Sr. HR Generalist

Description Overview

Scope of the Role

Labor and Union Relations

• Serve as the primary HR contact for union-related matters at the facility. 
• Interpret and administer collective bargaining agreements (CBAs) and ensure consistent application of contractual provisions. 
• Partner with operations leaders to address employee concerns, contract compliance issues, and workplace disputes. 
• Investigate, document, and respond to grievances in accordance with the CBA. 
• Participate in labor-management meetings and maintain productive relationships with union representatives. 
• Assist with preparation and support for collective bargaining negotiations, arbitrations, and other labor-related proceedings. 
• Provide guidance to leaders regarding labor laws, contract interpretation, and employee relations matters. 

Employee Relations and Investigations 

• Conduct timely, thorough, and objective investigations involving employee complaints, misconduct allegations, policy violations, harassment, discrimination, attendance issues, and workplace conflicts. 
• Maintain detailed investigation documentation and recommend appropriate corrective actions. 
• Coach leaders on performance management, disciplinary actions, and employee communications. 
• Support conflict resolution efforts while ensuring fairness, consistency, and compliance with company policies. 
• Promote a positive employee experience through effective communication and responsiveness to employee concerns. 

Human Resources Administration 

• Manage daily HR operations for the site, including employee onboarding, orientation, transfers, promotions, and separations.
• Maintain accurate employee records and HR systems data. 
• Administer attendance tracking, leave of absence processes, and return-to-work programs. 
• Support payroll, benefits administration, and employee life-cycle activities as needed. 
• Ensure compliance with federal, state, local, and company employment policies and regulations. 

Talent Management and Workforce Planning 

• Partner with leaders on recruitment, staffing, and workforce planning initiatives. 
• Support talent development, succession planning, and employee engagement programs. 
• Facilitate training programs related to leadership development, performance management, workplace policies, and compliance. 
• Analyze turnover, absenteeism, and employee relations trends to identify opportunities for improvement. 

Compliance and Risk Management 

• Ensure compliance with labor laws, employment regulations, and company policies. 
• Support audits, reporting requirements, and regulatory inquiries. 
• Maintain knowledge of changing employment and labor legislation. 
• Assist with development and implementation of HR policies, procedures, and best practices. 

Leadership Partnership 

• Act as a trusted advisor to site leaders on employee relations, organizational effectiveness, and workforce issues. 
• Support change management initiatives and organizational projects. 
• Drive consistency in HR practices and decision-making across the facility. 
• Provide HR metrics and insights to support business decisions. 

Experience Required

• Bachelor's degree in Human Resources, Business Administration, Labor Relations, or related field. 
• 5-8+ years of progressive Human Resources experience. 
• Minimum 3 years supporting a unionized manufacturing or distribution environment.
• Experience conducting workplace investigations and managing complex employee relations issues. 
• Knowledge of labor law, collective bargaining agreements, grievance processes, and employment regulations. 
• Strong interpersonal, communication, conflict resolution, and problem-solving skills. 
• Proficiency with HRIS systems and Microsoft Office applications.