HR GENERALIST

HR Generalist

The HR Generalist — Talent Acquisition, Sourcing and Recruitment Focus is responsible for supporting full-cycle recruiting, proactive sourcing, candidate pipeline development, hiring manager coordination, interview process management, and workforce planning support for Corporate Human Resources. The role is designed to strengthen in-house recruiting capacity, reduce reliance on external agencies, improve time-to-fill for difficult-to-fill roles, and support workforce continuity in response to current requisition volume, retirement-risk exposure, and business hiringneeds.

This position will also serve as a hybrid HR Generalist by supporting related HR functions, including onboarding, employee relations coordination, HRBP support, immigration process coordination, compliance documentation, manager support, and Corporate Learning & Development follow-up, as needed. The role requires strong recruiting discipline, sound HR judgment, effective communication, attention to detail, and the ability to balance high-volume sourcing needs with broader HR operational support.

Major areas of accountability include:

1. Full-Cycle Recruitment and Talent Acquisition Support

Responsible for managing and supporting the full recruitment lifecycle for assigned requisitions, including intake, sourcing, screening, interview coordination, candidate communication, offer support, and pre-employment coordination. This includes partnering with hiring managers to clarify role requirements, establish candidate profiles, monitor hiring progress, and maintain a disciplined recruiting cadence.

2. Proactive Sourcing and Candidate Pipeline Development

Responsible for developing proactive candidate pipelines for difficult-to-fill and high-priority roles, including Engineering, IT, Sales, Professional, Specialist Professional, and other critical positions. This includes using sourcing tools, job boards, professional networks, resume databases, referrals, and direct outreach strategies to identify qualified candidates before vacancies become more difficult or costly to fill.

3. Hiring Manager Partnership and Recruiting Process Discipline

Responsible for maintaining consistent communication with hiring managers, ensuring timely feedback, supporting interview scheduling, coordinating next steps, and reinforcing agreed-upon recruiting timelines. This includes helping managers understand market realities, candidate availability, interview expectations, selection criteria, and the importance of timely decision-making.

4. Strategic Sourcing and Cost Management

Responsible for strengthening in-house recruiting capability and supporting cost-effective talent acquisition practices. This includes building internal sourcing pipelines, monitoring agency usage, identifying roles that can be supported through direct recruiting efforts, supporting appropriate approval discipline for external search support, and helping improve the efficiency and effectiveness of recruiting outcomes.

5. Workforce Planning and Retirement Backfill Support

Responsible for supporting proactive workforce planning by assisting with candidate pipelines for retirement-risk roles, hard-to-fill positions, critical business functions, and anticipated backfill needs. This includes partnering with HR leadership and hiring managers to identify potential workforce gaps and support early recruiting activity before roles become urgent vacancies.

6. HR Generalist and ER/HRBP Support

Responsible for providing general HR support as needed, including employee relations coordination, manager coaching support, documentation follow-up, policy interpretation, onboarding coordination, performance management support, and escalation of employee matters to appropriate HR leadership. This role is expected to help prevent employee relations and HRBP work from being deprioritized during recruiting spikes.

7. Onboarding, Compliance, Immigration, and HR Process Support

Responsible for supporting onboarding and compliance-related HR processes connected to recruitment and employment actions. This may include offer documentation, new hire coordination, background check follow-up, immigration process coordination, employment documentation, HRIS entry support, and compliance recordkeeping.

Qualifications:

1. Minimum of 2 to 5 years of related experience in Human Resources, Talent Acquisition, Recruiting, HR Generalist support, or a related HR function preferred.

2. Bachelor's degree in Human Resources, Business Administration, Organizational Development, Psychology, Communications, Labor Relations, or a related field preferred. Equivalent related experience may be considered in lieu of degree requirements, based on business need and candidate qualifications.

Experience should include some or all of the following:

• Full-cycle recruiting or recruiting coordination.
• Candidate sourcing and screening.
• Hiring manager communication and requisition follow-up.
• Interview coordination and candidate communication.
• HR Generalist, employee relations, onboarding, compliance, or HR operations support.
• Experience recruiting for Engineering, IT, Sales, Manufacturing, Technical, Professional, Specialist Professional, or corporate support roles preferred.
• Experience in a manufacturing, chemical, petrochemical, industrial, or multi-site environment preferred.
• Proficiency with applicant tracking systems, HRIS platforms, job boards, resume databases, sourcing tools, and Microsoft Office.
• Ability to use LinkedIn Recruiter or similar sourcing platforms preferred.
• Ability to track requisition activity, candidate status, hiring manager feedback, and recruiting metrics.
• Strong Microsoft Excel, Word, Outlook, PowerPoint, and Teams skills.
• Ability to prepare recruiting summaries, candidate tracking documents, interview schedules, offer coordination materials, and HR reports.
• Experience with HRIS systems such as Dayforce or comparable platforms preferred.
• Familiarity with employment documentation, onboarding processes, compliance requirements, and recruitment recordkeeping.
• SHRM-CP, SHRM-SCP, PHR, or SPHR certification preferred but not required.
• AIRS, LinkedIn Recruiter, Certified Internet Recruiter, Talent Sourcing, or other recruiting-related certification preferred.