HR Generalist

Wausau Window and Wall Systems

Position Summary

The HR Generalist is responsible for providing comprehensive human resources support to employees and management within a fast-paced manufacturing environment. This role involves day-to-day HR operations, including onboarding, employee relations, compliance, and performance management. The HR Generalist will serve as a key partner to the production supervisors, ensuring HR practices align with the company’s objectives while fostering a positive and productive workplace culture. A strong focus on maintaining compliance with labor laws, safety regulations, and company policies is essential, as is the ability to adapt HR strategies to meet the unique needs of the manufacturing workforce.

Key Responsibilities

• Recruitment and Staffing:
  • Collaborate with managers to identify staffing needs and partner with the recruitment team to develop talent pipelines for key manufacturing positions.
  • Support new hire orientation and ensure smooth onboarding processes.
• Employee Relations:
  • Serve as the point of contact for employee concerns, grievances, and conflict resolution.
  • Foster positive employee relations through consistent communication, counseling, and policy interpretation.
  • Conduct investigations into workplace issues, including complaints of misconduct or violations of company policy.
• Performance Management:
  • Assist supervisors with the development and implementation of performance management programs, including goal setting, evaluations, and feedback processes.
  • Support corrective action plans, disciplinary actions, and terminations as needed, ensuring compliance with company policies and labor laws.
• Training and Development:
  • Partner with the trainers to coordinate and deliver training programs to improve workforce skills, safety awareness, and compliance with regulatory requirements.
  • Identify training needs within the manufacturing teams and partner with the training teams to support employee development initiatives.
• Compliance and Legal:
  • Ensure compliance with federal, state, and local employment laws and regulations (e.g., FMLA, FLSA, OSHA) and company policies.
  • Maintain accurate and up-to-date employee records, including Form I-9 verification, EEO-1 reporting, and other required documentation.
  • Monitor time and attendance systems and ensure compliance with wage and hour laws.
• Compensation and Benefits Administration:
  • Assist employees with benefits-related inquiries and ensure proper enrollment and documentation.
  • Support compensation planning, job evaluations, and wage adjustments for hourly manufacturing staff.
• Safety and Health Programs:
  • Collaborate with safety teams to ensure a safe working environment in compliance with OSHA standards and company policies.
  • Support accident investigations, workers' compensation claims, and safety training programs for manufacturing employees.
• HR Data Management and Reporting:
  • Maintain and update HR information systems (HRIS) and employee records.
  • Provide HR reports and metrics to management, such as turnover, headcount, and performance data.
  • Analyze HR data to identify trends and recommend process improvements or interventions.
• Engagement and Culture Initiatives:
  • Support initiatives that promote employee engagement, retention, and positive workplace culture.
  • Organize and participate in employee recognition programs, team-building activities, and other engagement efforts.
• HR Projects and Continuous Improvement:
  • Participate in and lead HR projects that enhance the overall efficiency and effectiveness of HR services within the manufacturing environment.
  • Collaborate with cross-functional teams to identify and implement best practices in HR processes and employee management.

Qualifications

• Education:          
  • Bachelor’s degree in human resources, Business Administration, or a related field.
• Experience:
  • 2+ years of HR generalist experience, preferably in a manufacturing environment.
• Certifications:
  • Professional certifications such as SHRM-CP, SHRM-SCP, PHR, or SPHR are highly desirable.
• Knowledge:
  • Knowledge of labor laws, HR best practices, and employment regulations.
  • Deep understanding of federal, state, and local employment laws (e.g., FMLA, FLSA, ADA, OSHA) and regulations relevant to the manufacturing industry.
  • Familiarity with OSHA standards and other safety-related regulation