Human Resources Generalist

Linamar Corporation•Fletcher, NC

12d

About The Position

The Human Resources Generalist supports day-to-day HR operations in a manufacturing environment. The role covers recruiting, onboarding, employee relations, performance management, benefits, leave administration, training, and employment compliance. The Generalist supports compliance with applicable federal, state, and local employment laws and escalates complex matters to the Human Resources Manager as appropriate. The position maintains employee records and HR information systems, coordinates with payroll, administers benefits and leave processes, and supports workplace investigations, employee engagement, corrective action, separations, and offboarding. It also requires confidential handling of employee information and support for equal employment opportunity, anti-harassment, and non-retaliation requirements.

Requirements

Degree in Human Resources, Business Administration, or a related field, or an equivalent combination of relevant professional experience, training, and certifications.
1–3 years’ experience in a Human Resources role.
Strong written and verbal communication skills, with the ability to explain HR policies and processes clearly to employees and leaders at all levels.
Strong interpersonal, problem-solving, and conflict-resolution skills; sound judgment and discretion when handling sensitive employee matters.
Working knowledge of U.S. employment requirements relevant to HR operations, including wage and hour rules, protected leave, reasonable accommodations, benefits, and employment eligibility verification; ability to research applicable state and local requirements and recognize when escalation is needed.
Strong organizational skills and attention to detail, with the ability to manage competing priorities, meet deadlines, and adapt to changing operational needs.
Proficiency with Microsoft Word, Excel, PowerPoint, and Outlook, including the ability to organize data and prepare clear HR reports and communications.
Experience using human resources information systems, such as Oracle and ADP, and maintaining accurate employee records.
Commitment to continuous learning and staying current on applicable employment laws, HR practices, and company policies.

Nice To Haves

Bilingual in Spanish is considered an asset but is not required.

Responsibilities

Coordinate recruiting and onboarding, including job postings, candidate communications, interviews, offers, and new-hire orientation.
Complete and maintain Form I-9 employment eligibility verification records and support E-Verify processing where required or used by the facility, following applicable procedures.
Advise managers on employee relations, consistent policy application, and applicable federal, state, and local employment requirements, including wage and hour requirements under the Fair Labor Standards Act (FLSA).
Respond to employee questions about benefits, paid time off (PTO), and leaves of absence.
Coordinate leave administration under the Family and Medical Leave Act (FMLA) and applicable state and local laws, and support reasonable accommodation processes under the Americans with Disabilities Act (ADA) and other applicable laws.
Coordinate short-term disability (STD), long-term disability (LTD), and workers’ compensation claims with employees and carriers; support timely documentation and return-to-work coordination.
Maintain accurate employee data in HR information systems, including Oracle and ADP; process personnel changes, prepare HR reports, and coordinate with payroll to resolve data discrepancies.
Administer benefits enrollments, qualifying life event changes, coverage terminations, and premium reconciliation; coordinate required COBRA notices and continuation coverage with the designated administrator, where applicable.
Coordinate employee engagement, recognition, and communication activities that support retention, collaboration, and a positive employee experience.
Support timely, impartial workplace investigations, document findings, and recommend appropriate next steps in partnership with the HR Manager.
Handle information on a need-to-know basis and support equal employment opportunity, anti-harassment, and non-retaliation requirements.
Partner with managers and the HR Manager on corrective action meetings, employment separations, and exit interviews; maintain accurate documentation and coordinate required offboarding activities.