HR Generalist - Manufacturing

Milwaukee Tool•West Bend, MT

1d•Onsite

About The Position

Under the direction of the Talent Business Partner, the Talent Advisor serves as a trusted partner to Operations teams, helping forecast, identify, build, and implement proactive talent solutions aligned with business goals. The role works closely with leaders to execute Talent strategies, maintain organizational accuracy and data integrity, support employee relations matters, drive employee experience initiatives, and lead cross-functional Talent projects. It applies business acumen, analytical capabilities, and relationship-building skills to support organizational effectiveness, workforce planning, change management, and employee engagement. The position is fully onsite and provides in-person support and partnership. It may require travel to Wisconsin-based manufacturing, distribution, and office locations, up to 10% of the time. The role also involves frequent presence in a manufacturing-floor environment.

Requirements

At least 1 year of progressive business experience.
Bachelor's degree in Human Resources, Business, Organizational Development, or a related field, or an equivalent combination of education and experience.
Ability to manage multiple priorities in a fast-paced, changing environment.
Strong analytical and problem-solving skills, including the ability to interpret data and provide actionable recommendations.
Ability to maintain confidentiality and exercise good judgment and diplomacy.
Continuous improvement mindset with a strong sense of ownership and urgency.
Comfort working frequently in a manufacturing-floor environment.

Nice To Haves

Previous HR Generalist experience is preferred.
Experience with Workday HRIS.

Responsibilities

Partner with leaders to understand business objectives and deliver Talent solutions that support operational goals.
Support organizational design and workforce planning initiatives aligned with business priorities.
Influence and support leaders through organizational change, talent decisions, and team development.
Use workforce analytics and talent insights to identify trends, risks, and opportunities and provide recommendations to leadership.
Collaborate with Talent Centers of Excellence and business leaders to develop and execute talent plans that build bench strength and support organizational growth.
Support Operations-wide Talent initiatives and projects across functions, teams, and locations.
Advise leaders and employees on employee relations matters and workplace concerns.
Support investigations by gathering facts, documenting findings, and partnering with Talent leadership on appropriate resolutions.
Foster positive employee relations and an open, responsive environment for employees to raise concerns.
Provide guidance on company policies, procedures, and employment practices; support compliance initiatives and maintain working knowledge of applicable labor laws, regulations, and company policies.
Maintain accurate employee records, job profiles, department assignments, cost centers, reporting structures, and other organizational data.
Audit workforce data, resolve discrepancies with Talent Operations, and maintain accurate organizational records.
Generate, maintain, and deliver recurring and ad hoc workforce reports, including headcount, turnover, internal mobility, and organizational health metrics.
Identify opportunities to improve Talent processes through data analysis, continuous improvement, and process optimization.
Execute organizational changes in Workday, including promotions, transfers, restructures, position management activities, and other employee data transactions.
Maintain organizational structures, reporting relationships, workforce data, and job descriptions as business needs evolve.
Support implementation and communication of Talent programs, policies, and process improvements.
Support Culture in Action initiatives and employee engagement efforts across assigned locations.
Support employee listening activities, including engagement surveys, stay interviews, skip-level meetings, and exit interviews, and partner with leaders on action plans based on feedback.
Partner with leaders to identify, implement, and track actions that improve employee engagement and retention.
Support employee lifecycle processes from onboarding through offboarding.
Coordinate and execute employee engagement, recognition, and culture-building activities across supported locations.
Foster an inclusive, positive, and high-performing work environment.
Provide program support for the annual performance review process, annual merit cycle, strategic talent review, internal mobility, and succession planning.
Perform other duties as assigned.