Human Resources Generalist

Peening Technologies•East Hartford, CT

35d•$75,000 - $90,000•Onsite

About The Position

Peening Technologies, a long-standing, family-owned company comprised of three closely held businesses, is seeking a versatile Human Resources Generalist to join their team. This hands-on role balances day-to-day HR operations with strategic initiatives, ensuring compliance and driving a positive workplace culture. The HR Generalist will serve as a trusted advisor to owners and managers, streamline HR processes, and uphold the values that define their closely held enterprises. The company is a specialized, growth-oriented manufacturer delivering advanced shot peening and related surface enhancement services to critical industries, including aerospace, defense, automotive, energy, and medical devices. Their teams apply precision processes that improve fatigue life, stress resistance, and overall performance of high-value metal components, helping customers meet stringent quality, safety, and regulatory requirements. Peening Technologies is an equal opportunity employer, dedicated to building an inclusive and diverse workforce.

Requirements

Bachelor’s degree in human resources, Business Administration, or related field
3–5 years of HR generalist experience, preferably in a small business environment (manufacturing a plus)
Strong knowledge of current employment laws and HR best practices
Excellent interpersonal and communication skills
Proficient in MS Office Suite
Demonstrated confidentiality, ethics, and trustworthiness
Adaptable and resourceful in diverse business settings
Respects and aligns with family-owned business values and traditions
Strong problem-solving and conflict-resolution skills
Ability to travel on a limited basis to sister-company in Austell, GA

Nice To Haves

Previous payroll experience with Paychex a plus
experience with HRIS and payroll systems a plus
Bi-lingual skills a plus

Responsibilities

Support workforce planning and succession initiatives to ensure business continuity.
Benchmark compensation to balance market competitiveness with internal equity and cost effectiveness.
Promote cross‑business learning and the sharing of HR best practices.
Identify training needs and coordinate professional development and skill‑building programs.
Manage training matrices, including QDR and skills tracking, to maintain workforce capability.
Support manager and leadership development, particularly within a family‑owned, collaborative culture.
Develop and manage tailored onboarding programs for each business unit.
Partner with managers to guide performance management, feedback, and coaching conversations.
Act as the primary point of contact for employee questions, concerns, and general HR support.
Mediate employee conflicts and foster a respectful, positive workplace environment.
Coordinate recruiting activities including job postings, candidate screening, and interview logistics.
Administer payroll and employee benefits programs accurately and on schedule.
Assist employees with benefits enrollment, eligibility, and ongoing inquiries.
Maintain employee handbooks and update policies regularly to reflect current practices and compliance standards.
Ensure compliance with all federal, state, and local employment laws and regulations.
Oversee workplace safety initiatives and ensure compliance with OSHA requirements.
Prepare and file mandatory reports such as EEO‑1 and OSHA logs.
Maintain accurate employee records and documentation across multiple entities.
Implement and optimize HR systems and tools to improve efficiency and consistency.
Prepare HR reports and metrics for owners and managers to support informed decision‑making.