HR Generalist

Buechel Stone Corporation•Town of Chilton, WI

68d•$24 - $26•Onsite

About The Position

The HR Generalist manages full-cycle recruiting and hiring while creating a smooth, engaging onboarding experience for new employees. The role attracts talent, coordinates hiring activities, partners with Leaders, and helps new hires integrate into the organization. It contributes to the employee experience from a candidate’s first interaction through onboarding, the first 90 days, and long-term retention. The position also supports employee engagement and well-being initiatives, maintains recruiting and employee records, promotes the company’s culture and values, tracks recruiting and retention metrics, and identifies ways to improve recruiting, hiring, and onboarding processes. The role is full-time, Monday through Friday, and based in a professional office setting on-site.

Requirements

Bachelor’s degree in Human Resources, Business Administration, or a related field.
2–5 years of experience in Human Resources, recruiting, or talent acquisition.
Strong understanding of recruiting, hiring, and onboarding practices.
Experience working with ATS and HRIS systems.
Strong technology skills and ability to learn new systems quickly.
Excellent verbal, written, and interpersonal communication skills.
Strong organizational and time-management abilities.
Relationship-building skills.
Attention to detail.
Clear and professional communication.
Strong organization and follow-through.
Adaptability and comfort working in a changing environment.

Nice To Haves

Experience with employer branding or recruitment marketing.
Familiarity with employment laws and HR compliance requirements.
Experience managing multiple open positions and competing priorities simultaneously.
Strong problem-solving abilities.

Responsibilities

Manage the full-cycle recruitment process, including job postings, sourcing, screening, interviewing, selection, and offers.
Partner with Leaders to understand staffing needs and role expectations before posting positions, including Mission Statements, 30/60/90 plans, and interview preparation.
Build and maintain candidate pipelines through job boards, social media, networking, and other recruiting resources.
Support and collaborate with external staffing and recruiting partners as needed.
Conduct initial candidate screenings and coordinate interviews.
Arrange candidate travel, including flights, hotels, and rental cars, when needed.
Partner with Leaders throughout candidate evaluation, interviewing, and final selection.
Prepare offer letters, agreements, and new hire documentation.
Provide candidates with a positive, timely, and professional experience throughout recruitment and hiring.
Track and report recruitment metrics and hiring activity.
Create, coordinate, and execute onboarding processes that help new employees feel welcomed, informed, and prepared for success.
Partner with Leaders to develop onboarding plans and training schedules.
Arrange new hire travel for onboarding and training, including flights, hotels, and rental cars, when needed.
Serve as the primary point of contact for new hires between offer acceptance and their first day, maintaining positive and informative communication.
Facilitate new hire orientation and company introductions.
Ensure onboarding paperwork and compliance requirements are completed accurately and on time.
Improve the candidate and employee experience from first contact through onboarding and long-term retention.
Drive the Clear Career Navigator process with Leaders to provide a structured, consistent experience throughout an employee’s first 90 days and beyond.
Collaborate with the HR team to develop and implement employee engagement initiatives.
Promote company culture, values, and employee well-being initiatives.
Gather employee feedback to improve processes and identify new hire experience factors that may affect retention.
Track and report employee retention metrics.
Maintain accurate recruiting and employee records in ATS and HRIS systems.
Partner with Leaders to maintain current job descriptions, Mission Statements, and 30/60/90 plans.
Ensure recruiting and onboarding practices comply with applicable labor laws and company policies.
Identify opportunities to improve the efficiency and effectiveness of recruiting, hiring, and onboarding.
Support employer branding and talent acquisition strategies.