Human Resources Generalist

Shearer's Foods•Massillon, OH

25d

About The Position

The Human Resources Generalist provides comprehensive HR support to corporate functions and geographically dispersed remote team members. The role serves as a visible, polished, and trusted point of contact for employees and leaders, providing responsive guidance throughout the employee lifecycle and supporting consistent application of company policies, HR programs, and employment practices. The HR Generalist builds relationships in virtual and corporate office environments, partners with managers on employee and organizational needs, and coordinates with Human Resources, Payroll, Benefits, Talent Acquisition, and other internal teams. The position requires professional presence, sound judgment, discretion, clear communication, strong follow-through, and the ability to manage priorities independently. The role is based out of Ohio or Texas and requires up to 70% travel.

Requirements

Minimum of 2 years of progressive Human Resources experience.
Experience providing employee relations guidance and supporting workplace investigations.
Experience with employee lifecycle administration, onboarding, performance management, and HR systems.
Working knowledge of employment laws, HR compliance practices, and confidential recordkeeping.
Ability to travel up to 70% between offices.
Ability to manage multiple priorities independently while maintaining accuracy and timely follow-through.
Clear, confident communication and sound judgment, discretion, and professionalism when handling sensitive matters.

Nice To Haves

Bachelor’s degree in Human Resources, Business Administration, Organizational Development, or a related field preferred.
Experience supporting corporate, professional, multi-location, or remote employee populations preferred.
Experience supporting employees across multiple states or jurisdictions is a plus.

Responsibilities

Serve as the primary HR contact for assigned corporate functions and remote team members.
Provide guidance on HR policies, programs, benefits, procedures, and employee resources.
Build relationships with leaders and employees through accessible communication and consistent follow-through.
Partner with HR leadership and Centers of Excellence to deliver a consistent employee experience across locations and work arrangements.
Handle sensitive employee matters discreetly and escalate issues as appropriate.
Advise managers on performance expectations, coaching, corrective action, conflict resolution, and employee communication.
Conduct or support workplace investigations, prepare documentation, and escalate complex matters to HR leadership or Employee Relations.
Promote fair and consistent application of policies and practices; identify employee relations trends and recommend practical solutions.
Coordinate onboarding, promotions, transfers, leaves, accommodations, and separations.
Ensure HR transactions and employee records are accurate, complete, timely, and maintained according to company requirements and retention standards.
Partner with Payroll and Benefits to resolve employee questions and support accurate data and documentation.
Guide employees and managers through HR systems and processes.
Partner with Talent Acquisition and hiring managers on recruiting for corporate and remote positions.
Coordinate pre-employment activities, new-hire communications, orientation, and onboarding plans.
Support a professional onboarding experience for employees joining virtually or at a corporate location, including role clarity, early connection, required training, and follow-through.
Support internal mobility and employee transitions.
Support performance management, goal setting, talent reviews, and employee development processes.
Coach managers on delivering clear, timely, and constructive feedback.
Coordinate engagement, recognition, retention, and culture-building activities for corporate and remote populations.
Help leaders turn engagement feedback into practical action plans and support training, development, and enterprise HR initiatives.
Monitor workforce information, including turnover, vacancies, onboarding progress, employee relations activity, and engagement trends.
Prepare reports, identify themes, and provide actionable insights to HR and business leaders.
Support compliance with company policies and applicable federal, state, and local employment requirements, including requirements affecting employees in multiple jurisdictions.
Participate in HR process improvements, audits, communications, and cross-functional projects.
Maintain confidentiality and protect employee information in communications and recordkeeping.
Develop consistent and accessible HR support practices for employees and leaders across locations and time zones.
Use virtual communication tools to conduct meetings, onboarding, coaching, investigations, and employee support conversations.
Help remote employees stay connected to company programs, communications, culture, and resources.
Partner with leaders on remote-work concerns, role expectations, communication gaps, and team connection.
Coordinate with appropriate partners on location-specific employment requirements and remote-work documentation.
Maintain a polished, credible, and service-oriented presence; demonstrate judgment, discretion, empathy, and consistency.
Balance employee advocacy with business needs and organizational risk; communicate appropriately with employees and leaders at all levels.
Collaborate across a matrixed HR organization and with cross-functional partners, proactively identifying issues and recommending practical solutions.