HR Generalist / Recruiter

LED FastStart•Plain Dealing, LA

4d•Onsite

About The Position

The HR Generalist / Recruiter is a dual-function role responsible for supporting both the day-to-day HR operations of Plain Dealing Lumber and the full-cycle recruitment of hourly and salaried talent. This position works closely with the HR Director to ensure the facility runs smoothly from a people operations perspective — from the moment a candidate applies through the duration of their employment. The ideal candidate is organized, people-oriented, and able to shift fluidly between administrative HR tasks and active talent acquisition activity. This role is critical to building and sustaining the workforce that powers Plain Dealing Lumber.

Requirements

Associate’s degree in Human Resources, Business Administration, or a related field required.
Minimum 2–4 years of experience in a generalist or combined HR and recruiting role required.
Experience with ProLiant HRIS or a comparable HRIS/ATS system required.
Highly organized with exceptional attention to detail; able to manage multiple priorities without sacrificing accuracy.
Strong interpersonal skills with the ability to build trusted relationships at all levels of the organization.
Clear and professional verbal and written communication skills.
Proficient in Microsoft Office (Word, Excel, Outlook, Teams); comfortable with HRIS and digital HR tools.
Discreet and professional in handling sensitive employee matters and confidential information.
Self-directed and dependable; able to operate independently while keeping the HR Director informed.
Comfortable in a fast-paced, people-heavy operations environment.

Nice To Haves

Bachelor’s degree in Human Resources or Business preferred.
SHRM-CP, PHR, or equivalent HR certification strongly preferred.
Experience in a manufacturing, industrial, or skilled trades environment strongly preferred.
Experience with high-volume hourly recruiting, I-9 compliance, and benefits administration preferred.
Familiarity with FMLA, ADA, FLSA, Title VII, and Louisiana employment law is a plus.

Responsibilities

Partner with the HR Director and supervisors to identify hiring needs and develop position-specific job postings and recruitment strategies.
Post and manage job openings on ProLiant, Indeed, LinkedIn, ZipRecruiter, and other platforms; monitor posting performance and adjust sourcing strategies.
Source candidates through job boards, employee referrals, community outreach, vocational schools, workforce development agencies, and job fairs.
Review applications, screen resumes, and conduct phone screens to evaluate candidate qualifications, availability, and fit.
Schedule and coordinate in-person interviews with supervisors; prepare interview scorecards and compile post-interview feedback.
Extend verbal conditional offers in coordination with the HR Director; prepare and send offer letters and track acceptances.
Manage all applicant records and disposition activity in ProLiant to ensure compliance with EEO documentation requirements.
Maintain an active candidate pipeline for high-volume and recurring roles including Machine Operators, Forklift Operators, Millwrights, and Electricians.
Represent Plain Dealing Lumber at job fairs, community events, and workforce board partnerships to build the employer brand and talent pipeline.
Coordinate and track all pre-employment requirements including background checks, drug and alcohol screening, and Form I-9 verification.
Prepare new hire onboarding packets, offer letters, and required policy documents; ensure all paperwork is complete and filed before the employee’s first day.
Facilitate new hire orientation sessions including completion of required forms, policy acknowledgements, benefits enrollment, and facility tours.
Communicate start dates, orientation schedules, and first-day details to new hires and their direct supervisors.
Conduct 30-, 60-, and 90-day new hire check-ins and surface concerns to the HR Director.
Serve as a first point of contact for employee questions related to HR policies, payroll, benefits, time off, and general employment matters.
Assist the HR Director in administering and communicating Company policies, procedures, and handbook updates.
Support the investigation and documentation of employee relations matters including attendance issues, conduct violations, and workplace concerns, under the direction of the HR Director.
Assist supervisors with proper documentation of verbal warnings, written warnings, and performance coaching discussions.
Maintain accurate and organized employee personnel files, both physical and electronic.
Process employee changes in ProLiant including new hires, terminations, pay changes, position changes, and status updates.
Assist with preparation and distribution of pay increase letters, disciplinary forms, and other HR correspondence.
Assist employees with benefits enrollment, questions, and open enrollment processes in coordination with the benefits carrier and HR Director.
Track and communicate benefits eligibility dates and ensure timely enrollment of eligible employees.
Coordinate FMLA, LOA, and workers’ compensation administration under the direction of the HR Director, including tracking leave dates, paperwork, and return-to-work coordination.
Maintain accurate leave records and communicate leave status updates to supervisors as appropriate.
Maintain applicant flow logs and hiring documentation in compliance with EEO and applicable Louisiana employment laws.
Ensure all I-9 forms are completed accurately and timely; conduct periodic I-9 audits.
Assist with preparation of compliance reports, EEOC data, headcount summaries, and other HR analytics as requested.
Maintain confidentiality of all employee and applicant information at all times in accordance with Company policy and applicable law.
Support HR audits and regulatory requests as directed by the HR Director.
Assist in scheduling and tracking completion of required employee training programs including safety training, sensitivity training, and policy acknowledgements.
Maintain training records and certificates in personnel files and training logs.
Support the coordination of onboarding safety orientations in partnership with the Safety Coordinator.