Sr. HR Generalist

We’re Watts. Together, we’re reimagining the future of water.

We feel proud every day about what we do. We're all part of the same crucial mission, no matter what function we support -- it's to provide safe, clean water for the world, and to protect our planet's most valuable resource.

What we do:

For 150 years, Watts has built best-in-class products that are trusted by customers in residential and commercial settings across the world. We are at the forefront of innovation, working with cutting-edge technology to provide smart and connected, sustainable water solutions for the future. Watts is a leading brand with a quality reputation — and we have a dynamic future ahead.​

POSITION SUMMARY:

Reporting to the HR Manager, the Sr. HR Generalist is a customer-centered role supporting all levels of associates at our Woodland, CA facility. Responsible for all HR activities to include, but not limited to: the Human Resources Information Systems (HRIS) Workday, associate communications, employment law, new hire orientation/on-boarding, associate relations, compliance efforts, safety program compliance, policy interpretation/communications, talent review and appraisal process. This person will be an active member of the overall HR team and will provide support for all on-going HR projects and initiatives. You will foster a workplace culture that exceeds employee expectations and embraces a continuous improvement mindset. 

PRINCIPAL RESPONSIBILITIES AND DUTIES:

HR Policies and Compliance:

• Ensure compliance with manufacturing-related employment laws and regulations.

• Develop, update, and communicate HR policies and procedures, taking into account the specific requirements of the manufacturing sector.

• Provides support in compliance areas of human resources including but not limited to employee relations, job evaluation, compensation management, benefits administration, training, AA/EEO, leave management and ADA.

Talent Acquisition:

• Collaborate with manufacturing managers to understand staffing needs and develop effective recruitment strategies tailored to the industry for direct labor (full-time and contingent).

• Conduct interviews, assess candidate qualifications, and participate in the selection process, with a focus on skills relevant to manufacturing roles.

• Manage the onboarding process for new hires, ensuring a seamless integration into the manufacturing environment.

Employee Relations:

• Maintains a high level of visibility, accessibility, and interaction with manufacturing team members.

• Coach and counsel employees, front line leaders and managers on employee relation matters, performance management and conflict resolution.

• Utilize an empathetic approach to understanding employee concerns, answer questions and help employees through organizational change.

• Conduct investigations into employee complaints, providing recommendations for resolution. Partner with the legal team as appropriate for all ethics related issues.

Performance Management:

• Support the performance management process, providing guidance to supervisors and employees on performance expectations and development opportunities.

• Assist in the implementation of performance improvement plans tailored to the manufacturing environment.

Continuous Improvement Leadership:

• Lead and support continuous improvement initiatives within the manufacturing environment, collaborating with cross-functional teams to enhance processes and efficiency.

• Apply Lean and Six Sigma principles to drive operational excellence in HR processes and employee relations.

• Partner with the manufacturing team to identify key people metrics to continually monitor and improve the employee experience.

HR Data Management:

• Maintain accurate and up-to-date employee records and HRIS data, with a focus on manufacturing roles and qualifications.

• Generate HR reports and analytics to support problem solving and discussion on the overall health of the organization.

EDUCATION:

• Bachelor’s Degree or equivalent experience required. 

EXPERIENCE:

• 5+ years of progressive HR experience working in a manufacturing environment required.

• Experience using an HRIS system (such as Workday or similar) is required.

• Understanding of the unique challenges and requirements of HR in manufacturing with a focus on compliance, employee engagement, and leave manageme