The Human Resources Generalist is responsible for the execution of core operational and administrative HR functions that support a multi-location construction equipment dealership. This role influences workforce stability, manager accountability, compliance, and employee performance across branch operations, service, parts, sales, and administrative teams. The HR Generalist ensures HR programs are executed efficiently, consistently, and in alignment with dealership goals. 

Core Responsibilities

Talent Acquisition & Onboarding

• Partner with internal Recruiter and managers to recruit, interview, and hire qualified employees across branch operations, service, parts, sales, and administration. 
• Manage full-cycle recruiting for assigned roles, including posting, screening, interviewing, offer preparation, and onboarding. 
• Develop recruiting pipelines for hard-to-fill roles, especially diesel technicians and parts personnel. 
• Ensure consistent onboarding and orientation processes across locations. 
• Track recruiting and onboarding metrics; recommend process improvements. 

Employee Relations

• Serve as first point of contact for employee relations matters. 
• Conduct investigations related to policy violations, workplace concerns, attendance, conduct, and conflict. 
• Provide managers with coaching and guidance on employee issues, documentation, and corrective action. 
• Support conflict resolution while balancing employee advocacy and business needs. 
• Escalate high-risk issues appropriately. 

Performance Management

• Support performance review process and manager accountability. 
• Coach managers on goal setting, documentation, coaching, and corrective action. 
• Assist with performance improvement plans and disciplinary action processes. 
• Monitor consistency and quality of performance management across departments. 

Compliance & HR Administration

• Maintain compliance with federal, state, and local employment laws and regulations. 
• Administer and audit I-9s, personnel files, required postings, and policy acknowledgements. 
• Support leave administration, ADA interactive process coordination, and benefits compliance. 
• Coordinate workers’ compensation reporting, claim tracking, and return-to-work follow-up. 
• Maintain accurate HRIS records and reporting. 

Benefits & Employee Support

• Support benefits enrollment, employee questions, and annual open enrollment. 
• Respond to employee questions regarding pay, benefits, policy, leave, and employment matters. 
• Process and manage payroll to ensure employee changes are processed accurately 
• Assist with employee communications and policy rollouts. 

HR Reporting & Process Improvement

• Track and report key HR metrics including turnover, time-to-fill, retention, absenteeism, and employee relations trends. 
• Identify root causes and recommend practical solutions to improve workforce outcomes. 
• Standardize and improve HR processes across branches. 
• Support HR projects tied to growth, retention, compliance, and workforce planning. 

Required Qualifications

• Bachelor’s degree in Human Resources, Business Administration, or related field preferred 
• 3–5+ years of progressive HR experience in a generalist or broad HR role 
• Experience supporting multi-site operations, field employees, or branch environments preferred 
• Experience in construction, equipment dealership, industrial, manufacturing, logistics, or skilled trades environments strongly preferred 
• Working knowledge of employment law, employee relations, performance management, and compliance 
• Experience supporting workers’ compensation, leave administration, and investigations 
• Proficiency in HRIS, ATS, Microsoft Office, and HR reporting tools. Paylocity Experience is a plus.  
• Valid driver’s license and ability to travel to branch locations as needed 

Preferred Qualifications

• SHRM-CP, PHR, or equivalent HR certification 
• Experience supporting hourly workforce populations 
• Experience in technician recruiting or skilled labor workforce planning 
• Multi-state HR compliance experience 
• Familiarity with DOT, CDL, OSHA, and safety-sensitive workforce environments 

Critical Competencies

• Employee Relations Judgment 
• Investigative Capability 
• Execution & Follow-Through 
• Manager Coaching 
• Compliance Discipline 
• Conflict Resolution 
• Communication & Influence 
• Confidentiality & Professional Judgment