Human Resources Generalist (Onsite)

This critical role is part of an onsite HR team that supports our large Operations division (500+ employees) over two shifts. This includes supporting teams in Manufacturing, Shipping & Distribution, Order Entry, Engineering, Training and more.

The Human Resources Generalist will work closely with the Human Resources team assisting with the day-to-day operations of the Human Resources Department.  Activities will focus on onboarding, trainings, engagement & culture initiatives, global HR programs, employee relations and business partnering.

Essential Functions (Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions.)

• Serve as the primary on‑site point of contact for day‑to‑day HR support, providing timely, accurate guidance to employees on company policies, procedures, and practices across multiple shifts.

• Build and maintain strong, consultative working relationships with department managers and supervisors, serving as a trusted HR partner to support business and people objectives.
• Act as a liaison between management and employees, handling inquiries, interpreting and consistently administering policies, and providing guidance on employee relations matters.
• Support high‑volume onboarding and offboarding activities, ensuring excellent employee experience, data accuracy, compliance, and coordination across systems and departments.
• Partner closely with managers and supervisors on performance management, employee relations, and corrective action, providing coaching and guidance aligned with company policy and employment laws.
• Manage, maintain, and regularly update job descriptions, ensuring alignment with operational needs, organizational structure, and compensation practices.
• Collaborate with local and regional Talent Attraction / Talent Acquisition teams to support workforce planning execution, including review and approval of new position requests and participation in compensation analysis.
• Serve as a system superuser for multiple HR platforms (e.g., ATS, HRIS, timekeeping, compensation, benefits portals), ensuring data integrity, user support, and process efficiency.
• Assist with and lead HR projects and initiatives related to process improvement, compliance, employee experience, or organizational change.
• Maintain the highest level of confidentiality and discretion in handling sensitive employee and business information.

• Support a multi‑shift operation, maintaining visibility and accessibility to employees and leaders across varying schedules as business needs require.
• Ensure compliance with employment laws, company policies, and internal controls, escalating risks and issues appropriately.

Competencies (Knowledge and Skills needed for this position.)

• Applies out‑of‑the‑box thinking to complex employee relations, talent, and process challenges; develops practical, people‑centered solutions beyond traditional HR approaches.
• Effectively communicates with a diverse, multicultural employee and customer population—from executive leadership to front‑line production.
• Stays current on external HR trends, labor market dynamics, and best practices to identify emerging opportunities, tools, and approaches that enhance employee experience and business outcomes.
• Demonstrates strong business acumen, understanding how HR decisions impact operational performance, cost, risk, and organizational outcomes.
• Applies sound judgment and consistency in employee relations matters, balancing employee advocacy with business needs while mitigating legal and organizational risk.
• Builds trusted relationships and effectively influences leaders and stakeholders at all levels to drive alignment, accountability, and successful outcomes
• Proactively anticipates workforce and organizational needs, translating business strategy into innovative HR solutions that support growth and scalability.
• Leverages HR metrics, reporting, and data insights to inform decisions, identify trends, and recommend targeted, evidence‑based solutions.
• Regularly evaluates and reimagines HR programs, policies, and practices to drive efficiency, effectiveness, and alignment with evolving organizational needs.
• Effectively communicates change initiatives, ensuring clarity, buy‑in, and sustained adoption across diverse employee populations.
• Thrives in a dynamic, fast‑changing work environment; quickly adjusts priorities, adopts new approaches, and supports leaders and employees through organizational, process, and cultural change.
• Proficient computer programs knowledge and experience required (Google, Microsoft Office / HR systems: ADP, Workday, Kronos experience is preferred).
• Exhibits sound judgment in handling highly sensitive and confiden