Human Resources Generalist (Bilingual - Eng/Span) 3+ Years Exp

Description

Job Role: Human Resources Generalist (Bilingual - Eng/Span)

Classification: Regular, Full-Time; Salary, Exempt from Overtime

Department: 1000 – Support Services

Family: Human Resources

Yard: HQ

Schedule: Standard Business Hours (M-F, 8-5); 4:1 Hybrid Opportunity after 90 Day Introductory/Training Period

Reports To: Human Resources Manager

Direct Report(s): None

Travel: Up to 20%

Company Summary: Nutrition 101 LLC – headquartered in Pendleton, IN - is a leader in eco-friendly waste handling and innovative food lifecycle management solutions. We help food processors, manufacturers, and retailers maximize value by turning food byproducts into sustainable resources, from upcycled livestock feed to comprehensive waste management services. For more information about 101, check us out online at www.101.us.

Role Summary: The Human Resources Generalist (Bilingual - Eng/Span) plays a critical role in supporting the full employee lifecycle, with a primary focus on recruiting, onboarding, benefits administration, offboarding, and employee engagement initiatives. This position ensures a consistent, compliant, and positive employee experience across all locations while supporting company growth, retention, and culture initiatives.

This role requires a customer service-first approach to all aspects of HR. Employees, candidates, and leaders are treated as internal and external customers, and every interaction should reflect professionalism, responsiveness, empathy, and accountability.

This position is not eligible for visa sponsorship. Applicants must be legally authorized to work in the United States on a permanent basis without the need for current or future immigration sponsorship.

Key Responsibilities (others may be assigned as business needs dictate):

• Customer service-first approach to all aspects of HR with every interaction reflecting professionalism, responsiveness, empathy, and accountability.
• Manage full-cycle recruiting for all assigned roles (exempt and non-exempt) including: job postings, sourcing, screening, and interview coordination; partnering with hiring managers to define role requirements and expectations and coordinate needs for the role (training, IT, expenses, etc); ensuring completion of DOT Driver-Long Form Applications, conduct DOT compliant screenings, and ensure DQF file compliance before hand-off; administering H2B Immigration/Programs; maintaining recruiting workflows with the HRIS. 
• Own the employer brand as it relates to recruiting and retention. Ensure consistency of messaging across job postings, career pages, hiring communications.
• Track recruiting metrics.
• Identify creative sourcing strategies for hard-to-fill roles (e.g. social media recruiting, local community networking/recruiting, job fairs). Support referral programs, local outreach, and agency strategies as needed.
• Create organizational systems for all recruiting and onboarding activities.
• Coordinate pre-employment processes (background checks, drug screens, reference checks, IT/systems setup, charge card, business card, site access, etc).
• Coordinate and execute onboarding processes, including: offer letters, new hire paperwork, and system setup; I-9 compliance and E-Verify processing; facilitate new hire orientation and ensure a strong first-day experience; partner with hiring managers to ensure proper onboarding plans and training schedules.
• Own the first 90-day employee experience. Conduct 30/60/90-day check-ins, stay interviews, and exit interviews. Monitor new hire progress through the first 90 days and support retention efforts.
• Administer benefits enrollment, changes, and terminations through Employee Navigator. Serve as primary point of contact for employee benefits questions and support.
• Support open enrollment planning, communication, and execution.
• Wellness Ambassador - supporting/actively promoting wellness initiatives and tracking of wellness credits/program participation.
• Manage voluntary and involuntary separation processes, including: offboarding checklists, exit interviews and documentation; final pay coordination and benefits termination; ensure compliance with company policies and applicable state/federal regulations; identify and communicate trends from exit data to support retention strategies.
• Support and coordinate employee engagement initiatives, including: recognition programs; milestone and service awards; company-wide communications and culture campaigns; assist in executing stewardshi