Human Resources Assistant

Aston Carter•Davenport, IA

5d•Onsite

About The Position

The Human Resources Generalist runs the daily functions of the HR department, serving as a key liaison between the recruitment team and plant hiring leaders. This role administers personnel changes, supports employees with benefits and leave questions, conducts new hire onboarding, and helps enforce company policies and practices. The position combines hands-on HR administration, employee relations, and compliance responsibilities in a dynamic manufacturing and office environment, with opportunities for long-term growth and advancement.

Requirements

At least 2 years of experience in a human resources related role.
At least 1 year of front-end recruiting experience, including scheduling interviews, conducting soft interviews, and reviewing resumes.
High school diploma or equivalent education.
Demonstrated experience in human resources administration, including employee relations, onboarding, and HR program support.
Experience supporting employee benefits questions and basic benefits administration.
Ability to handle employee relations matters with professionalism, discretion, and confidentiality.
Strong organizational skills with the ability to manage multiple tasks and priorities in a fast-paced environment.
Effective verbal and written communication skills for interacting with applicants, employees, and supervisors.
Proficiency with computers and the ability to use word processing software and Excel spreadsheets.
Ability to understand and apply HR policies, procedures, and basic employment regulations.
Comfort working both independently and collaboratively with HR leadership and corporate HR partners.
Ability to lift up to 50 pounds as needed in the course of work.

Nice To Haves

Experience working in a manufacturing facility, particularly in an HR capacity.
Background working with or supporting unionized workforces.
Familiarity with safety training, anti-harassment training, and on-the-job training programs.
Experience participating in disciplinary meetings, terminations, and investigations.
Exposure to federal, state, and local employment laws and regulations, with a focus on compliance.
Interest in staying current on HR trends, best practices, and new technologies in human resources and talent management.
Ability to travel occasionally for training sessions or audits.
Desire for a long-term position with potential advancement opportunities as the organization grows and evolves.

Responsibilities

Run the day-to-day operations of the human resources function, ensuring timely and accurate HR support for employees and leaders.
Serve as the primary liaison between the recruitment team and plant hiring managers to coordinate open positions and hiring needs.
Support recruitment activities by scheduling and coordinating interviews, conducting initial or soft screening conversations, and assisting with resume review.
Conduct new hire orientation to ensure a smooth onboarding experience and complete employment eligibility verification.
Administer personnel change paperwork, including changes related to compensation, benefits, and job status.
Support employees with benefit-related questions and provide guidance on available programs and processes.
Initiate and support leave administration, ensuring proper documentation and communication with employees and leaders.
Review, track, and document compliance with mandatory and non-mandatory training, continuing education, and work assessments as directed by HR leadership.
Coordinate and track safety training, anti-harassment training, and role-specific on-the-job training to support a safe and compliant workplace.
Administer employee recognition programs that promote engagement, productivity, and morale.
Perform routine tasks required to administer and execute HR programs including compensation changes, benefits administration, leave management, disciplinary matters, disputes and investigations, performance and talent management, and employee recognition.
Respond to employment-related inquiries from applicants, employees, and supervisors, escalating complex or sensitive matters to HR leadership as appropriate.