HR Generalist

Sunbelt Solomon is seeking a proactive, business-minded HR Generalist to lead day-to-day people support for our Jordan, Minnesota facility and play an important role in the growth and development of the operation.

This position will serve as the primary HR partner for the Jordan site, working closely with site leadership, supervisors, employees, and the broader Human Resources team. While the role will have responsibility for core HR activities including employee relations, compliance, performance management, benefits, and HR administration, the successful candidate will bring a broader perspective and the ability to help build the workforce and organizational capabilities needed to support the facility's growth.

A significant initial priority will be workforce expansion and capability development. As the Jordan facility increases production capacity, the HR Generalist will help develop and execute strategies to attract, hire, onboard, train, and retain the skilled workforce required to support that growth. Experience in recruiting, workforce development, skilled trades, manufacturing training, or similar areas is highly desirable.

This is an opportunity for an HR professional who enjoys being close to the business, is comfortable working on the manufacturing floor, and wants to grow beyond traditional HR administration into a broader site leadership and strategic HR role.

Workforce Planning, Recruiting & Growth

• Partner with site and operational leadership to translate production and growth plans into short- and longer-term workforce requirements.
• Develop and execute recruiting strategies for hourly skilled trades, technical, supervisory, and salaried positions.
• Manage full-cycle recruiting, including sourcing, interviewing, selection, offers, and pre-employment processes.
• Build and maintain local talent pipelines through relationships with technical schools, community colleges, workforce development organizations, community partners, and other relevant sources.
• Identify creative approaches to attracting skilled talent in a competitive labor market.
• Monitor recruiting metrics, workforce availability, turnover, and other labor trends and recommend actions to support staffing and growth objectives.
• Partner with leadership to anticipate future workforce needs rather than responding only to immediate vacancies.
  

Training & Workforce Development

• Partner with operations and subject-matter experts to build a structured approach to onboarding, skills development, cross-training, and employee progression.
• Help identify critical skills and capability gaps required to support increased production and expanded technical capabilities.
• Coordinate training plans for new and existing employees and help ensure employees receive the technical and operational development required to succeed.
• Support the development of career pathways that provide employees with visibility into opportunities for growth and advancement.
• Help establish relationships with external training providers, technical schools, apprenticeship programs, and workforce development resources.
• Track training effectiveness and workforce readiness and recommend improvements.
  

Leadership & Organizational Effectiveness

• Serve as a trusted HR advisor to site leadership and supervisors on workforce, organizational, and employee matters.
• Coach supervisors and managers on employee relations, performance management, communication, leadership effectiveness, and consistent application of company practices.
• Help site leadership identify organizational challenges and translate them into practical people strategies.
• Participate in site planning and continuous improvement discussions, bringing a people and organizational perspective to operational decisions.
• Support organizational and cultural development as the Jordan operation grows and evolves.
• Help strengthen leadership capability and accountability throughout the facility.

Employee Relations & Culture

• Build strong relationships with employees across shifts and functions and maintain a visible presence throughout the facility.
• Serve as a primary point of contact for employee questions, concerns, and HR-related matters.
• Conduct employee relations investigations and recommend appropriate actions in partnership with HR leadership.
• Promote a positive, respectful, accountable, and performance-oriented workplace culture.
• Identify employee engagement and retention opportunities and partner with leaders to address workforce concerns proactively.
• Support communication and change-management efforts affecting the Jordan workforce.
  

Performance Management & Talent

• Support performance management processes and coach supervisors on providing effective feedback and addressing performance concerns.
• Partner with leaders to identify high-potential employees and development opportunities.
• Support succession and workforce planning for critical positions.
• Help establish clear expectations for performance, development, and career progression.
  

HR Operations & Compliance

• Ensure compliance with applicable federal, state, and local employment laws and company policies.
• Maintain accurate employee information and HR records within the company's HRIS.
• Partner with payroll and finance to support accurate timekeeping and pay practices.
• Support benefits administration, including employee questions and annual enrollment activities.
• Coordinate with Safety/EHS to support required safety, compliance, and employee training.
• Prepare and analyze HR metrics and reports to identify trends and support management decision-making.
• Maintain appropriate documentation related to employee relations, performance management, training, and other HR activities.
• Participate in HR and operational continuous improvement initiatives.