Human Resources Generalist

Job Summary

Partners with the Manager, People Strategy and Operations and Senior People Partners to coach, train and advise managers and employees on Human Resources issues, policies, and procedures. Builds relationships with managers, supporting them with leading their teams and identifying opportunities for growth. Promotes exceptional employee performance, creates an environment of trust and teamwork, facilitates fairness and equal opportunity to develop employee potential through excellent human resources practices. Supports the HR needs of the management team, providing employee training, maintaining current employee records, attendance tracking, leave of absences, hourly employee evaluations and other related HR functions. Strives to provide a signature employee experience. Treats everyone like internal clients.

Essential Duties & Responsibilities

THINKS Customer First - Market Knowledge / Customer Needs Identification / Relationships

• Always seeks to understand the internal client’s perspective and asks clarifying questions to confirm needs
• Establishes credibility with the client with high quality work and responds in a respectful and timely manner

LEVERAGES Communication - Written and Verbal / Teamwork/ Inter-personal skills

• Establishes credibility by delivering written/verbal communications that are clear, concise and appropriate
• Collaborates with others to accomplish tasks and seeks feedback for opportunities for self-development
• Respectfully listens to stakeholders and quickly understands how information influences others in the organization

DRIVES Innovation - Creativity & Improvement / Risk-taking / Analytical Thinking

• Seeks opportunities for continuous improvement; adapts to new information and changing conditions quickly
• Initiates creative and bold approaches to solve new problems and knows when to escalate
• Plans and prioritizes well and knows when to ask questions without making assumptions

EMBRACES Change - Dealing with ambiguity/ Adaptive resilience/ Sense of urgency

• Navigates well under stress and maintains composure when faced with an ambiguous situation
• Accepts change as a regular part of work, plans for change and helps others embrace change

Shows initiative in delivering high quality work ahead of time with high appreciation for urgency

1. Supports the campus and/or facility in the administration of all Human Resources policies and procedures.

2. Serves as a resource and advisor for topics such as employee performance, reward and recognition, progressive disciple, diversity in the workplace and all compliance issues. Provides educational and teachable moments.

3. Build relationships with managers, supporting them with leading their teams and identifying opportunities for growth.

4. Acts as connectors between all business units, by mapping out dependencies and creating partnerships in line with our company values.

5. Strengthens employee relationships across the company, which in turn supports management in achieving their strategic goals.

6. Drives policy review and education while balancing operational and employee needs. Seeks opportunities to improve and update Human Resources policies, communication tools and practices.

7. Represents in regulatory hearings and responses to regulatory agencies such as unemployment hearings

8. Maintains in-depth knowledge of legal requirements related to day-to-day management of employees, reducing legal risks and ensuring regulatory compliance. Partner with legal counsel as needed/required.

9. Assists with the preparation of reports and the analysis of statistical data for metrics and regulatory purposes and trending benchmarking to identify areas of training or growth opportunity.

10. Coordinates development of appropriate training programs with the Manager, People Strategy and Operations.

11. Responsible for Attendance Tracking – evaluates absence points in HRIS. Communicates with supervisors to verify and/or correct as needed. Provide attendance report for posting weekly.

12. Responsible for distributing Employee Evaluations (all hourly) – sends hourly evaluations to all supervisors of hourly employees (direct and indirect).

13. Maintains and updates all hourly employee files – addresses changes, job changes, pay increases, disciplinary action notices, etc.

14. Assists all plant supervisors with communication notices or attendance issues; ensures communication notices are issued per policy.

15. Assists employees with issues, questions, and complaints – i.e., hours, vacation, attendance hours, etc.

16. Coordinates service award program, fields employee complaints, and assists in complaint resolution.

17. Supports the People department with company and plant events, employee meetings, and other projects as needed.

18. Manages food services and other employee services as needed.

19. Participates in Employee Orientation, Development and Training, administrative staff meetings; attends other seminars, as needed.

20. Suggests new procedures and policies to continually improve efficiency of the People Department and organization to improve the employee experience.

21. Coaches Supervisors and Managers to ensure they are knowledgeable about employment laws to successfully apply legal guidelines in the workplace.

22. Administers programs to help Supervisors and Managers recognize and thank employees for their contributions.

Competencies

• Manufacturing Safety
• Standard Method of Work
• College Degree or Equivalent Experience
• MS Office/ERP