Human Resource Generalist 2

The Human Resources Generalist 2 plays a key role in developing, supporting, and strengthening Micro’s workforce through talent acquisition, performance management, training administration, employee relations, and engagement initiatives. This position ensures consistent and compliant HR practices that promote a positive work environment, high performance, and long-term employee success.

 JOB OUTCOMES

·         Ensure timely and accurate administration of all performance review cycles, including communication, tracking, and coordination of merit recommendations.

·         Maintain staffing levels for production positions by executing an efficient, high-quality recruiting and selection process

·         Administer Micro’s training programs, ensuring required training is completed, documented, and aligned with job needs.

·         Support union-related employee relations activities by preparing disciplinary write-ups, attending meetings, and ensuring contract compliance.

·         Strengthen employee engagement by supporting programs, feedback mechanisms, and communication activities that enhance the workplace culture.

ESSENTIAL DUTIES AND RESPONSIBILITIES

Talent Acquisition – Union Production Hiring (25%)

·         Union positions are filled quickly and with qualified candidates by screening all applicants, conducting phone and onsite interviews, and assessing candidates against job requirements and contract wage rates.

·         New hires enter the organization smoothly and compliantly through full ownership of all pre-employment steps including background checks, physicals, I-9 verification, onboarding tasks in UKG, and union wage-rate confirmation.

·         Hiring managers experience timely communication and reliable support, resulting in reduced delays and a consistent candidate experience.

·         Offer letters and hiring decisions comply with the union contract, ensuring accuracy, fairness, and adherence to negotiated wage structures.

Performance Review Administration (20%)

·   

      Performance review cycles are completed on time through issuing review forms, tracking progress, sending reminders, and ensuring supervisors meet deadlines.

·         Performance reviews meet quality expectations by auditing submitted evaluations for completeness, rating consistency, and alignment with job performance.

·         Compensation decisions are executed accurately through coordination of merit worksheets, validation of salary recommendations, and attaching wage increases to finalized reviews in UKG.

·         Supervisors receive clear guidance and troubleshooting, resulting in fewer review errors and smoother processing of evaluations.

Training Administration & Digital Training Development (20%)

·         Training compliance meets ISO 9001 / ISO 13485 requirements through maintaining accurate training matrices, tracking production employee certifications, and ensuring training records always remain audit-ready.

·         Required training is completed on schedule by assigning courses in UKG Learning, monitoring completion, and notifying supervisors of overdue or upcoming requirements.

·         Employees receive timely and relevant training, including safety, quality, onboarding, and operator training, through scheduling sessions and coordinating with subject matter experts.

·         Digital training programs are developed to improve learning delivery, including creation of online modules, uploaded content, assessments, and digital job aids.

·         Training documentation is accurate and accessible, supporting internal audits, external audits, and customer quality requirements.

Union Disciplinary Documentation & Attendance Meetings (15%)

·     

    Disciplinary actions are consistent, fair, and contract-compliant by drafting accurate initial disciplinary write-ups for supervisors, verifying factual information, and ensuring progressive discipline protocols are followed.

·         Attendance issues are addressed promptly and clearly through participation in attendance-related warning meetings, ensuring documentation aligns with policy expectations.

·         Supervisors receive reliable support and quality documentation, reducing the risk of grievances or inconsistent disciplinary actions.

·         Disciplinary files are complete and well-maintained, supporting grievance responses, arbitration documentation, and contract compliance.

Performance Improvement Plan (PIP) Administration (10%)

·   

      Employees with performance issues receive clear, structured expectations by drafting PIPs that include measurable goals, timelines, and defined review checkpoints.

·         PIP processes remain on schedule through tracking deadlines, prompting supervisors for assessments, and ensuring follow-up meetings occur as documented.

·         Performance outcomes are well-documented, supporting decisions regarding successful completion, extensions, or further corrective action.

Employee Engagement & Culture Support (5%)

·         Employee morale and retention strengthen through coordination of recognition programs, communication boards, appreciation events, and new-hire check-ins.

·         Engagement efforts are visible and consistent, contributing to a positive culture and improving feedback trends over time.

·         Engagement data informs action planning by supporting survey coordination, summarizing results, and assisting leaders in follow-up activities.

HR Operations & Attendance Administration (5%)

·         Employee attendance is managed accurately and consistently by administering attendance documentation, entering occurrences, preparing notices, and supporting supervisors in applying the policy.

·         HR data remains accurate and audit-ready through consistent updating of employee files, HRIS data, and required documentation.

·         HR processes run smoothly and efficiently, contributing to improved workflow, reduced errors, and faster response times for employees and supervisors.

TALENT MANAGEMENT 

This position has no employee management responsibilities.

QUALIFICATIONS   

EDUCATION AND EXPERIENCE

·         Bachelors degree from an accredited university is required.

·         Minimum of 5 years of Human Resources generalist experience is required

·         Previous experience working in a union environment is preferred

·         Previous manufacturing experience is strongly preferred

·         Working knowledge of multiple human resource disciplines including compensation practices, organizational diagnosis, employee relations, diversity, performance management, federal and state respective employment law is required

LICENSE AND CERTIFICATION

·         PHR Certification is preferred

TECHNICAL SKILLS

·         HRIS systems

·         MS Office Suite

OTHER SKILLS

·         Interpersonal skills

·         Written communication

·         Verbal communication

·         Conflict management

·         Negotiation