Position Overview

The HR Generalist supports day-to-day human resources operations for a growing electrical power distribution equipment manufacturer. This role partners with Production, Engineering, Operations, and leadership to coordinate recruiting, onboarding, employee relations, payroll and timekeeping support, benefits administration, training, and HR compliance across multiple locations.

Key Responsibilities

1. Recruiting & Onboarding

• Coordinate job postings, candidate communication, interview scheduling, and recruiting records.
• Prepare offer and pre-employment documentation and track hiring approvals.
• Manage new-hire paperwork, orientation, I-9 completion, and onboarding checklists.
• Coordinate employee setup with Payroll, IT, and department managers.
• Support temporary staffing coordination and temp-to-hire conversions.

1. Employee Relations & HR Support

• Serve as a first point of contact for employee questions on policies, benefits, and HR processes.
• Support employee concerns, documentation, investigations, and corrective action processes under HR Manager guidance.
• Assist supervisors with attendance, performance documentation, and consistent policy application.
• Maintain confidential personnel records and support employee engagement initiatives.
• Communicate effectively with hourly manufacturing staff and salaried office employees.
• Support employee relations matters involving union-represented employees, escalating grievances and contract questions to HR leadership.

1. Payroll, Timekeeping & Benefits

• Review timekeeping exceptions, attendance records, and employee data changes for accuracy.
• Coordinate payroll updates, new hires, terminations, and compensation changes with appropriate approvals.
• Assist employees with benefits enrollment, eligibility questions, and life-event changes.
• Maintain HRIS records and help resolve payroll or benefits discrepancies.
• Support leave administration, workers’ compensation documentation, and return-to-work coordination.
• Assist with union employee onboarding, benefit eligibility, payroll administration, and applicable bargaining-unit recordkeeping.

1. Compliance, Training & Documentation

• Maintain accurate employee files, required notices, and compliance documentation.
• Support compliance with federal and Wisconsin employment laws and applicable company policies.
• Coordinate training assignments, acknowledgments, and completion tracking through the HRIS/LMS.
• Help develop and maintain HR policies, standard work, forms, and employee communications.
• Assist with audit preparation, reporting, and workplace safety documentation.
• Support administration of applicable collective bargaining agreements (CBAs), including documentation, contract requirements, and labor-law compliance under HR leadership direction.

1. Cross-Functional & Site Support

• Partner with Operations and site leaders to address workforce needs and improve HR processes.
• Support HR reporting, recruiting metrics, and process improvement initiatives.
• Assist with HR projects, organizational changes, and employee communications across locations.
• Provide professional, discreet support in a fast-paced manufacturing environment.
• Perform other duties as assigned.

Qualifications

• Bilingual Spanish/English required
• Bachelor’s degree in Human Resources, Business Administration, or related field preferred; equivalent experience considered.
• Typically 3+ years of HR generalist or related human resources experience.
• Experience supporting manufacturing, production, or other hourly workforces preferred.
• Experience supporting union-represented employees or administering collective bargaining agreements preferred.
• Working knowledge of recruiting, onboarding, employee relations, payroll/timekeeping, benefits, and HR compliance.
• Experience with HRIS and applicant tracking systems; Paylocity experience preferred.
• Strong organizational, communication, discretion, and problem-solving skills.
• Ability to travel between company locations as needed; bilingual English/Spanish skills a plus.

Level Expectations

HR Generalist I

• Typically 1–3 years of HR experience, preferably supporting hourly or manufacturing employees.
• Executes routine recruiting, onboarding, employee records, timekeeping, and benefits support with guidance from the HR Manager.
• Responds to standard employee questions using established policies and escalates complex employee relations or compliance matters.
• Maintains accurate HRIS records and follows documented procedures and approval requirements.
• Provides administrative support for union-represented employee records, onboarding, and established contract procedures; refers contract questions to HR leadership.

HR Generalist II

• Typically 3–5 years of progressive HR generalist experience, preferably in a manufacturing environment.
• Independently manages assigned recruiting, onboarding, employee relations, payroll coordination, benefits administration, and compliance activities.
• Advises supervisors on routine policy interpretation and employee issues, escalating sensitive or high-risk matters appropriately.
• Coordinates HR initiatives across locations and identifies opportunities to improve processes, reporting, and employee experience.
• Independently coordinates routine union-related HR administration and supports consistent application of CBA requirements, escalating grievances and interpretation questions.

HR Generalist III

• Typically 5–7+ years of progressive HR generalist experience, including substantial independent responsibility in a manufacturing or multi-site environment.
• Owns complex HR workflows and serves as a senior resource for employee relations, investigations, compliance, and policy implementation in partnership with the HR Manager.
• Leads cross-functional HR projects, process standardization, training initiatives, and HRIS or reporting improvements.
• Provides guidance to less-experienced HR staff and operational leaders while escalating legal, strategic, and high-risk decisions to HR leadership.
• Supports complex labor relations matters, grievance preparation, and contract interpretation in partnership with HR leadership and appropriate advisors.