Senior HR Generalist

Position Summary

This position is responsible for core human resources activities for the Minnesota OEM business. In accordance with internal procedures and employment law, responsibilities include but are not limited to policy administration, recruitment, training, compensation, leave management, employee relations, talent development, employee onboarding and employee offboarding. Interfacing with various levels of employees, this role will assist and support the Senior HR Manager in all facets of HR.

Principal Responsibilities

•    Network with key contacts outside own area of expertise. 
•    Frequently advises others on complex matters to identify opportunities for improvement in HR programs/processes, employee morale and overall organizational health
•    Exhibits advanced wide-ranging experience, using indepth professional HR knowledge, acumen, concepts and company objectives to develop, resolve complex models and procedures and provide coaching to site management regarding personnel, leadership, performance management and developmental activities and assist employees with questions, concerns, and guidance in the full range of HR policies, benefits, etc. 
•    Support Senior HR Manager with employee development and succession planning. Participate in career pathing, competency identification, training and development, and promotional criteria/evaluations. Participate in Key Talent Development and Total Compensation cycles
•    Employee experience: Own culture initiatives within the BU. Promote the Employee Experience Survey and partner with each function to identify areas of opportunites and strengths for issue resolution, employee lifecycle and goal management. Support the employee experience in onboarding and offboarding, and everything in between.
•    Maintain accurate employee status and organizational updates; including new hires, terminations, transfers, promotions, salary adjustments, org chart updates, etc. to maintain data integrity within the HRIS and keep personnel files current.
•    Recruitment: partner with hiring managers and talent acquisition. Following FLSA guidelines, OFCCP requirements, pay transparency laws, etc. ensure that job codes and salaries aim toward attacting top talent by offering competitive compensation plans within the company budget and without creating pay disparity. Implement new hire orientation, and retention and recognition programs. 
•    Oversee the leave management process as a liaison with LOA Coordinator, employees, managers and 3rd party vendor.
•    Oversee workers compensation claims and administration.
•    Provides solutions to issues in creative and effective ways, working closely with the Senior HR Manager through legally defensible investigations with valid conclusions and corrective actions. Understands the interrelationships of different disciplines and treats employee complaints and concerns seriously, investigates as appropriate to reach the fairest possible outcome.
•    Directs the application of existing principles and guides development of new policies and ideas, while staying up-to-date with HR trends, employment law updates, and compliance requirements.
•    Leads and/or participate in HR team or business initiatives and special projects as appropriate.
 

Education / Experience Requirements

•    Bachelor's degree, preferably in a business and/or human resources concentration 
•    A minimum of 5 years of related experience 
•    Previous experience in a manufacturing or non-exempt working environment is strongly preferred
•    Previous recruitment experience 
•    Experience with time management or HRIS systems 
•    Thorough knowledge of employment-related laws and human resources compliance
 

Specialized Skills / Other Requirements

•    Excellent verbal and written communication skills
•    Excellent interpersonal, negotiation, and conflict-resolution skills
•    Excellent organizational skills with high attention to detail
•    Excellent time management skills with the ability to successfully prioritize and shift focus to respond to business needs and meet deadlines
•    Knowledge of HR functions with the ability to quickly learn the organization’s HRIS and talent management systems and best practices
•    Ability to act with integrity and maintain the highest level of confidentiality and professionalism in all circumstances
•    Proficient computer skills, including Microsoft Office and HRIS tools
•    Strong business process and customer (business and employees) focus
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