Human Resources Generalist

Reporting to the Director of HR with a dotted line to the HR Business Partner, the HR

Generalist assists with all Human Resource functions for all US manufacturing plants. This

position works collaboratively with the HR Team to represent HR as a confidential resource

providing policy and procedure development and guidance to employees and

management. This role also engages regularly with staff to understand concerns, bring

forward recommendations and implement/manage programs to enhance alignment with

objectives and company culture.

Key Responsibilities

Recruiting & Talent Acquisition

 Partner with hiring managers to identify staffing needs, develop job descriptions,

and establish recruiting strategies.

 Manage end-to-end recruiting processes, including sourcing, screening,

interviewing, selection, offers, and onboarding.

 Coordinate candidate communications and ensure a positive candidate experience.

 Maintain accurate recruiting data and track hiring activity and metrics.

 Support employer branding, talent pipelines, and other initiatives to strengthen

recruitment efforts.

HR Process Management

 Manage and continuously improve core HR processes, policies, and procedures

across the employee lifecycle.

 Identify process gaps and opportunities to improve efficiency, consistency, and

employee experience.

 Develop and maintain HR documentation, workflows, forms, and standard

operating procedures.

 Ensure HR processes are consistently applied and aligned with company policies

and applicable employment requirements.

 Partner with HR and business leaders to implement process improvements and

measure effectiveness.

 Maintain accurate employee records and HRIS data.

Change Management & Organizational Effectiveness

 Support the planning and execution of organizational change initiatives, including

restructurings, policy changes, technology implementations, and process

transformations.

 Partner with leaders to assess change impacts, identify stakeholders, and develop

communication and implementation plans.

 Help employees and managers understand, adopt, and sustain new processes,

systems, and ways of working.

 Identify resistance or adoption challenges and recommend strategies to improve

engagement and successful implementation.

 Gather employee feedback and use insights to continuously improve change

initiatives.

Employee Relations & HR Support

 Serve as a point of contact for employee questions regarding HR policies, practices,

benefits, and workplace concerns.

 Support employee relations matters, investigations, performance management, and

corrective action in partnership with HR leadership.

 Assist with onboarding, offboarding, performance processes, and employee

engagement initiatives.

 Promote a positive, inclusive, and collaborative workplace culture.

 Maintain confidentiality and exercise sound judgment when handling sensitive

employee matters.

 Manage the escalation pathway for sensitive matters like harassment,

discrimination, or compliance violations

Compliance & HR Administration

 Support compliance with applicable employment laws, regulations, and company

policies.

 Assist with audits, reporting, and required HR documentation.

 Maintain accurate and confidential personnel records.

 Partner with payroll, benefits, and other internal teams to resolve employee and HRrelated

issues.

Qualifications

 Bachelor’s degree in Human Resources, Business Administration, or a related field

preferred.

 3 years of progressive HR Generalist or HR-related experience.

 Experience with full-cycle recruiting and talent acquisition.

 Demonstrated experience improving HR processes and managing cross-functional

initiatives.