HR Generalist (Hybrid)

Ardent Mills•Denver, CO

2d•$90,000 - $105,000•Hybrid

About The Position

The HR Generalist provides day-to-day support to team members and managers across a range of HR functions, including employee relations, policy guidance, and workforce planning. This role coordinates core HR processes such as onboarding, offboarding, and internal movements, while maintaining compliance with employment laws and company policies. The generalist partners with business leaders and HR Centers of Excellence to support talent, engagement, and learning initiatives. The role also analyzes HR data, contributes to process improvements, and promotes a culture of inclusion, accountability, and alignment with company values.

Requirements

Bachelor’s degree with 5+ years of HR experience, High School Diploma/GED with 8+ years of HR experience, or equivalent education and experience.
Hands-on experience with employee relations, investigations, labor relations, HR policies, employment law, documentation, and audit support.
Experience using HRIS systems as a core responsibility, including transactions, data accuracy, process execution, and procedure improvement.
Proficiency with Microsoft Office; knowledge of SharePoint page management and HR documentation best practices.
Strong communication, coaching, planning, organization, prioritization, project management, multitasking, confidentiality, stakeholder support, and attention to detail.

Nice To Haves

Experience in manufacturing, labor relations, Workday HRIS, or a large, matrixed organization.
Ability to prioritize and deliver accurate work in a fast-paced, high-volume environment.
Experience supporting multi-site locations and union populations.

Responsibilities

Optimize and administer HR operations across onboarding, offboarding, policy guidance, employee relations support, compliance, reporting, talent programs, and Workday administration, helping ensure consistent and compliant execution across stakeholders.
Knowledgeable resource in documenting, maintaining and recommending improvements to HR standards, policies, and procedures that promote consistency, compliance, efficiency, risk mitigation, and a positive team member experience.
Coordinate HR operations work from intake to resolution, applying established processes to prioritize requests, identify issues, resolve routine matters, and escalate more complex situations as appropriate.
Advise people leaders, and team members on HR programs, policy interpretation, Workday procedures, employment practices, documentation expectations, and risk-informed business solutions.
Administer onboarding compliance requirements, including Form I-9 compliance, immigration tracking, new hire support, HR records, process governance, and timely guidance to leaders and team members; help identify risks and recommend improvements to strengthen compliance and the onboarding experience.
Coordinate offboarding activities, including exit interview vendor management, process execution, data review, trend identification, root cause analysis, and action planning to help improve retention insights, compliance, and the team member experience.
Support employee relations documentation and investigation activities by conducting interviews, gathering and organizing information, maintaining records, tracking follow-up actions, advising on documentation standards, and ensuring consistent, confidential, and compliant handling.
Govern and maintain HR documentation, records, templates, and posting requirements in accordance with employment laws, company policies, audit standards, and operational risk requirements.
Analyze people data, Workday reporting, and workforce trends to identify root causes, evaluate business impacts, influence stakeholder decisions, and recommend thoughtful, practical solutions that improve HR processes, compliance, decision-making, and the team member experience.
Manage Workday workflows, transactions, dashboards, audits, procedures, testing support, and data integrity activities; partner with HRIS to troubleshoot issues, evaluate impacts, strengthen controls, and recommend process or system improvements.
Apply working knowledge of HR policy, employment and labor law awareness, sound judgment, consulting skills, project management, confidentiality, stakeholder influence, and problem-solving capabilities to resolve HR operations needs.