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, 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.