What are the responsibilities and job description for the HR Generalist position at Velocity?
Human Resources Generalist
About Us
Velocity and its portfolio of brands are the nation’s leading builders of Re-Engineered Classics™, redefining what it means to own a classic. Our vehicles aren’t just restored; they’re entirely reborn. By blending timeless design with today’s performance, comforts, and technology, we set the standard for how classics are built, owned, and driven. Every product we create is crafted without compromise, honoring the past while delivering the experience of today.
Velocity’s Culture and Core Values
Success at Velocity requires a “whatever it takes” mentality. We embody grit, demonstrating perseverance, resilience, and unwavering determination in the face of challenges. We are adaptable, embracing change, adjusting to new circumstances, and continuously seeking ways to improve processes and outcomes—because growth does not come from comfort.
We take ownership, assuming full responsibility for tasks, decisions, and outcomes, whether successes or setbacks, without shifting blame. “That’s not my job” is not in our vocabulary; when one part of our team falls short, we all do.
Finally, our ambition fuels our drive to excel, improve, and uphold the highest standards for both personal and professional growth. This mindset defines who we are and ensures our continued success.
Overview
The Human Resources Generalist is responsible for supporting all aspects of the employee lifecycle, including employee relations, benefits administration, performance management, compliance, training and development, employee engagement, and HR operations. This role serves as a trusted resource for employees and leaders while ensuring HR programs align with company objectives and culture.
Job Level
Individual Contributor
Reports To
Human Resources Manager
Duties and Responsibilities
Employee Relations & Engagement
Velocity is an Equal Opportunity Employer. Velocity does not discriminate on the basis of race, religion, color, sex, gender identity, sexual orientation, age, non-disqualifying physical or mental disability, national origin, veteran status or any other basis covered by appropriate law. All employment is decided on the basis of qualifications, merit, and business need.
About Us
Velocity and its portfolio of brands are the nation’s leading builders of Re-Engineered Classics™, redefining what it means to own a classic. Our vehicles aren’t just restored; they’re entirely reborn. By blending timeless design with today’s performance, comforts, and technology, we set the standard for how classics are built, owned, and driven. Every product we create is crafted without compromise, honoring the past while delivering the experience of today.
Velocity’s Culture and Core Values
Success at Velocity requires a “whatever it takes” mentality. We embody grit, demonstrating perseverance, resilience, and unwavering determination in the face of challenges. We are adaptable, embracing change, adjusting to new circumstances, and continuously seeking ways to improve processes and outcomes—because growth does not come from comfort.
We take ownership, assuming full responsibility for tasks, decisions, and outcomes, whether successes or setbacks, without shifting blame. “That’s not my job” is not in our vocabulary; when one part of our team falls short, we all do.
Finally, our ambition fuels our drive to excel, improve, and uphold the highest standards for both personal and professional growth. This mindset defines who we are and ensures our continued success.
Overview
The Human Resources Generalist is responsible for supporting all aspects of the employee lifecycle, including employee relations, benefits administration, performance management, compliance, training and development, employee engagement, and HR operations. This role serves as a trusted resource for employees and leaders while ensuring HR programs align with company objectives and culture.
Job Level
Individual Contributor
Reports To
Human Resources Manager
Duties and Responsibilities
Employee Relations & Engagement
- Serve as the first point of contact for employee questions and concerns.
- Assist managers with employee coaching, performance concerns, conflict resolution, and corrective action processes.
- Conduct workplace investigations as assigned.
- Support employee recognition programs and engagement initiatives.
- Coordinate employee events, wellness programs, and culture-building activities.
- Conduct stay interviews and assist with exit interviews.
- Maintain employee records and HRIS data integrity.
- Ensure compliance with federal, state, and local employment laws.
- Assist with policy administration and updates.
- Support audits, reporting, and record retention requirements.
- Monitor compliance training completion.
- Assist employees with benefit enrollment and questions.
- Coordinate open enrollment activities.
- Administer leave programs, including FMLA, ADA accommodations, and workers' compensation.
- Serve as liaison between employees and benefit providers.
- Coordinate onboarding schedules and new hire orientation.
- Manage new hire paperwork and system setup.
- Conduct exit interviews and offboarding activities.
- Analyze turnover trends and provide recommendations.
- Support Learning Management System administration.
- Coordinate training programs and leadership development initiatives.
- Track training completion and certification requirements.
- Assist with career pathing and succession planning efforts.
- Strong understanding of full-cycle recruiting and onboarding best practices.
- Exceptional communication, organization, and relationship-building skills.
- Ability to manage multiple priorities and work in a fast-paced environment.
- Comfortable traveling for recruiting events, career fairs, and community outreach (estimated 10–20%).
- Proficiency with applicant tracking systems (ATS) and HRIS platforms.
- High level of professionalism, confidentiality, and attention to detail.
- Stay up to date on HR regulations and best practices.
- Valid driver’s license and reliable transportation to work.
- Background check and pre-employment drug screening required.
- 3 years of experience in HR (automotive or manufacturing environment preferred).
- Bachelor’s degree in human resources, business administration, or a related field preferred.
- Professional certification such as SHRM-CP, SHRM-SCP, PHR, or SPHR is strongly preferred.
- Comprehensive knowledge of employment laws and HR best practices.
- Prolonged periods of sitting at a desk or workstation.
- Occasional standing or walking within the office or shop, such as attending meetings, retrieving documents, or interacting with customers or employees.
- Occasionally lifting and carrying items, typically weighing up to 10-20 pounds.
- Frequent use of fingers and hands for typing, writing, and operating a computer.
- Using telephones, printers, copiers, and other office tools.
- Frequent need to focus on printed or digital material.
- Reviewing financial documents, schedules, or customer data with accuracy.
- Regular communication with customers, vendors, and team members, either in person, on the phone, or via video conferencing.
- Engaging with customers in person or over the phone, sometimes requiring extended periods of active listening and problem-solving.
- Prolonged exposure to hot or cold temperatures.
- Mild noise from office machines or nearby shop areas if the office is adjacent to the workshop. PPE may be required while walking through the shop.
- Moving around the office or between departments, sometimes requiring the ability to climb stairs.
- Safely operate a motor vehicle.
- Compensation: Pay is based on experience and qualifications
- Health & Wellness: Health/Dental/Vision/Life/Disability/Aflac available after 60 days
- Retirement: 401(k) with company match after 6 months at next enrollment period
- Paid Time Off: Paid time off and paid holidays
- Additional Perks: Company sponsored events, tool program, merchandise discounts, friendly team environment
Velocity is an Equal Opportunity Employer. Velocity does not discriminate on the basis of race, religion, color, sex, gender identity, sexual orientation, age, non-disqualifying physical or mental disability, national origin, veteran status or any other basis covered by appropriate law. All employment is decided on the basis of qualifications, merit, and business need.