Human Resource Generalist - Talent Acquisition

PCC Talent Acquisition Portal•Garden Grove, CA

17h

About The Position

The HR Generalist – Talent, Systems, and Employee Relations supports the full employee lifecycle with a strong focus on talent acquisition, Workday system management, onboarding effectiveness, employee relations, training and development, affirmative action compliance, and career pathing for hourly production employees. This role partners with leaders and HR stakeholders to ensure a seamless candidate and employee experience while promoting compliance, engagement, and continuous improvement across HR processes. The HR Generalist also maintains a visible presence in the workplace through daily neighborhood walks, ensuring employee questions and concerns are addressed promptly and professionally. Additionally, this role provides reporting and insights to senior leadership as needed.

Requirements

Bachelor’s degree in human resources, Business Administration, or related field; HR certification (e.g., PHR, SHRM-CP) preferred.
3–5 years of progressive HR experience, with demonstrated expertise in recruiting, employee relations, and HR systems.
Proficiency in Workday or similar HRIS platforms; experience with Workday Recruiting and Onboarding modules strongly preferred.
Strong knowledge of employment laws, affirmative action regulations, and HR compliance standards.
Excellent written and verbal communication skills.
Ability to manage multiple priorities in a fast-paced environment.
Results driven
High level of discretion, integrity, and professionalism.
Demonstrated ability to use technology effectively and independently for communication, reporting, and training coordination.
Proficient in the following platforms:
Communication: Clearly conveys information and actively listens to others.
Emotional Intelligence: Demonstrates empathy and professionalism in sensitive situations.
Problem-Solving: Applies sound judgment and a solution-oriented approach to challenges.
Collaboration: Builds trust and works effectively across teams and departments.
Adaptability: Thrives in dynamic environments and adjusts to changing priorities.
Attention to Detail: Maintains accuracy in documentation and compliance-related tasks.
Confidentiality & Integrity: Upholds ethical standards and protects sensitive information.
Influence & Coaching: Guides leaders in adopting best practices and improving team dynamics.

Responsibilities

Talent Acquisition & Recruitment Partner with hiring managers to develop job descriptions and recruitment strategies aligned with workforce needs.
Manage full-cycle recruiting using Workday Recruiting, including sourcing, screening, interviewing, and offer coordination.
Maintain accurate requisition and candidate data in Workday.
Track and report on recruitment metrics to drive continuous improvement.
Support outreach efforts to attract diverse and qualified talent.
Administer Workday Recruiting and Onboarding modules, ensuring data accuracy and workflow efficiency.
Provide training and support to managers and HR team members on Workday functionality.
Troubleshoot system issues and collaborate with IT or Workday support as needed.
Coordinate onboarding activities including orientation, documentation, and system access.
Monitor onboarding effectiveness through feedback and process reviews.
Continuously improve onboarding materials and processes to enhance new hire engagement.
Serve as a point of contact for new hires during their transition into the organization.
Serve as a first point of contact for employee relations concerns, escalating as appropriate.
Conduct or support investigations into workplace issues, including harassment, misconduct, and policy violations.
Document findings and recommend appropriate actions in alignment with company policies and legal requirements.
Promote a respectful and inclusive workplace culture through proactive communication and training.
Conduct daily neighborhood walks to maintain visibility and ensure timely resolution of employee questions and concerns.
Design and deliver training sessions for leaders on effective interviewing techniques, behavioral-based interviewing, and candidate evaluation.
Facilitate compliance-related training (e.g., anti-harassment, workplace conduct, policy awareness).
Collaborate with HR leadership to identify training needs and develop learning plans.
Track participation and effectiveness of training programs and recommend improvements.
Maintain and update the company’s Affirmative Action Plan in compliance with OFCCP regulations.
Partner with external consultants or internal stakeholders to conduct annual AAP reviews and audits.
Monitor hiring practices and workforce data to ensure alignment with AAP goals.
Support outreach and diversity initiatives to enhance compliance and representation.
Oversee the career pathing process for hourly production employees.
Ensure the observational rater process is completed at the 90-day employment mark, annually, and following any role transfer.
Collaborate with operations and training teams to align career development with business needs and employee goals.
Maintain documentation and reporting to support transparency and consistency in career progression.
Prepare and deliver HR reports and insights to senior leadership as requested.
Assist with HR programs such as performance management, benefits administration, and compliance.
Support policy interpretation and ensure consistent application across departments.
Maintain confidentiality and uphold ethical standards in all HR practices.