Human Resources Generalist

SUMMARY

The Human Resources Generalist provides hands-on, day-to-day HR support across employee relations, onboarding, recruiting, compliance, and HR administration in direct support of business operations. This role combines strong executional ownership, particularly in onboarding, and employee support—with foundational HR Business Partner capabilities, serving as a trusted resource to managers and employees while appropriately escalating complex matters.

The HR Generalist partners closely with assigned business units and Corporate HR functions to deliver consistent, compliant, and high-quality employee experience across the full employee lifecycle.

ESSENTIAL FUNCTIONS, RESPONSIBILITIES, AND DUTIES

Onboarding

• Own the end-to-end onboarding process from offer acceptance through completion of all onboarding stages, ensuring a seamless, compliant, and positive new-hire experience.
• Partner with Corporate Onboarding, Talent Acquisition and hiring managers to support timely, accurate, and compliant hiring execution.
• Prepare, issue, and maintain offer letters, onboarding packets, and all required new-hire documentation.
• Administer HRIS and ATS transactions related to onboarding, pre-employment screening, and employee record setup.
• Serve as the primary point of contact for new hires throughout the onboarding process, addressing questions and ensuring a smooth transition into the organization.
• Coordinate onboarding logistics and facilitate or participate in new-hire orientations as needed.
• Ensure onboarding practices meet documentation, audit, and regulatory requirements across all assigned locations and business units.

Talent Acquisition

• Manage recruiting for assigned openings, including posting jobs, reviewing applications, screening candidates, and coordinating interviews with hiring managers.
• Support and participate in local hiring events (job fairs, on-site hiring days, etc.) to help meet hourly, supervisory and management staffing needs.
• Develop/maintain relationships with local schools, colleges, and workforce organizations to support ongoing recruitment and candidate pipeline development.
• Source candidates through job boards, referrals, community partners, and recruitment firms to ensure a steady flow of qualified applicants.
• Track recruiting activity and hiring progress and provide regular updates to HR leadership and hiring managers.
• Foster a diverse and inclusive workforce through effective recruitment practices.

Employee Relations & Manager Support

• Serve as the primary point of contact for employee relations matters within assigned operations, responding to questions and issues in a timely, professional, and confidential manner.
• Support union-related activities by tracking grievances, maintaining required documentation, and escalating issues and trends to HR leadership in accordance with established protocols.
• Advise and coach managers on performance management, attendance, conduct, documentation, and corrective action to promote fair and consistent people management.
• Conduct workplace investigations and maintain supporting documentation in accordance with established HR, legal, and compliance standards.
• Partner with HR leadership on complex, sensitive, or high-risk employee relations matters requiring escalation or additional oversight.
• Support conflict resolution through coaching, mediation, and issue clarification to drive timely and effective resolution.
• Monitor employee relations trends and identify risk areas, sharing insights and recommendations with HR leadership.
• Ensure consistent application of HR policies and compliance with federal, state, and local employment laws across assigned locations.

Training, Compliance & Organizational Support

• Support required training programs in partne