Human Resources Generalist (Hybrid)

ReSound•Shakopee, MN

1d•$65,000 - $75,000•Hybrid

About The Position

This critical role is part of an onsite HR team that supports a large Operations division (500+ employees) over two shifts, including teams in Manufacturing, Shipping & Distribution, Order Entry, Engineering, and Training. The Human Resources Generalist will work closely with the Human Resources team, assisting with the day-to-day operations of the Human Resources Department. Activities will focus on onboarding, trainings, engagement & culture initiatives, global HR programs, employee relations, and business partnering. This position has a hybrid schedule with some days on-site and some days working from home. The hybrid schedule is: Monday, Friday Onsite; Tuesday, Wednesday, Thursday Remote.

Requirements

Bachelor's degree in Business Administration, Human Resources, or a related field or equivalent experience.
2 or more years of Human Resources Generalist experience in a fast-paced environment.
Experience working in a light industrial, manufacturing, and/or warehouse environment is highly preferred.
Previous experience using HRIS and/or ATS systems.
Experience attending employee disciplinary meetings, terminations, and investigations.
Working knowledge of employment and employee related state and federal rules and regulations.
Ability to work across all levels of the organization and develop recruiting strategies for positions from front line to executive level.
Proficient computer programs knowledge and experience required (Google, Microsoft Office / HR systems: ADP, Workday, Kronos experience is preferred).
Exhibits sound judgment in handling highly sensitive and confidential information, maintaining professionalism and composure in stressful or emotionally charged situations.

Nice To Haves

Applies out‑of‑the‑box thinking to complex employee relations, talent, and process challenges; develops practical, people‑centered solutions beyond traditional HR approaches.
Effectively communicates with a diverse, multicultural employee and customer population—from executive leadership to front‑line production.
Stays current on external HR trends, labor market dynamics, and best practices to identify emerging opportunities, tools, and approaches that enhance employee experience and business outcomes.
Demonstrates strong business acumen, understanding how HR decisions impact operational performance, cost, risk, and organizational outcomes.
Applies sound judgment and consistency in employee relations matters, balancing employee advocacy with business needs while mitigating legal and organizational risk.
Builds trusted relationships and effectively influences leaders and stakeholders at all levels to drive alignment, accountability, and successful outcomes.
Proactively anticipates workforce and organizational needs, translating business strategy into innovative HR solutions that support growth and scalability.
Leverages HR metrics, reporting, and data insights to inform decisions, identify trends, and recommend targeted, evidence‑based solutions.
Regularly evaluates and reimagines HR programs, policies, and practices to drive efficiency, effectiveness, and alignment with evolving organizational needs.
Effectively communicates change initiatives, ensuring clarity, buy‑in, and sustained adoption across diverse employee populations.
Thrives in a dynamic, fast‑changing work environment; quickly adjusts priorities, adopts new approaches, and supports leaders and employees through organizational, process, and cultural change.

Responsibilities

Serve as the primary on‑site point of contact for day‑to‑day HR support, providing timely, accurate guidance to employees on company policies, procedures, and practices across multiple shifts.
Build and maintain strong, consultative working relationships with department managers and supervisors, serving as a trusted HR partner to support business and people objectives.
Act as a liaison between management and employees, handling inquiries, interpreting and consistently administering policies, and providing guidance on employee relations matters.
Support high‑volume onboarding and offboarding activities, ensuring excellent employee experience, data accuracy, compliance, and coordination across systems and departments.
Partner closely with managers and supervisors on performance management, employee relations, and corrective action, providing coaching and guidance aligned with company policy and employment laws.
Manage, maintain, and regularly update job descriptions, ensuring alignment with operational needs, organizational structure, and compensation practices.
Collaborate with local and regional Talent Attraction / Talent Acquisition teams to support workforce planning execution, including review and approval of new position requests and participation in compensation analysis.
Serve as a system superuser for multiple HR platforms (e.g., ATS, HRIS, timekeeping, compensation, benefits portals), ensuring data integrity, user support, and process efficiency.
Assist with and lead HR projects and initiatives related to process improvement, compliance, employee experience, or organizational change.
Maintain the highest level of confidentiality and discretion in handling sensitive employee and business information.
Support a multi‑shift operation, maintaining visibility and accessibility to employees and leaders across varying schedules as business needs require.
Ensure compliance with employment laws, company policies, and internal controls, escalating risks and issues appropriately.