Human Resources Generalist

PRIMARY RESPONSIBILITIES

Serve as a primary point of contact for employee questions regarding benefits, time and attendance, policies, and general HR matters.

Support employee relations by addressing concerns, conducting internal investigations, and coordinating corrective action as needed.

Facilitate new hire onboarding, including HRIS setup, payroll entry, orientation, and training coordination.

Manage job postings, applicant flow, and pre-screen interviews; administer candidate assessments and plant tours.

Assist with workforce planning and temporary staffing coordination.

Coordinate and track employee training programs, including BLR Safety training, and maintain accurate training records.

Maintain accurate employee files and HRIS records in compliance with federal and state laws.

Process weekly payroll inputs, validate timecards, and monitor attendance tracking systems.

Respond to unemployment claims and support compliance with audits and reporting requirements.

Partner with leadership and Safety in response to employee injuries and accidents; support timely reporting/recording and lead light duty and return to work initiatives.

Partner with supervisors and managers on performance management, employee recognition, and engagement initiatives.

Participate in cross-functional HR projects and continuous improvement initiatives.

Perform additional duties as assigned to support HR and plant operations.

KNOWLEDGE AND SKILL REQUIREMENTS

3–5 years of human resources experience, preferably in a manufacturing environment.

Knowledge of federal and state employment laws and HR best practices.

Experience with HRIS systems (ADP preferred), Microsoft Word and Excel, and database tools.

Excellent communication skills, both verbal and written.

Ability to maintain confidentiality and handle sensitive matters with discretion.

Strong organizational and time management skills with the ability to manage multiple priorities in a fast-paced setting.

Collaborative, employee-focused, and solutions-oriented approach.

PERFORMANCE METRICS (Key Performance Indicators)

Employee Relations : Timely resolution of employee issues; completion of investigations within established timelines.

Recruitment : Time-to-fill positions and successful onboarding of new hires.

Compliance : Accuracy and completeness of employee records, I-9s, and audit readiness.

Training : On-time completion rates for required training programs.

Attendance/Payroll : Accuracy of timecard validations and payroll entries.

Engagement : Participation in employee engagement initiatives and feedback from employee surveys.

Process Improvement : Contributions to HR projects and efficiency improvements.