Human Resources Generalist

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Overview
The Human Resources Generalist supports the day-to-day delivery of Human Resources services with a primary focus on creating a positive and consistent employee experience from onboarding through ongoing employment. This position partners closely with managers and supervisors to ensure new hires have effective onboarding and training plans, supports employee development and compliance training, administers HR processes and systems, and serves as a resource to employees and managers on a broad range of HR-related matters.

The HR Generalist supports various functions of human resources such as, employee engagement, employee relations, learning and development, leave administration, performance management, recruiting, labor cost analysis. This role requires strong organizational skills, attention to detail, follow-through, confidentiality, and the ability to build effective relationships with employees and leaders at all levels.
Responsibilities
Employee Onboarding & Employee Experience

• Coordinate and support the employee onboarding process to ensure new hires receive a consistent, organized, and positive introduction to the Company.
• Partner with hiring managers to ensure onboarding plans, training schedules, and required resources are established prior to a new hire's start date.
• Coordinate with managers and other departments to ensure new employees receive required orientation, job-specific training, safety training, and compliance training.
• Monitor onboarding activities and follow up with managers to ensure required training and onboarding milestones are completed timely.
• Identify opportunities to improve the new hire experience and strengthen onboarding processes.
• Administer the exit interview process
• Serve as a resource to new employees during the onboarding period and assist with questions or concerns.

Learning, Development & Training

• Partner with the Human Resources Business Partner to identify employee and organizational training needs.
• Assist with developing, coordinating, and delivering employee development and compliance training.
• Coordinate training schedules, attendance, completion records, and documentation.
• Assist with maintaining training materials, resources, and required training records.

Performance Management

• Support the administration and coordination of the Company's performance review process.
• Monitor completion of performance reviews and follow up on outstanding evaluations.
• Provide support to the Human Resources Business Partner with performance management activities and employee development planning.

HRIS Administration

• Perform daily HRIS administration and maintain accurate employee records.
• Enter and maintain employee information related to new hires, transfers, promotions, compensation changes, terminations, organizational changes, and other employment transactions.
• Conduct regular audits of HRIS data to identify and correct discrepancies.

• Partner with Corporate HR, Payroll, Benefits, and other stakeholders to ensure employee information is accurate and timely across systems.
• Assist managers and employees with HRIS-related questions and transactions.
• Maintain appropriate documentation and ensure HR records are handled confidentially.

Employee & Manager HR Support

• Serve as a first point of contact for employees and managers regarding routine HR questions and processes.
• Provide guidance and information regarding Company policies, procedures, benefits, HR processes, and employee programs.
• Escalate complex employee relations, compliance, or policy matters to the Human Resources Business Partner as appropriate.
• Maintain confidentiality and exercise sound judgment when handling sensitive employee information.
• Build positive working relationships with employees, managers, and plant leadership.

Leave Administration

• Coordinate employee and manager communications related to leaves of absence in partnership with Corporate Benefits.
• Assist employees and managers with understanding the leave process, required documentation, and applicable Company procedures.
• Partner with Corporate Benefits and the Human Resources Business Partner regarding leave-related questions, accommodations, and other matters requiring additional HR support.
• Ensure managers receive appropriate information regarding employee leave status while maintaining employee confidentiality.

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