Human Resources Generalist

Springs Window Fashions•Hialeah, FL

13d

About The Position

The Human Resources Generalist serves as a strategic HR partner for assigned internal customer groups, providing support across employee relations, recruitment, training and development, performance management, compensation and benefits, associate engagement, and Environmental, Health, and Safety initiatives. Working with leaders and associates, the role communicates and applies HR policies and practices consistently and in alignment with business objectives. The Generalist advises managers on coaching, counseling, corrective action, and talent development while helping foster a positive, compliant, high-performing work environment. The role also supports workforce planning, organizational effectiveness, hiring and onboarding, performance review cycles, compliance, HR reporting and analytics, and continuous improvement of HR processes and services. It collaborates with HR specialists and Centers of Excellence to address employee questions and provide consistent service.

Requirements

Bachelor's degree in Human Resources, Business Administration, Psychology, Industrial Relations, or a related field.
At least 3 years of progressive Human Resources Generalist experience.
Experience supporting employee relations, performance management, talent acquisition, training and development, and HR compliance activities.
Ability to partner with leaders and influence business decisions through effective HR consultation.
Knowledge of employment and labor law.
Knowledge of employee relations and conflict resolution.
Knowledge of talent acquisition and onboarding.
Knowledge of performance management systems.
Knowledge of compensation and benefits administration.
Knowledge of training and organizational development.
Knowledge of HR metrics and workforce analytics.
Knowledge of HRIS and HR technology platforms.
Knowledge of continuous improvement methodologies.

Nice To Haves

Human Resources Generalist experience within a manufacturing or industrial environment.

Responsibilities

Serve as the primary HR contact and advisor for assigned business units and departments.
Partner with managers on workforce planning, organizational effectiveness, and talent management.
Interpret and communicate HR policies, programs, and procedures to leaders and associates.
Promote a positive employee experience and a culture aligned with organizational values and guiding principles.
Build and maintain relationships with leaders and associates through regular communication and visible HR support.
Counsel managers on employee relations matters, including coaching, corrective action, documentation, performance concerns, and terminations.
Guide leaders through progressive discipline while supporting consistency and compliance.
Support conflict resolution and constructive conversations between associates and management.
Advise leadership on employment-related concerns and recommend solutions.
Conduct exit interviews, analyze trends, and recommend ways to improve retention and engagement.
Support recruitment and selection with Talent Acquisition and assist hiring managers with hiring and onboarding.
Facilitate positive candidate and new-hire experiences, promote internal career opportunities, and support workforce development.
Support performance management processes, review cycles, calibration discussions, and Performance Management Review Boards.
Partner with leaders to identify training and development needs and support continuous learning and succession planning.
Provide information and guidance about compensation programs and employee benefit plans, collaborating with HR specialists to resolve inquiries.
Assist with developing, implementing, and improving HR policies, procedures, and employee resource guides.
Support compliance with company policies, labor regulations, and employment practices; maintain confidentiality of sensitive information.
Support audits, investigations, and compliance-related initiatives.
Develop and maintain HR reports, dashboards, and workforce analytics; analyze HR trends and present findings and recommendations to management.
Research and assess the effectiveness of HR programs and policies.
Lead continuous improvement initiatives, identify opportunities to reduce waste and improve efficiency and customer satisfaction, and establish service protocols with HR specialists.
Promote self-service options and HR technology solutions where appropriate.