HR Generalist - Cleveland, OH

North Coast Container•Cleveland, OH

2d•Onsite

About The Position

North Coast Container is hiring an on-site HR Generalist to own the employee experience at its Cleveland, Ohio and Charlotte, North Carolina plants, one union and one non-union. The HR Generalist serves as the day-to-day HR resource for employees and supervisors, partners with supervisors and plant managers, owns recruitment and onboarding for both locations, administers leave and benefits enrollment, and maintains compliant, audit-ready employment records. The role applies the collective bargaining agreement at the union plant and company policy at the non-union plant, keeping the two approaches distinct, and partners with the Director of HR on complex employee relations matters and company-wide initiatives. The position includes employee and labor relations, leave and accommodations administration, benefits support, compliance and records management, full-cycle recruiting, onboarding and training, and engagement and retention initiatives. The role is based on-site in Cleveland with a regular presence at both plants and occasional travel, including to Charlotte and to continuous improvement events.

Requirements

Bachelor's degree in human resources, business, or a related field, or equivalent experience.
HR generalist experience, including employee relations, leave administration, and benefits enrollment.
Full-cycle recruiting experience, ideally in a manufacturing or industrial environment.
Working knowledge of FMLA, ADA, Form I-9, and E-Verify requirements.
Experience delivering onboarding and training programs.
Accurate and thorough documentation and recordkeeping.
Clear communication with supervisors, plant managers, and hourly employees.
Sound judgment and discretion with confidential information.

Nice To Haves

Experience in a unionized environment, including CBA administration and grievance handling.
Manufacturing or industrial experience.
Experience with HRIS platforms such as Paycom.
Familiarity with multi-state leave laws.
Continuous improvement (CI) experience.
PHR, SHRM-CP, or similar certification.

Responsibilities

Serve as the primary HR resource for employees and supervisors on routine workplace concerns, policy interpretation, and non-complex employee matters.
Partner with supervisors and plant managers at both plants.
Conduct fact-finding and document employee relations investigations, providing information to the Director of HR for complex matters.
Review disciplinary actions and attendance records, applying CBA provisions at the union plant and company policy at the non-union plant.
Monitor CBA contractual deadlines and maintain accurate grievance and disciplinary records for the union plant.
Administer leave programs, including FMLA, CFRA, and OFL, and issue legally required notices on time.
Coordinate reasonable accommodation requests with assistance from the Director of HR.
Serve as the primary contact for benefits questions and enrollment, primarily enrolling employees upon hire.
Help administer open enrollment alongside the benefits owner.
Administer Form I-9 and E-Verify processes and meet mandatory deadlines.
Complete assigned quarterly audits and support compliance audits.
Maintain accurate employment records, resolve compliance deficiencies, and handle HRIS administration and reporting as needed.
Own full-cycle recruitment for both plants, from hiring manager intake through offer, including pre-employment screening.
Build sourcing pipelines through job boards, referrals, trade and technical schools, and community partnerships to reduce reliance on third-party recruiters and agencies.
Track and report time-to-fill and agency usage.
Design and deliver onboarding, including orientation and first-day readiness with supervisors.
Conduct and track 30/60/90-day check-ins, performance reviews, and training for new hires.
Own cross-training matrices and ensure supervisors and plant managers keep them current for compliance purposes.
Support the Director of HR in rolling out company-wide training initiatives, including the new performance management program.
Plan, schedule, and execute engagement and retention initiatives, including boot trucks, cookouts, and summer and holiday luncheons.
Conduct stay and exit interviews and process offboarding.