Generalist Human Resources

Nestle Operational Services Worldwide SA•Cleveland, OH

26d•$70,000 - $85,000

About The Position

At Nestlé USA, we’re all working towards the same goal – to delight and deliver for our consumers. With a rich portfolio of beloved brands, including DiGiorno, Toll House, and Coffee mate, in 97% of U.S. households, we have a unique opportunity – and responsibility – to be there for every moment in our consumers’ lives. Joining Nestlé means becoming part of an inclusive workplace that inspires innovation, encourages strategic thinking and creativity, and celebrates your achievements. No matter where you work within the organization, you are empowered to challenge the status quo, embrace risk-taking, and pioneer new ideas. Our supportive and collaborative environment encourages bold ambitions and continuous learning so that everyone can grow and thrive. This position is not eligible for Visa Sponsorship. As an HR Generalist, you will serve as a trusted advisor to employees and leaders, helping to create an engaging, inclusive, and high-performing workplace. In this role, you will partner with site leadership to execute key people strategies that support business priorities, employee development, workforce planning, talent acquisition, and organizational effectiveness. You will provide broad Human Resources support across multiple disciplines, including employee and labor relations, talent acquisition, performance management, workforce planning, compliance, and employee development. This position plays a critical role in fostering a positive employee experience while ensuring alignment with company values, employment regulations, and business objectives.

Requirements

Bachelor's degree in Human Resources, Business, Organizational Communication, Industrial Psychology, or a related field preferred, or 4+ years professional experience in lieu of education.
Minimum of 2 years of professional Human Resources experience in a manufacturing, distribution, sales, or direct store delivery environment preferred.
Knowledge of federal and state employment laws, including EEO, ADA, FMLA, Workers' Compensation, and related regulations.
Experience supporting employee relations, recruiting, compensation, benefits, and talent management initiatives preferred.
Strong analytical, communication, and problem-solving skills.
Experience using Microsoft Office Suite and HRIS platforms such as SAP, PeopleSoft, or similar systems.
Ability to manage multiple priorities while maintaining attention to detail and confidentiality.
Ability to travel up to 10%.

Responsibilities

Partner with leaders to support the execution of people strategies that attract, develop, engage, and retain top talent.
Support workforce planning, succession planning, talent development, organizational design, and change management initiatives.
Promote a culture of inclusion, collaboration, accountability, and continuous improvement.
Analyze and interpret people-related data to identify trends and provide actionable recommendations.
Lead and support special projects aligned with business and HR priorities.
Manage full-cycle recruitment for salaried and hourly positions, ensuring alignment with site staffing strategies and business needs.
Partner with hiring managers and Talent Acquisition teams on recruiting strategies, candidate selection, onboarding, and retention efforts.
Support diversity recruitment initiatives and talent pipeline development activities.
Ensure a positive candidate and onboarding experience for new employees.
Support performance management, talent review, and succession planning processes.
Coach and guide managers on goal setting, development planning, performance improvement, and talent development strategies.
Partner with leaders to build organizational capability and strengthen leadership effectiveness.
Utilize talent management tools and systems to support employee growth and business performance.
Build strong relationships with employees and leaders to foster open communication and a positive work environment.
Provide guidance and support on employee relations matters, organizational policies, and workplace concerns.
Conduct investigations, document findings, and recommend appropriate actions when necessary.
Coach leaders on employee relations, conflict resolution, and performance management practices.
Support initiatives that enhance employee engagement, retention, and organizational culture.
Ensure compliance with federal, state, and local employment laws and company policies.
Support Equal Employment Opportunity (EEO), Affirmative Action (AA), OFCCP, and other regulatory requirements.
Participate in audits, investigations, and reporting activities related to employment practices.
Support people-related safety initiatives and contribute to a culture focused on employee well-being.