(S) Sr. HR Generalist

* Bachelor's degree in Human Resources, Business, or related field; HR certification preferred (PHR/SPHR/SHRM‑CP/SHRM‑SCP).


* 3-5 years of progressive HR experience, ideally in a manufacturing or multi‑shift environment.


* Strong knowledge of employment law, HR best practices, and workplace investigations.


* Demonstrated ability to manage multiple priorities, meet deadlines, and operate with independence.


* Excellent communication, documentation, and relationship‑building skills.


* High level of integrity, confidentiality, and professional judgment.

The Senior HR Generalist serves as a trusted partner to leaders and employees, providing advanced support across employee relations, talent management, HR operations, and compliance.

This role requires strong judgment, the ability to manage complex issues independently, and a commitment to delivering consistent, high‑quality HR service in a fast‑paced environment.


* Employee Relations - Lead investigations, coach supervisors, assess risk, and provide sound recommendations that align with policy, law, and organizational standards.


* HR Process Ownership - Manage end‑to‑end processes such as onboarding, attendance, training files, performance documentation, and policy administration with accuracy and consistency.


* Talent & Workforce Support - Support recruiting, internal movement, job bids, and workforce planning; partner with leaders to ensure staffing stability and strong employee experience.


* Communication & Documentation - Draft clear, professional communication; prepare summaries, reports, and case documentation that meet HR and audit standards.


* Compliance & Policy - Ensure adherence to federal/state employment laws, company policies, and site procedures; support audits and corrective actions.


* Coaching & Support to Leaders - Provide guidance on performance management, corrective action, accommodations, and day‑to‑day people leadership.


* Data & Reporting - Maintain accurate HRIS data, generate reports, analyze trends, and recommend actions to improve retention, attendance, and workforce stability.


* Culture & Engagement - Support initiatives that strengthen communication, recognition, and employee involvement.