HR Generalist

The Human Resources Generalist is the onsite HR lead for Herbruck’s Kendallville processing plant, partnering with Operations, the Plant Manager and HR team in other Herbruck's locations in Michigan and Indiana. During the startup phase, the person in this role drives the people plan—workforce planning, recruiting, onboarding, training coordination, HR operations readiness, and culture‑building—to ensure the facility is staffed, prepared, and set up for successful first production. Ongoing, the HR Generalist delivers core HR services: employee relations, leader coaching, compliance, compensation guidance, engagement, and policy governance across a manufacturing environment. The role partners closely with others in HR for payroll, benefits, HRIS (ADP), leave administration and total rewards, and reports directly to the CHRO.

Position Responsibilities

Startup (Plant Launch) Focus – First 6–12 Months

• Workforce plan & staffing pipeline: execute a hiring plan for all plant functions aligned to ramp curves and budget; establish sourcing channels (local partners, schools, job fairs, and temporary staffing)
• Selection & onboarding at scale: lead requisitions, offers, pre-employment steps, and new-hire onboarding; stand up orientation, buddy programs, and regular check-ins
• Training grant coordination: partner with Plant leadership and other departments to fully utilize workforce development grants and apprenticeship programs
• HR operations readiness: coordinate site setup for time & attendance, HRIS (ADP), personnel files, schedules/shift differentials, plant communications, and how to use standard HR procedures (leaves, accommodations, investigations)
• Culture & engagement from day one: launch recognition and feedback loops early (stay interviews, pulse checks); help the Plant Manager set expectations, shift norms, and communication rhythms that reinforce safety, quality, and teamwork
• Policy & compliance launch: implement policies for Indiana and plant operations; educate supervisors; ensure documentation and practices are compliant and audit-ready
• Change & project support: participate in startup readiness reviews and daily ramp meetings; surface people risks and drive timely actions
  
  

HR Leadership

• Serve as the key HR contact for managers and employees on HR matters, employment law, policies, and procedures; coach leaders on performance, feedback, and documentation
• Oversee performance management cycles; guide corrective action/discipline with fairness and consistency
• Ensure compliance with federal/state labor laws and company policies; maintain strong HR fundamentals (records, documentation, HRIS data integrity) and consistency with other Herbruck’s facilities
• Champion engagement and a culture of safety, inclusion, and continuous improvement
  
  

Employee Relations

• Lead and resolve employee relations issues (investigations, conflict resolution, attendance/performance) with timely, well-documented actions
• Interpret policies and employment laws; ensure consistent communication and application across teams
• Analyze data from surveys, exits, and stay interviews; identify trends and drive targeted retention actions
• Collaborate with supervisors to apply consistent coaching and solutions that improve team climate and results
  
  

Training & Development

• Identify site training needs (front-line and leadership) and coordinate/facilitate workshops and skill-building
• Support leader capability (communication, coaching, delegation, feedback, performance reviews)
  
  

Culture, Engagement & Organizational Effectiveness

• Co-lead engagement initiatives (surveys, action planning, recognition) and programs that strengthen the employee experience, safety culture, and cross-shift communication
• Partner in performance management improvements and career pathways for plant roles
  
  

Program & Policy Management

• Implement and maintain HR policies and programs aligned with plant operations, food safety, and customer/regulatory requirements; support audit readiness
• Ensure consistent execution of HR processes (records, leaves, accommodations, investigations, and responses to customer/third-party audits)
  
  

Compensation & Total Rewards Guidance

• Advise leaders on offers, internal equity, job architecture, and shift differentials; support annual recognition and compensation cycles in partnership with the CHRO and HR colleagues
  
  

COE & Cross-Functional Partnership

• Liaise with HR colleagues for payroll and benefits; ensure accurate and timely transactions (hiring, changes, terminations) and issue resolution
• Partner with Plant leadership on daily production meetings and ramp planning so staffing, scheduling, and HR processes support safety, quality, and cost goals
  
  

Other Responsibilities

• Be flexible and adaptive to additional duties as assigned; contribute to HR initiatives across Herbruck’s locations
  
  

Qualifications

• Bachelor’s degree in Human Resources, Business, or related field—or equivalent experience; PHR/SPHR or SHRM‑CP/SCP preferred
• 5 years of HR or related experience with employee relations in operations (food/agriculture, manufacturing, or distribution), multi-site experience preferred
• Startup/commissioning experience in manufacturing strongly preferred (greenfield/brownfield or major line startup)
• Working familiarity with audit frameworks for plant environments (e.g., SEDEX, SQF/BRC, FDA Preventive Controls) and OSHA basics for partnership with EHS
• Data-savvy; comfortable with HRIS (ADP) and Microsoft tools (Excel/Teams) to analyze trends and inform decisions
• Exceptional judgment, discretion, and follow-through; effective with leaders and employees at all levels
• Bilingual English/Spanish preferred
  
  

Physical Demands

Work occurs in office and on the plant floor; must be able to move about facilities, don required PPE, and occasionally lift up to 25 lbs. Exposure to typical plant conditions (variable temperatures/noise; proximity to moving mechanical parts) during floor presence; extended hours/weekends may occasionally be required during start up, off-site events or peak demand. Biosecurity compliance is essential, including restrictions on routine contact with other poultry/livestock operations. Occasional travel to other Herbruck’s sites may be required.

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