HR Generalist

Westmoreland•Craig, CO

3d•Hybrid

About The Position

Under general supervision, the HR Generalist performs a broad range of human resources functions and works closely with HR leadership to support designated functional areas across the organization. Responsibilities include recruitment, performance and talent management, training and development, employee relations, and regulatory compliance. This role requires strong interpersonal and leadership skills, with the ability to interact effectively with employees at all levels of the organization and influence positive, appropriate outcomes. The HR Generalist must demonstrate sound judgment and sensitivity to organizational priorities, employee engagement, and overall business needs.

Requirements

Bachelor’s degree from an accredited college or university in Human Resources or, or related field.
Minimum five (5) years of related work experience.
Any equivalent combination of training, education, and experience that provides the required skills, knowledge and abilities.
Must possess a valid driver’s license through the duration of employment.
Must meet all insurability requirements as specified by Westmoreland’s policies or Driver’s insurance provider.
Strong relationship‑building and collaboration skills.
Clear and professional communication skills.
Effective time management and prioritization abilities.
Ability to coach, influence, and guide others.
High degree of confidentiality and professional discretion.
Strong business acumen and organizational awareness.

Nice To Haves

HR certification preferred but not required.

Responsibilities

Lead recruitment and onboarding activities, partnering with hiring managers to ensure compliant, effective, and well-informed hiring decisions.
Respond to, investigate, and resolve employee relations matters, including employee concerns, complaints, harassment allegations, and civil rights issues, in a timely and professional manner.
Advise and coach managers on a wide range of human resources topics, including performance management, goal setting, corrective action, and employee discipline.
Conduct exit interviews and coordinate offboarding processes to ensure positive employee experience and capture actionable feedback.
Collaborate with the HR team to develop, document, and refine processes and procedures to improve efficiency and maintain compliance with applicable regulatory requirements.
Assess organizational and departmental training needs; develop and deliver training programs or coordinate with external vendors to facilitate effective learning solutions.
Research industry trends, labor market data, and HR best practices; analyze findings and contribute to the development of programs that support organizational objectives, enhance employee engagement and satisfaction, and reduce turnover.
Manage HR-related documentation, including the creation, distribution, and secure retention of records in accordance with company standards and legal requirements.
Ensure ongoing compliance with federal, state, and local employment laws and regulations, as well as internal policies, practices, and guidelines.
Ensure accurate and timely entry, review, and submission of hourly employee time records to support on‑schedule payroll processing.
Conduct 30‑day new hire check‑ins to assess onboarding effectiveness, confirm employees have the tools and training needed to perform their roles, address concerns, and support early engagement and retention.