Human Resources Generalist

The HR Generalist in a manufacturing environment supports the full spectrum of human resources functions while aligning with operational needs. This role involves handling day-to-day HR responsibilities such as recruitment, employee relations, performance management, compliance, and more—all tailored to the unique challenges of a manufacturing organization.

Key Responsibilities:

1. Recruitment and Onboarding:

• Manage the recruitment process to attract, interview, and hire qualified candidates for manufacturing roles.
• Oversee onboarding processes to ensure new employees acclimate to the organization effectively.
• Partner with hiring managers to understand staffing needs and job profiles.

1. Employee Relations:

• Serve as a resource for manufacturing employees, offering guidance on workplace concerns and conflict resolution.
• Promote positive labor relations and manage communications with unions (if applicable).
• Conduct investigations into employee grievances or workplace issues as needed.

1. Compliance and Policy Management:

• Ensure compliance with federal, state, and local labor laws as well as workplace safety regulations specific to manufacturing.
• Communicate and enforce HR policies, procedures, and best practices within the organization.
• Maintain accurate documentation for audits and compliance checks.

1. Performance Management & Training:

• Oversee performance appraisals, providing employees and supervisors with guidance throughout the process.
• Identify workforce skill gaps and organize upskilling or reskilling programs (Source: xHR SG25-TREND 5).
• Coordinate training on safety protocols, machine operation, or required certifications typical in manufacturing.

1. Compensation & Benefits:

• Work closely with the compensation team to ensure competitive pay for manufacturing roles.
• Facilitate employee benefits enrollment and address questions about compensation packages.

1. Workplace Safety & Regulations:

• Collaborate with safety officers to ensure adherence to OSHA and other regulatory standards.
• Support initiatives to minimize workplace accidents and promote a safe manufacturing environment.

1. Data Analysis & HR Systems:

• Use HRIS systems (e.g., Workday, ADP) to manage employment data and create reports on HR metrics (Source: HR SG25-TREND 6).
• Provide insights on workforce efficiency, employee retention, and training effectiveness.

Key Skills and Expertise:

• HR Analytics: Proficiency in using HRIS and data analytics tools to derive workforce insights (Source: [Tab 2] Skills and certifications).
• Compliance Knowledge: Strong understanding of labor laws, union agreements (if applicable), OSHA, and manufacturing-specific regulations.
• Employee Development: Experience in organizing reskilling and upskilling programs to address skill gaps (Source: xHR SG25-TREND 5).
• Problem-Solving Skills: Ability to resolve conflicts, manage grievances, and navigate challenging employee relations scenarios.

Preferred Certifications:

• SHRM Certified Professional (SHRM-CP)
• Professional in Human Resources (PHR)
• Expertise in HRIS tools, including Workday, ADP, or equivalent systems

Industries Commonly Hiring for This Role:

• Manufacturing
• Healthcare Equipment Manufacturing
• Automotive
• Consumer Products