SR. HR Generalist

Job DescriptionJob DescriptionCompany: TLX Technologies

Location: Pewaukee, WI

Position: Senior HR Generalist

Summary
As the Senior HR Generalist, you will be responsible for independently managing and executing all HR functions. Reporting to the President, this role requires a multifaceted professional who can seamlessly integrate strategic leadership with practical, day-to-day operations across every aspect of HR. From recruiting and employee development to compliance and culture-building, you will be central to shaping and driving the HR framework within our organization.

Essential Duties and Responsibilities
This list of duties and responsibilities is not all inclusive and may be expanded to include other duties and responsibilities as management may deem necessary from time to time.

Policy Development and Compliance:

• Develop and maintain comprehensive personnel policies and procedures that comply with State and Federal regulations and align with corporate values and sustainability efforts.

• Monitor and enforce compliance with these policies among management and employees.

Employee Benefits and Compensation:

• Administer employee benefits programs, ensuring compliance with legal requirements and alignment with company philosophy.
• Regularly review and recommend enhancements to benefits packages to maintain competitiveness and employee satisfaction.
• Manage and evaluate the company’s compensation programs to ensure they are competitive and consistent with compensation philosophy.

Recruitment and Staffing:

• Develop strategies to attract and retain top talent and execute full-cycle recruitment efforts for both non-exempt and exempt level positions.
• Coordinate onboarding activities, including new hire orientation, paperwork completion, and systems setup.

HRIS and Documentation:

• Maintain the HRIS and personnel records, ensuring accuracy and compliance with record-keeping requirements.
• Administer day-to-day HR functions, including employee documentation, file management, and responding to HR inquiries.

Employee Relations:

• Act as the primary point of contact for employee and leadership inquiries, providing guidance and coaching to resolving issues to foster an accountable and respectful work environment.
• Conduct investigations into employee concerns, recommending and implementing appropriate resolutions while ensuring compliance with company policies and employment laws.

Payroll Management:

• Administer the payroll system, ensuring timely and accurate processing of payroll for all employees.
• Stay updated with payroll regulations and implement necessary changes to ensure compliance.

Training and Development:

• Identify training needs and opportunities for employee development to support career growth and skill enhancement.
• Design and implement training programs to address these needs, including onboarding and professional development.

Performance Management:

• Support and guide managers in the performance review process, including setting goals, providing feedback, addressing performance issues, and ensuring follow-through to completion.

Safety:

• Track and document employee participation in safety training programs and maintain comprehensive records of all safety-related activities, incidents, and training to ensure compliance.
• Actively participate as a member of the Safety Committee, contributing to discussions and initiatives aimed at improving workplace safety.

Employee Engagement:

• Plan and manage a variety of events and activities aimed at boosting employee morale and fostering a positive workplace culture.

Strategic HR Initiatives:

• Partner with leadership to develop and implement strategic HR initiatives that support business objectives.
• Provide insights and recommendations based on HR analytics and industry best practices.

QUALIFICATIONS
To perform this job successfully, an individual must be able to perform each essential duty satisfactorily. The requirements listed below represent the knowledge, skills, and abilities required. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions.

Education and Experience:

• Bachelor’s degree in Human Resources, Business Administration, or a related field.
• 5 years of progressive HR experience, preferably in a manufacturing or similar environment.
• Professional HR certification (e.g., SHRM-CP, SHRM-SCP, PHR, SPHR) is preferred.

Competencies:

• Strong knowledge of HR best practices and labor laws.
• Proficiency with HRIS systems and MS Office Suite.
• Excellent organizational and time management skills.
• Ability to handle sensitive and confidential information with discretion.
• Demonstrated ability to lead and influence at all levels of the organization.
• Strong interpersonal skills with the ability to build relationships and work effectively with diverse teams.

Language Skills:

• Excellent communication skills, both verbal and written, including the ability to effectively present information and respond to questions from employees and leadership.
• Ability to develop clear, concise, and comprehensive policies and procedures.

Mathematical Skills:

• Proficiency in calculating figures such as overtime, salaries, benefits costs, and understanding compensation structures.
• Ability to analyze and interpret HR metrics and data.

Reasoning Ability:

• Strong problem-solving skills with the ability to address a variety of HR-related issues and situations.
• Ability to interpret and apply laws, regulations, and company policies to various HR scenarios.

Physical Demands:

• The ability to sit, stand, walk, and occasionally lift and/or move up to 10 pounds.
• Specific vision abilities include close vision, for reading and working with computer screens.

Work Environment:

• Work is performed in an office environment with occasional exposure to manufacturing environment with moderate noise levels.

We Make it Easy

Founded in 1901, MRA is a nonprofit employer association that serves more than 4,000 employers, covering more than one million employees.

As one of the largest employer associations in the nation, MRA helps its member organizations thrive by offering the most comprehensive assortment of HR services, information, education, and resources to help build successful workplaces and a powerful workforce.

We partner with these companies working directly with their HR department and leadership to hire their talent. We are a direct line to the company, not an agency recruiter.

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