HR Generalist II

Intelliswift•Kirkland, WA

58d•$30 - $32•Onsite

About The Position

Administers human resources policies and procedures that cover two or more functional areas. Collects and analyzes HR data, and then makes recommendations to management. Processes paperwork for functional area according to established procedures. May prepare internal employee communications regarding compensation, benefits, or company policies. May require a bachelor's degree in a related area and 2-4 years of experience in the field or in a related area. Familiar with standard concepts, practices, and procedures within a particular field. Relies on limited experience and judgment to plan and accomplish goals. Performs a variety of tasks. Works under general supervision; typically reports to a manager. A certain degree of creativity and latitude is required. This team provides both strategic and hands on HR support to the business and is instrumental in restructuring HR functions, processes, and systems to deliver efficiency, effectiveness, and consistency by enhancing manager capabilities while maintaining employee experience. This HRP role will directly support the Production Operations organization. In this role, you will collaborate with senior leaders, HRBPs, and partner teams to innovate, implement, and deploy HR strategies from talent and performance management, compensation, employee relations and other HR functions across the organization you support. This role also has a special focus on leveraging listening mechanisms to proactively monitor and analyze employee sentiment trends, and provide regular sentiment updates and recommended actions to site leadership and HR Business Partners. To thrive, you will need a flexible skill set, including the ability to manage multiple scenarios utilizing HR expertise, consulting skills, and influence. You will also need to connect sentiment trends and other HR data to the bigger picture goals of the operation, while diving deep into the details, collaborating and consulting across teams.

Requirements

3+ years of HR experience
HR experience supporting hourly populations in a fast-paced Operations or Manufacturing environment

Nice To Haves

Master's degree or above
Experience sustaining HR programs during organizational change
Hands-on leadership style with deep business engagement to assess organizational health and anticipate talent needs
Data-driven approach with strong analytics skills to develop meaningful people metrics and implement effective solutions
Intellectual curiosity balanced with creative thinking, pragmatism, and ability to manage multiple priorities while advancing initiatives
Experience interfacing with executive leadership, demonstrating strong organizational and interpersonal skill

Responsibilities

Partner with business leaders and cross-functional PXT teams (HRBPs, Employee Relations, Labor Relations) to align on employee engagement actions and execute site-specific programs.
Partner with GCER/HRBP to define ER/LR strategy for the Florida site.
Collaborate with central teams to improve processes, influence product development, and implement mechanisms to achieve key business goals.
Leverage employee sentiment data and conduct regular Gemba Go See walks to advocate for employee needs, enhance engagement, and develop proactive strategies with leaders.
Provide HR support, including consulting on talent management, performance management, compensation, and employee relations issues. Serve as first point of escalation for employee concerns.
Conduct workplace investigations and support employee queries with discretion and expertise, applying policies and high judgment.
Own and deliver site-specific people projects, including organizational design, workforce planning, business continuity planning, and skills assessment/development.
Set and review culture and talent goals with business leaders, creating and assessing action plans to address opportunities.
Develop and implement PXT programs and policies that streamline the hourly employee experience.
Coach and guide business leaders to enhance their managerial capabilities and decision-making skills.
Evaluate and streamline HR structures, processes, and systems, identifying opportunities for centralization and standardization.
Develop and deliver training programs to upskill HR teams and promote adoption of new processes and systems.
Understand business priorities and translate them into high-impact work, leveraging HR expertise to positively impact business deliverables, efficiency, and profitability.
Lead the design and execution of change management for HR initiatives, ensuring effective communication, stakeholder engagement, and successful adoption of new processes and systems.