Human Resources Generalist

Why Join Oilgear:

At Oilgear, we lead with innovation, precision, and teamwork. Our HR team plays a vital role in supporting a culture of excellence and continuous improvement. We empower employees to take initiative, own their work, and drive meaningful impact in a collaborative environment.

We offer professional growth opportunities, comprehensive benefits, and a culture built on respect, accountability, and integrity.

Summary:

The HR Generalist is a key member of the Human Resources team, responsible for supporting all areas of HR operations including employee relations, legal and regulatory compliance, payroll and benefits administration, FMLA/ADA case management, recruitment, onboarding, training, and policy administration.

This role requires a proactive professional who thrives in a fast-paced, multitasking environment and demonstrates strong initiative in improving processes, enhancing efficiency, and ensuring full compliance with employment laws. The HR Generalist supports both employees and leadership while fostering a positive, inclusive, and high-performance culture.

Essential Responsibilities and Duties:

Employee Relations and Compliance:

• Serve as a trusted HR contact for employee relations matters; conduct investigations, coach managers, and recommend corrective or disciplinary actions.
• Handle employee separations, including involuntary terminations, exit interviews, and documentation.
• Administer and ensure compliance with all federal, state, and local employment laws and regulations including FMLA, ADA, FLSA, EEO, COBRA, OSHA, and Workers’ Compensation.
• Manage and track employee leaves of absence (FMLA, ADA, personal leaves), ensuring accuracy, confidentiality, and legal compliance.
• Partner with HR Manager and legal counsel on sensitive employee issues and compliance risks.
• Stay informed of changing employment legislation and proactively recommend policy or procedural updates.

Payroll, HRIS, and Benefits Administration:

• Process weekly and biweekly payroll accurately and in compliance with wage and hour regulations.
• Administer and maintain HRIS and payroll systems using ADP Workforce Nowfor accuracy, reporting, and efficiency.
• Support benefits administration, including open enrollment, employee changes, and inquiries.
• Conduct audits to ensure benefit, payroll, and tax accuracy.
• Identify and implement process improvements to increase HR and payroll accuracy and efficiency.

Recruiting, Onboarding, and Offboarding:

• Partner with managers to identify staffing needs and manage full-cycle recruitment and selection.
• Post job openings, screen applicants, schedule interviews, and coordinate offers.
• Conduct background checks and employment eligibility verification.
• Lead new hire onboarding, ensuring a smooth transition and strong first impression.
• Manage employee offboarding, including final pay, benefits termination, and exit interviews.
• Ensure smooth handoffs between HR and managers for new hires, including clear expectations, training plans, and early feedback loops.
• Maintain a checklist or workflow for onboarding consistency across departments.
• Support managers with coaching on onboarding best practices.

Training, Development, and Engagement:

• Coordinate, track, and report on required and developmental training programs.
• Support employee engagement initiatives and recognition programs.
• Collaborate with managers to identify training needs and develop effective learning opportunities.
• Take initiative to enhance onboarding, training, and engagement processes to improve employee experience.
• Administer and analyze employee engagement surveys; compile results and partner with management on action plans.
• Conduct focus groups using engagement survey results.
• Conduct new hire check-in to gather feedback and ensure successful onboarding and team integration.
• Monitor turnover trends and assist in developing retention strategies.

Performance Management:

• Assist in administering the performance review process, ensuring timely completion and consistency.
• Coach managers on providing constructive feedback and performance documentation.
• Partner with HR Manager to identify development opportunities or corrective action plans.

Communication and Culture:

• Support HR communications such as newsletters, announcements, and policy updates.
• Promote and reinforce company culture through communication and employee engagement initiatives.

Safety and Worker’s Compensation:

• Maintain OSHA logs and ensure safety training compliance and documentation.
• Partner with management to promote a culture of safety and continuous improvement.
• Manage Workers’ Compensation claims and coordinate with carriers and supervisors on case follow-ups.

Policy and Program Administration:

• Assist in developing, updating, and implementing HR policies and procedures.
• Maintain accurate and organized employee files and records (electronic and physical).
• Provide guidance to employees and management on HR policies, programs, and procedures.

Collaboration, Process Improvement, and Continuous Learning:

• Collaborate with HR team members across all locations to align HR practices and share best practices.
• Take initiative to analyze, recommend, and implement process improvements that increase HR efficiency, compliance, and employee satisfaction.
• Continuously develop knowledge of HR best practices, technology, and regulatory changes.

