Human Resources Generalist

Knobelsdorff Enterprises•Goodhue, MN

20h•$70,000 - $85,000

About The Position

Working at Knobelsdorff Along with building state-of-the-art projects, we build meaningful careers, lasting opportunities, and teams of dedicated individuals who truly own their work. As a leading turnkey specialty contractor specializing in Automation, Electric, Energy, and Power Services, our team tackles challenging, cutting-edge projects that provide opportunities to build new skills, confidence, and gain valuable hands-on experience in a variety of different industries. We tackle industrial electrical installations, advanced automation systems, and renewable energy solutions. Since our founding as a family-owned company in 1988, we've grown while staying true to our core values. Starting your career with Knobelsdorff means joining a culture that values your contributions, moves quickly, takes calculated risks, and celebrates team members who step up and own their work. If you're ready to join a team where your voice matters, your growth is supported, and your impact is celebrated, Knobelsdorff (KE) is the place for you. Job Purpose: Reporting directly to the Director of Human Resources , the HR Generalist supports day‑to-day HR operations while serving as a trusted resource for employees and leaders. This role blends employee relations, compliance, performance management, and HR administration, with opportunities to make a meaningful impact on culture, development, and operational excellence. Position descriptions are not intended to be exhaustive lists of all duties; rather, they reflect the primary end results and outcomes for which this role is accountable. What You'll Do: You’ll be part of a team that gets things done, works with purpose, and takes pride in the results. Your day-to-day responsibilities may include:

Requirements

Bachelor’s degree in Human Resources, Business Administration, or related field (or equivalent work experience)
2–4 years of experience in Human Resources or a related function
Working knowledge of employment laws and HR compliance requirements
Proficiency in HRIS systems and Microsoft Office (Excel, Word, Outlook)
Strong communication, interpersonal, and problem‑solving skills
Ability to handle confidential information with professionalism and integrity
Excellent organizational skills and ability to manage multiple priorities in a fast‑paced environment

Nice To Haves

SHRM‑CP, SHRM‑SCP, or PHR certification
Experience with HR data analysis and reporting to support decision‑making
Familiarity with change management and process improvement in HR operations
Bililngual

Responsibilities

Employee Relations Support & Guidance (30%) - Provide guidance and support on employee relations matters to foster a positive, compliant, and respectful workplace. Example: Collaborated with a supervisor to address recurring attendance issues by reviewing timekeeping records and conducting a one‑on‑one meeting with the employee. Developed a corrective action plan with clear expectations and follow‑up checkpoints, resulting in improved punctuality and consistent attendance.
Business Partner to Division (20%) - Serve as an HR partner to assigned divisions by providing operational support in payroll processing, talent acquisition coordination, learning and development initiatives, and ensuring accuracy, integrity, and confidentiality of HR systems and reporting. Example: Partnered with division leaders to streamline payroll processes, support hiring for critical field roles, coordinate compliance training programs, and ensure accurate HR data across multiple systems.
Compliance Management (15%) - Assist in the development, implementation, and ongoing compliance of federal and state employment policies and procedures, ensuring consistency and alignment with organizational standards. Example: Maintained accurate tracking and reporting of employee leave under Minnesota’s Paid Leave program, ensuring timely approvals, payroll coordination, and clear communication to employees regarding their benefits.
Performance Management (15%) - Coordinate and administer the organization’s performance management program, including goal setting, check‑ins, and annual review cycles. Provide guidance to managers and employees and support a culture of continuous feedback and development. Example: Coordinated the annual performance review cycle by sending reminders, troubleshooting system issues, and guiding managers through the process—resulting in 98% on‑time completion and improved feedback quality across divisions.