Human Resources Generalist

First Supply•West Salem, WI

1d•Onsite

About The Position

Under the overall direction of the Human Resources Business Partner, the Human Resources Generalist plays a key role in supporting the full employee lifecycle, with a strong emphasis on hourly position recruitment, onboarding, training coordination, and employee retention initiatives. This role partners closely with on-site operations leaders to attract, develop, and retain a high-performing hourly workforce while ensuring a positive employee experience.

Requirements

2–5 years of HR experience, with significant experience in hourly recruiting.
Strong recruiting and sourcing skills for hourly populations.
Ability to build relationships with frontline leaders and employees.
Excellent communication and interpersonal skills.
Strong organizational and time-management abilities.
Ability to manage multiple requisitions simultaneously.
Data-driven mindset with ability to analyze turnover and recruiting metrics.
Knowledge of employment law and HR compliance.
Proficiency in HRIS and Applicant Tracking Systems (ATS).

Nice To Haves

Bachelor’s degree in human resources, business administration, or related field preferred.
Experience supporting frontline or operations-based environments (manufacturing, distribution, retail, healthcare, etc.) preferred.

Responsibilities

Manage full-cycle recruitment for hourly positions (sourcing, screening, interviewing, offer process).
Partner with hiring managers to understand workforce needs and hiring timelines for hourly positions.
Ensure a positive candidate experience throughout the hiring and onboarding process.
Lead and coordinate new hire onboarding for hourly employees at designated location/s.
Ensure all required documentation and compliance requirements are completed timely and accurately.
Partner with managers to implement structured onboarding plans for new hires.
Coordinate and track mandatory training programs.
Assist with development of training materials for hourly team as necessary.
Collaborate with leadership on development solutions when training gaps have been identified.
Conduct stay interviews to identify retention risks and engagement opportunities.
Support employee recognition and engagement initiatives.
Act as a resource for employee relations matters, escalating as appropriate.
Provide guidance to managers on HR policies and best practices.
Other duties/responsibilities as assigned.