HR Generalist

Kemps•Minneapolis, MN

11h•Onsite

About The Position

We are seeking an HR Generalist to support the Minneapolis Milk Plant in Minneapolis, MN. This on-site role provides hands-on HR support in a fast-paced manufacturing environment, including high-volume hourly hiring in a union setting. Responsibilities include recruiting and staffing, compensation and benefits administration, training and development, and supporting a positive, inclusive employee experience aligned with company values. The HR Generalist manages personnel transactions, maintains accurate employee records, and partners closely with plant leadership and employees to deliver practical HR guidance and strong customer service. This position reports to the HR Manager.

Requirements

Undergraduate degree in Human Resources, Business Administration, or related discipline (or equivalent combination of education and experience).
2 to 5 years of progressive generalist Human Resources experience, manufacturing experience is a plus.
Working knowledge of federal and state employment laws (FMLA, FLSA, ADA, EEO, etc.)
Experience supporting multiple HR functions such as recruitment, onboarding, employee relations, and benefits administration.
Strong interpersonal and communication skills with the ability to influence and partner effectively with all levels of the organization.
Proficiency with HR information systems and Microsoft Office applications.
Ability to manage multiple priorities in a fast-paced, deadline driven environment while maintaining confidentiality.

Nice To Haves

Certification and/or License – Human Resources certifications preferred (e.g., SHRM, HRCI).

Responsibilities

Manage full-cycle recruitment for non-exempt roles, including requisitions, postings, candidate communications, interviews, offers, background checks, onboarding, and requisition closeout.
Partner with hiring managers to source, screen, and select candidates by reviewing resumes, conducting phone screens, supporting interviews, and coaching on competency-based interview practices.
Manage the onboarding process to deliver a positive new-hire experience and ensure employees are set up for both immediate performance and long-term success.
Process payroll for employees. Understand and apply wage and labor laws to payroll. Maintain payroll records and respond to payroll-related inquiries.
Provide employee records administrative support. Process employee status change transactions
Assist in preparing the required EEO/AAP reporting documents. Generate and/or produce scheduled and ad- hoc HR reports.
Support benefits enrollment by communicating plan information, answering employee questions, coordinating wellness initiatives, completing required documentation, and administering FMLA and STD programs.
Work with employees on LOA processes and procedures, manage employee leaves including tracking and return- to-work dates, and communicate leave of absence status to leadership team monthly
Ensure corporate initiatives reach the location, coordinate with the location leadership team, and provide guidance and resources to implement initiatives and activities.
Advise managers and employees on HR policies, programs, and procedures to ensure compliance with employment laws, alignment with company guidelines, and support of organizational culture while protecting the interests of the company and its employees.
Perform learning management system (DairyU) administration including but not limited to managing HRIS data uploads, record keeping, training attendance, course assignments, tracking/completion, running reports for eligibility, and completion and ad hoc reports as needed for management assessments. Maintain proper filing and record keeping of non-electronic training events
Process HR related invoices as appropriate (drug screens, background checks, employment agencies, etc.).
Maintain highest level of confidentiality related to organizational changes and other sensitive information related to HR job responsibilities.
Participate in special projects in the areas of performance management, on-boarding, compensation, and training and development.