Senior HR Generalist (3343)

OVERVIEW

This role is responsible for developing, implementing, and continuously improving human resource programs, policies, and practices that support the organization's operational goals, workforce development, and long-term growth strategy.

The Senior HR Generalist will lead all core HR functions, including talent acquisition, employee relations, benefits administration, compliance, performance management, training and development, workers' compensation, and organizational effectiveness. Beyond managing day-to-day HR operations, this position will play a critical role in strengthening company culture, supporting leadership development, driving employee engagement, and helping align people strategies with business objectives.

This role requires a hands-on leader who can build trust at all levels of the organization while serving as a trusted advisor to the CEO and leadership team. The ideal candidate will bring strong business acumen, a proactive approach to problem solving, and a passion for creating a culture of accountability, engagement, continuous improvement, and operational excellence.

ESSENTIAL DUTIES & RESPONSIBILITIES include the following. Other duties may be assigned.

Human Resources Operations

• Administer employee benefits programs, including annual enrollment and employee education.
• Manage employee onboarding, orientation, and offboarding processes.
• Oversee employee personnel files and HR recordkeeping.
• Manage FMLA, ADA accommodations, leave administration, and unemployment claims.
• Oversee Workers' Compensation claims and return-to-work programs.
• Provide guidance to employees regarding HR policies, benefits, and employment matters.

Compliance & Risk Management

• Ensure compliance with federal, state, and local employment laws.
• Conduct audits of personnel files, driver qualification files, and HR documentation.
• Maintain employee handbook and HR policies.
• Monitor regulatory changes and implement updates as necessary.
• Lead HR compliance training initiatives.

Culture & Employee Engagement

• Champion company culture, mission, vision, and core values.
• Develop employee engagement initiatives and recognition programs.
• Conduct employee feedback surveys and recommend improvement actions.
• Support communication efforts that improve employee understanding and alignment with company objectives.
• Lead community involvement, charitable activities, and employee appreciation events.

Talent Acquisition & Workforce Development

• Lead full-cycle recruiting for hourly, salaried, and leadership positions.
• Develop recruiting partnerships with schools, technical colleges, and workforce organizations.
• Create and improve onboarding programs.
• Coordinate employee training and development initiatives.
• Assist leadership with succession planning and workforce development.

Employee Relations & Performance Management

• Serve as a trusted advisor to managers regarding employee relations matters.
• Conduct workplace investigations and recommend appropriate corrective actions.
• Coach supervisors and managers on performance management and accountability.
• Support disciplinary action, performance improvement plans, and employee communications.
• Assist in developing a culture of accountability, engagement, and respect.

Strategic Human Resources

• Partner with the CEO and leadership team on workforce strategy and organizational planning.
• Participate in strategic planning initiatives and support execution of company goals.
• Assist in workforce forecasting, organizational design, and succession planning.
• Develop HR metrics and reporting to support decision making.
• Support change management initiatives and organizational transitions.