HR Generalist

Company Description

 Hydra-Power Systems, Inc. (HPS) is a leading distributor of hydraulic and pneumatic components, specializing in integrated circuit hydraulic manifolds and custom hydraulic power units. With operations in Portland, Oregon, and Birmingham, Alabama, we supply high-quality fluid power components to industry leaders globally. Our dedicated team provides innovative solutions that integrate engineering, manufacturing, and service excellence.

 Position Overview

 The HR Generalist is a hands-on role responsible for supporting all facets of Human Resources. This includes full-cycle recruitment and onboarding, employee relations, benefits administration, policy compliance, Payroll, HRIS management, and performance and development initiatives. This role ensures that HR operations align with the company's mission while fostering a positive and productive workplace culture.

 Key Responsibilities

 1.Recruitment & Onboarding

• Manage full-cycle recruitment, including job postings, resume screening, interviews, and background checks.
• Partner with managers to define hiring needs, and talent strategies, and guide the recruitment process from start to finish.
• Lead onboarding processes including orientation, paperwork, and early-stage integration.
• Build relationships with colleges and /universities and support internship hiring.
• Ensure a positive, consistent, and timely candidate and new hire experience.

2.Employee Relations & Culture

• Serve as the first point of contact for employee inquiries, manager support, coaching, and day-to-day employee relations matters.
• Address routine employee relations issues with appropriate judgement, while partnering with HR advisory firm’s HR Business Partner for guidance, escalation, and complex matters.
• Partner with HR advisory firm on sensitive employee relation situations, including investigations, corrective action, performance concerns, and terminations.
• Lead and manage employee engagement initiatives and surveys
• Foster a collaborative and inclusive company culture aligned with organizational values.
• Manage exit interviews and offboarding logistics.

3.Benefits Administration

• Act as the primary internal primary point of contact for employee questions and support related to benefits, including health insurance, retirement plans, and leave policies
• Coordinate employee benefits programs in partnership with HR advisory firm’s Benefit Specialist and external brokers.
• Maintain and update records in the HRIS related to benefits.
• Support open enrollment planning, communication, employee education, and follow-up activities.
• Escalate complex benefit questions or issues to HR advisory firms Benefits Specialist, brokers, or carriers as appropriate.

4.Payroll

• Manage payroll-related inputs, including employee changes, pay rate updates, timecard support, and other payroll data in Prism.
• Partner closely with HR advisory firm’s Payroll Specialist, who supports payroll processing.
• Support managers with timecard review and approval processes.
• Review payroll information for accuracy and submit payroll when ready for processing.
• Serve as an internal resource for employee and manager payroll-related questions, escalating issues as needed.

5.Compliance & Policy Management

• Ensure adherence to federal, state, and local labor laws.
• Maintain and administer company policies, procedures, and ensuring information remains accurate and up to date.
• Support with policy development, updates, and compliance-related guidance.
•     Identify opportunities to improve HR processes and documentation practices that support compliance, consistency, and employee experience.
• Maintain confidential and accurate employee records.

6.HR Systems & Records

• Maintain HR databases and HRIS (e.g., employee data, org charts, benefits changes).
• Partner with IT and vendors for system upgrades and process improvements.
• Generate and analyze HR reports for decision-making.

7.Performance & Development

• Support Performance review and goal-setting processes.
• Manage the internship program and facilitate mentorship pairings.
• Coordinate learning and development initiatives, including internal and external training.
• Track training metrics and report on engagement and outcomes.
• Collaborate with the Execution Team to support succession planning by identifying high-potential internal and external talent

 SUPERVISORY RESPONSIBILITIES

 This position does not have any supervisory responsibilities.

 QUALIFICATIONS 

 Education and Certifications

• Bachelor’s degree in Human Resources, Organizational Development, Business Administration, or a related field.
• Advanced certifications (e.g., SHRM-CP/SCP, PHR/SPHR, CPTD) are desirable but not mandatory.

 Experience

• Between 3 to 5 years of HR experience in generalist or talent development roles.
• Experience with recruiting, onboarding, HRIS, and employee relations is essential.
• Prior experience working in a manufacturing or industrial environment is strongly preferred.
• Familiarity with benefits administration and compliance practices.

  Skills

• Strong understanding of employment law and HR compliance, and best practices.
• Excellent communication, interpersonal, and problem-solving skills, with the ability to build trust with employees, managers, and external partners..
• Proficient in Microsoft Office, HRIS platforms, and recruitment tools.
• Able to manage multiple priorities, deadlines, and employee needs in a fast-paced environment.
• Self-motivated and able to work independently, setting priorities based on evolving business needs.

 WORK ENVIRONMENT 

 Primarily office-based with occasional visits to colleges, job fairs, or vendor locations.

Industry Machinery Manufacturing

Employment Type Full-time, On-Site

Reporting Structure Reports to CFO