HR Generalist

Sartori Cheese Brand•Crescent City, CA

7d•$54,400 - $68,000•Hybrid

About The Position

The Human Resources Generalist serves as a trusted advisor to the facility leaders and team members. This individual is instrumental in promoting the company’s culture and values through their actions and communication. By fostering a culture of trust, the HR Generalist collaborates with leaders and the HR team to plan, support, and implement HR initiatives aimed at selecting, engaging, and retaining talent. ESSENTIAL DUTIES AND RESPONSIBILITIES include the following. Other duties may be assigned.

Requirements

Bachelor’s degree in human resources or a related field is required. Must be willing to attain degree if one is not yet earned.
Minimum of 3 years of HR Generalist experience is required.
Alignment with Company Values: Demonstrates behaviors and values that reflect the company’s culture. Sartori’s core values are family, commitment, authenticity, ingenuity, integrity, and humility.
Builds trusting relationships – builds and maintains trusting relationships and alliances both inside and outside the organization.
Manages ambiguity – effectively operates in situations that are unclear, complex, or lacking complete information; is comfortable with uncertainty and making decisions with incomplete information; capable of leading self and others through uncertain and changing environments.
Communicates effectively – demonstrates excellent verbal and written communication skills with the ability to articulate thoughts and express ideas to any audience and actively listen to understand.
Decision quality – makes sound and timely decisions, using a mixture of analysis of information, experience, and judgement; weighs risks and benefits.
Problem Solving – Considers key business factors, leverages data, and evaluates stakeholders’ needs to develop and drive solutions addressing complex problems.
Accountability – holds self-accountable to meet commitments.
Coaching – works to improve and reinforce performance of others; facilitates development by providing clear, behaviorally specific feedback while building confidence and maintaining self-esteem.
Collaborative – partners with team members, leaders, and HR to realize better results and make a positive impact on the facility; engages stakeholders to gather diverse perspectives and foster shared understanding.
Learning agility & intellectual curiosity - Ability to quickly adapt to new challenges, acquire new skills, and apply knowledge in evolving environments. Proactively seeks opportunities to expand expertise, explore innovative solutions, and stay informed of industry trends and best practices.
Resilience – remains composed and effective under pressure, maintaining focus and productivity in evolving environments; recovers quickly from setbacks and persists in the face of challenges.

Nice To Haves

Experience in a manufacturing or production setting is preferred.
Bilingual in English/Spanish is preferred.
Human Resources Certification is desired (e.g., PHR, SPHR, SHRM-CP, SHRM-SCP)
SHRM California Law HR Specialty or PHRca credential preferred, or willing to obtain California-specific credentials within 12 months of hire.

Responsibilities

Consultation : Provides coaching and guidance on HR related matters, including Team Member relations and conflict management issues, performance management, and policies and procedures. Leads and/or supports team member investigations including collaborating on final resolution. Serves as a member of the core leadership team at the facility.
Performance Management : Demonstrates strong knowledge of the roles and responsibilities at the assigned facilities. Guides and supports leaders with job description updates. Oversees and supports the execution of 45-day, 90-day and annual performance reviews at the assigned facilities through communication, reporting, and coaching leaders to ensure the process is effectively driving Team Member performance and engagement. Oversees the termination process and coordinate/conduct exit interviews.
Talent Acquisition : Partners with the Talent Acquisition Center of Excellence and hiring leaders to align talent acquisition efforts with business objectives. Actively participates in recruitment strategy discussions, candidate interviews, and selection processes as needed.
Talent Development : Collaborates with the Organizational Development Center of Excellence on the training and development needs identified at the facility. Supports Organizational Development initiatives by reinforcing learning on-the-job and supporting training on topics such as performance management. Supports the orientation and onboarding programs as needed.
Total Rewards : Engages with the Total Rewards Center of Excellence to develop and execute communication strategies to ensure Team Members understand the design and value of the total rewards package. Conducts training and information sessions as needed.
Wellness : Supports and participates in the Wellness and Activities Committee, which may include organizing team member wellness offerings and activities, communications, and serving as the point of contact for wellness initiatives.
Change Management : Supports change management and communication planning for HR programs and policies, as well as other organizational initiatives impacting Team Members (e.g., organizational design, leadership, reporting structures).
Project Management : Consults for and/or leads projects to support the business and HR strategy.
Policies & Procedures: Communicates and executes HR policies and procedures. Provide coaching and guidance to gain alignment to expectations. Provides recommendations and support updates to policies and procedures.
Compliance & Risk Mitigation : Identifies, manages, and mitigates risk through knowledge of relevant employment laws, rules, and regulations. Maintains in-depth knowledge of legal requirements related to the day-to-day management of Team Members, reducing legal risk and ensuring regulatory compliance. Participates in processing unemployment claims as needed. Supports the Human Resources Business Partner with supplier, vendor and/or customer audit requests (i.e., labor and human rights information) as needed.
Continuous Improvement : Operates with a continuous improvement mindset, focused on streamlining, standardizing and centralizing processes and policies. Stays abreast of the HR landscape to identify and implement innovative solutions.
HR Recordkeeping & Data : Supports the Human Resources Business Partner by maintaining accurate records in HRIS, managing the HR inquiries, and analyzing data to identify and share insights into trends to support recommendations and decisions connected to Team Member engagement, performance, and retention.