Minimum Qualifications:

• Associate’s degree in Human Resources, Business Administration, or related field.
• 5 years of progressive HR experience, including employee relations and compliance.
• Demonstrated experience managing FMLA, ADA, and other leave programs.
• Proven ability to handle terminations, investigations, and conflict resolution.
• Strong working knowledge of employment laws and HR compliance.
• Experience with HRIS and payroll systems — ADP Workforce Now strongly preferred.
• Proficient in Microsoft Office Suite (Word, Excel, PowerPoint, Outlook).
• Excellent communication, interpersonal, and documentation skills.
• Strong organizational, analytical, and multitasking abilities.
• Ability to maintain confidentiality and exercise sound professional judgment.
• Proven ability to take initiative and lead process improvements.

Preferred Qualifications:

• Bachelor’s degree in Human Resources, Business Administration, or related field.
• 8 years of HR generalist experience, preferably in a manufacturing or industrial environment.
• SHRM-CP or PHR certification.
• Advanced experience in ADP Workforce Now (HRIS, payroll, reporting).
• Experience developing and implementing HR process improvements and metrics.

Competencies:

• Integrity & Confidentiality: Maintains trust and handles sensitive matters with discretion.
• Legal & Regulatory Acumen: Strong understanding of employment law and compliance.
• Communication: Communicates clearly, professionally, and effectively across all levels.
• Employee Advocacy: Builds trust and balances company goals with employee needs.
• Conflict Resolution: Addresses and resolves workplace conflicts constructively.
• Adaptability: Thrives under pressure and adjusts to change effectively.
• Decision-Making: Demonstrates sound judgment in complex and sensitive matters.
• Collaboration: Works effectively across teams and departments.
• Initiative & Innovation: Takes proactive steps to identify opportunities and improve HR processes.
• Accountability: Owns results and consistently meets commitments.
• Multitasking & Prioritization: Manages competing demands efficiently with attention to detail.

Behaviors Required:

• Proactive: Anticipates needs and initiates actions without waiting for direction.
• Process-Oriented: Continuously seeks to streamline, improve, and modernize HR systems and workflows.
• Professionalism: Maintains composure, discretion, and respect in all situations.
• Resilient: Stays composed and focused under pressure.
• Dependable: Meets deadlines and follows through on commitments.
• Continuous Learner: Pursues professional growth and stays current on HR trends and best practices.

Working Environment and Physical Demands:

• Primarily office-based role with occasional visits to production areas.
• Regular use of standard office equipment (computer, phone, copier, etc.).
• Must occasionally lift or move up to 25 pounds.
• Requires walking, sitting, and standing throughout the workday.
• Occasional exposure to shop environments with potential noise, dust, odors, and fumes.
• Occasional travel to Oilgear facilities or attending training (5-10%).

Training Requirements:

• General and site-specific safety training.
• HR compliance training (FMLA, ADA, EEO, harassment prevention).
• ERP and HRIS (ADP Workforce Now) training.
• ISO 9001 processes and procedures.
• Customer service and conflict resolution training.

Personal Protective Equipment (PPE):

• Safety glasses, steel-toe shoes, and ear protection when in production or test areas.
• Additional PPE as required for specific environments or tasks.

Benefits:

• 401(k)
• 401(k) matching
• Dental insurance
• Employee assistance program
• Health insurance
• Health savings account
• Life insurance
• Paid jury duty
• Paid time off
• Referral program
• Tuition reimbursement
• Vision insurance

Application Question(s):

• Are you willing to undergo a background check and drug screening, in accordance with local law/regulations?
• What is your desired base salary for this position? (You may enter a range.)
• Do you have at least 5 years of progressive, hands-on HR Generalist experience covering employee relations, compliance, payroll, and HR operations?
• Have you independently managed FMLA and ADA leave cases from intake through return-to-work, including documentation, tracking, and compliance?
• Have you personally conducted workplace investigations and recommended or administered corrective or disciplinary action?
• Do you have direct experience processing payroll (weekly and/or biweekly), not just reviewing or approving payroll?
• Do you have hands-on experience using ADP Workforce Now for HRIS and/or payroll (data entry, audits, reporting, workflows)?
• Do you currently hold an HR certification? If so, which one?
• Describe your experience using HR technology and software. Which systems or tools have you used extensively (HRIS, payroll systems, ATS, LMS, reporting tools), and what functions did you personally manage?
• What is your level of proficiency with Microsoft Excel and Word? Please provide examples of how you use them in HR (e.g., trackers, audits, reports, templates, data analysis).
• Describe a process improvement or automation you implemented using technology, spreadsheets, or HR systems. What problem did it solve and what was the outcome?
• Do you have HR experience in a manufacturing or industrial environment?

Education:

• Associate (Preferred)

Ability to Commute:

• Traverse City, MI 49686 (Required)

Work Location: In person