The Human Resources Generalist is an experienced Human Resources professional responsible for independently administering a broad range of HR functions that support employees, supervisors, and business operations. This position partners with leaders to execute Human Resources programs across talent acquisition, employee relations, onboarding, employee engagement, leave administration, compliance, training coordination, HR systems, and employee experience. The Human Resources Generalist exercises independent judgment, promotes a positive workplace culture, ensures compliance with employment laws and company policies, and contributes to continuous improvement across the Human Resources function. Specific Responsibilities and Essential Functions: - Serve as a primary Human Resources point of contact for employees and supervisors by providing guidance on company policies, procedures, benefits, and employment practices. - Conduct regular supervisor check-ins to identify employee concerns, attendance trends, staffing needs, operational issues, and training opportunities; escalate significant issues to HR leadership as appropriate. - Assist supervisors with documentation, attendance management, corrective actions, performance discussions, and routine employee relations matters while promoting consistent application of company policies. - Conduct employee investigations, gather documentation, maintain confidentiality, and provide findings and recommendations to HR leadership. - Manage full-cycle hourly recruiting, including sourcing, job postings, applicant screening, interviewing, candidate communication, offer administration, onboarding, and new hire integration. - Coordinate interview scheduling, hiring logistics, pre-employment activities, and onboarding with hiring managers and candidates. - Conduct Day 7 and Day 30 new hire follow-up meetings and recommend onboarding improvements based on employee feedback. - Maintain recruiting metrics, applicant tracking, candidate pipelines, and recruiting reports. - Coordinate employee recognition programs, including Extra Mile, Ichiban, 110%, Omoiyari, and other appreciation initiatives. - Plan and coordinate employee appreciation events, engagement activities, recognition communications, and event logistics, including participation tracking and post-event feedback. - Conduct stay interviews and summarize employee feedback themes for Human Resources leadership. - Manage the employee Idea Bank program by tracking submissions, coordinating reviews, following up with leaders, and communicating outcomes to employees. - Coordinate new hire orientation, onboarding activities, and required employee training. - Maintain training records within Paycom and other learning systems; monitor required training completion and notify leaders of overdue requirements. - Support administration of Individual Development Plans (IDPs) by tracking participation, training completion, and development activities. - Process personnel action forms, employee status changes, HRIS transactions, referrals, personnel records, and other Human Resources operational processes. - Administer FMLA, ADA accommodations, workers’ compensation, disability, and other leave programs while maintaining accurate documentation, employee communication, and regulatory compliance. - Maintain employee files, HR records, and confidential documentation while ensuring data integrity and compliance with company policies and applicable laws. - Support payroll administration by processing employee changes and ensuring accurate HR data. - Prepare documentation and reports for internal, customer, and external compliance audits, including Sedex and other regulatory or customer requirements. - Maintain HR operational trackers for recruiting, onboarding, training, leave administration, employee engagement, and other Human Resources programs. - Prepare recurring HR reports, dashboards, and key performance indicators for leadership review. - Analyze routine HR data to identify trends related to recruiting, turnover, attendance, onboarding, training, and employee engagement; communicate observations and recommendations to HR leadership. - Recommend and support improvements to Human Resources processes, employee services, and operational efficiency. - Participate in Human Resources projects and continuous improvement initiatives that strengthen the employee experience and support organizational objectives. - Perform other duties and special projects as assigned. Education and Experience: Required - Bachelor’s degree in Human Resources, Business Administration, or a related field preferred. - Three (3) to six (6) years of progressively responsible Human Resources experience. - Demonstrated experience in employee relations, talent acquisition, onboarding, leave administration, HR compliance, and Human Resources operations. - Working knowledge of federal and state employment laws, including FLSA, FMLA, ADA, EEO, HIPAA, and workers’ compensation. - Experience using Human Resources Information Systems (HRIS), preferably Paycom. - Strong organizational, analytical, problem-solving, and customer service skills. - Excellent verbal, written, interpersonal, and presentation skills. - Ability to manage multiple priorities, exercise sound judgment, maintain confidentiality, and work independently with minimal supervision. - Proficiency with Microsoft Office, including Excel, Word, Outlook, and PowerPoint. Preferred - SHRM-CP or PHR certification. - Manufacturing or industrial Human Resources experience. - Experience supporting employee engagement programs, training initiatives, onboarding, and HR reporting. - Experience utilizing HR dashboards or workforce metrics to support operational decision making. Physical Demands: - Prolonged periods of sitting at a desk and working on a computer are required. - Must be able to communicate effectively with employees, leaders, candidates, and external partners in person, by phone, and through electronic communication. - Must be able to access and move throughout office, production, and employee areas as needed to support HR operations and employee engagement activities. Travel Required: - Occasional travel may be required for recruiting events, training, meetings, audits, or other business needs.