Human Resources Generalist

The HR Generalist supports a high-performance manufacturing environment by delivering hands-on HR services across the employee lifecycle. This role is a frontline partner to operations leaders and employees, ensuring compliant and consistent practices in employee relations, workers’ compensation, LOA/FMLA administration, recruitment, onboarding, time/attendance, and training. The HR Generalist helps drive engagement, safety, and productivity across all shifts while safeguarding legal and policy compliance.

Key Responsibilities

Employee Relations & Culture

• Serve as a trusted, visible HR partner on the production floor across all shifts; conduct regular floor walks and “HR office hours.”
• Coach supervisors and frontline leaders on performance management, documentation, corrective actions, and conflict resolution.
• Conduct confidential and timely investigations into workplace concerns (e.g., policy violations, harassment, discrimination, retaliation) with proper documentation and closure.
• Support recognition and engagement programs; analyze pulse/survey results and recommend action plans to improve retention and morale.
• Advise on policy interpretation and application; ensure consistent practice aligned with company values and employment laws.
• Partner with EHS (Environmental, Health & Safety) to reinforce a strong safety culture and address behavioral and ergonomic issues impacting employees.
  
  

Workers’ Compensation

• Coordinate end-to-end workers’ compensation cases: incident intake, claim filing, liaison with TPA/carrier, timely documentation, and recordkeeping.
• Partner with EHS to ensure root-cause analyses and corrective actions are completed; track OSHA recordability with EHS.
• Manage medical work restrictions and transitional/modified duty placements; coordinate interactive process discussions with employees and leaders.
• Monitor claim progression, cost drivers, and litigation risk; recommend strategies to reduce frequency/severity and improve return-to-work outcomes.
  
  

Leaves of Absence (LOA), FMLA, and Accommodations

• Administer LOA programs (FMLA, PDL, CFRA/State equivalents, paid family/sick leaves, military leave, personal leave) in compliance with federal, state, and local laws and company policy.
• Provide clear, timely communications to employees and leaders on eligibility, rights/responsibilities, documentation, pay/benefits impacts, and return-to-work steps.
• Coordinate ADA/ADAAA interactive process for reasonable accommodations; engage stakeholders (employee, manager, provider) and document decisions.
• Maintain accurate leave tracking and ensure alignment with payroll/benefits.
  
  

Talent Acquisition, Onboarding & Training

• Recruit hourly and select salaried roles: create requisitions, screen candidates, schedule interviews, support offers, and background/drug screening as applicable.
• Oversee new-hire onboarding and orientation (with safety, quality, and HR policy emphasis); ensure I-9/E-Verify completion and training compliance.
• Facilitate or coordinate training (anti-harassment, supervisory skills, performance feedback, attendance/timekeeping, safety culture).
  
  

HR Operations, Compliance & Data

• Maintain accurate HRIS/employee records; ensure confidentiality, data integrity, and timely updates (hires, status changes, separations).
• Support time and attendance processes (e.g., schedule changes, corrections, approvals, attendance policies) and collaborate with Payroll to resolve discrepancies.
• Prepare HR metrics and dashboards (turnover, hiring cycle time, LOA, WC incidence/severity, investigations, corrective action trends); share insights and actions with leadership.
• Support audits (internal, customer, regulatory) and maintain compliance postings, retention schedules, and HR-related SOPs.
  
  

Partnering with Operations & Continuous Improvement

• Provide HR coverage for off-shifts as needed; support weekend or peak-demand overtime events.
• Participate in Gemba walks, Tier meetings, and CI/Lean initiatives; integrate HR practices that reduce waste, improve flow, and elevate employee experience.
• Identify process gaps and standardize HR workflows for speed, transparency, and compliance.
  
  

Essential Skills

• Human resources experience
• Employee relations
• HR administration
• 1 years of HR experience in manufacturing
• Knowledge of employment regulations
  
  

Additional Skills & Qualifications

• Open to having a blood draw every 6 months to check lead levels
  
  

Work Environment

The position is fully onsite at a Lead Acid Facility, requiring blood draws every 6 months. The schedule is Monday to Thursday, and Fridays off. 4, 10 hour shifts. Temporary position 3-6 months covering for a LOA.

Job Type & Location

This is a Contract position based out of Attica, IN.

Pay And Benefits

The pay range for this position is $33.00 - $36.00/hr.

Requirements

Eligibility requirements apply to some benefits and may depend on your job classification and length of employment. Benefits are subject to change and may be subject to specific elections, plan, or program terms. If eligible, the benefits available for this temporary role may include the following:

• Medical, dental & vision
• Critical Illness, Accident, and Hospital
• 401(k) Retirement Plan – Pre-tax and Roth post-tax contributions available
• Life Insurance (Voluntary Life & AD&D for the employee and dependents)
• Short and long-term disability
• Health Spending Account (HSA)
• Transportation benefits
• Employee Assistance Program
• Time Off/Leave (PTO, Vacation or Sick Leave)
  
  

Workplace Type

This is a fully onsite position in Attica,IN.

Application Deadline

This position is anticipated to close on Apr 13, 2026.

About Aston Carter

Aston Carter provides world-class corporate talent solutions to thousands of clients across the globe. Specialized in accounting, finance, human resources, talent acquisition, procurement, supply chain and select administrative professions, we extend the capabilities of industry-leading companies. We draw on our deep recruiting expertise and expansive network to meet the evolving needs of our clients and talent community with agility and excellence. With offices across the U.S., Canada, Asia Pacific and Europe, Aston Carter serves many of the Fortune 500. We are proud to be a ClearlyRated Best of Staffing® double diamond winner for both client and talent service.

The company is an equal opportunity employer and will consider all applications without regard to race, sex, age, color, religion, national origin, veteran status, disability, sexual orientation, gender identity, genetic information or any characteristic protected by law.

If you would like to request a reasonable accommodation, such as the modification or adjustment of the job application process or interviewing process due to a disability, please email astoncarteraccommodation@astoncarter.com for other accommodation options.