interview notes, and related hiring records.
• Develop and continuously improve onboarding programs to support new-hire integration and retention.

Learning & Development

• Conduct new-hire orientation and HR-related training programs.
• Facilitate new-hire safety orientation and other required training.
• Conduct training needs assessments based on plant and sales business requirements.
• Support leadership, Diversity & Inclusion, Labor Relations, Respect in the Workplace, and other organizational training initiatives.

Talent & Performance Management

• Manage talent-management processes including:
  • Employee profiles
  • Goal setting
  • Development plans
  • Mid-year reviews
  • Annual performance evaluations
  • Succession planning
• Partner with people managers to determine appropriate actions related to employee performance and development.
• Lead communication and administration of annual merit and performance-review processes.
• Coach salaried leaders on performance management and employee development.

HR Administration & Compliance

• Support headcount management, turnover reporting, exit interviews, and attendance tracking.
• Maintain current job descriptions as positions and organizational needs evolve.
• Manage and maintain HR files and Form I-9 documentation in accordance with compliance requirements.
• Support HR invoice processing and related administrative activities.
• Administer annual Benefits Open Enrollment and employee survey programs.
• Respond promptly and professionally to employee HR inquiries.
• Maintain confidentiality of employee and company information.

HRIS, Reporting & Analytics

• Conduct monthly HRIS audits and manage requisition-related activities.
• Develop and report HR metrics to leadership.
• Identify workforce trends and recommend process or organizational improvements based on HR data.
• Ensure HR systems and employee records remain accurate and up to date.

Additional Responsibilities

• Support additional HR initiatives, projects, and responsibilities as business needs require.
• Provide coverage and assistance to the HR Manager and broader HR organization as needed.

Qualifications

• Bachelor's degree in Human Resources or a related field required.
• 3 years of progressive Human Resources Generalist experience.
• Human Resources experience within a manufacturing environment strongly preferred.
• Experience supporting hourly and salaried employee populations.
• Knowledge of employee relations, labor relations, talent acquisition, performance management, HR compliance, and HR administration.
• Experience working with collective bargaining agreements and unionized environments is beneficial.
• Strong communication, coaching, influencing, and relationship-building skills.
• Ability to partner effectively with employees and leadership at all levels of an organization.
• Strong organizational skills with the ability to manage multiple HR priorities in a fast-paced environment.