Human Resources Generalist

A. M. Castle & Co.•Carol Stream, IL

38d•$90,000 - $115,000•Hybrid

About The Position

The HR Generalist provides day-to-day HR support and is a trusted advisor to employees and leaders across the organization. This role has broad responsibilities across the employee lifecycle - from recruiting, employee relations, performance management, employee engagement, and HR reporting. The role also partners with leaders on workforce planning and collaborates on cross-functional initiatives. This role analyzes problems and issues and develops solutions that reflect the business objectives and values of the organization, exercising sound judgment across a wide range of sensitive and time-critical matters. The ideal candidate is proactive, self-motivated and comfortable working in a fast-paced, agile environment.

Requirements

BS/BA in a related field
At least 5 years of progressive HR experience, with a focus on employee relations, talent acquisition, and performance management.
Experience managing a wide range of employee relations issues, including performance improvement plans, conduct issues, workplace conflict resolution, and investigations.
Experience managing end-to-end enterprise performance management process, including technology aspects of process.
Experience in full-cycle recruiting: ATS management and documentation, sourcing, screening, coordinating interviews, candidate assessment and evaluation, hiring manager partnership, offer development and approval and offers extension.
Experience with data analysis: maintaining HR data reports and data bases, using Excel to track key metrics, identify basic trends and support data-informed decision making.
Excellent verbal and written communication skills and interpersonal skills.
Ability to build and maintain positive relationships with employees at all levels of the organization.
Proactive, self-starter who takes ownership, identifies opportunities for improvement, and independently drives projects and priorities to completion.
Strong organizational skills with the ability to manage multiple, sometimes conflicting, priorities
High level of personal and professional integrity with the ability to appropriately handle highly confidential information
Thrives in an agile, fast-paced environment
Team player; positive attitude mandatory
Excellent computer skills; proficient with Microsoft Office

Nice To Haves

Professional HR certification a plus

Responsibilities

Serve as a trusted HR advisor to leaders and employees on employee relations matters, ensuring issues are assessed promptly, handled consistently, and resolved in alignment with company policy, employment law, and business needs.
Conduct thorough and objective workplace investigations, including intake, fact-finding, documentation, and recommended actions to address conduct, policy, and workplace concerns.
Partner with managers to address performance issues through clear expectations, coaching, documentation, corrective action, performance improvement plans, and follow-through on required next steps.
Interpret and apply company policies, practices, and applicable federal, state, and local employment laws to guide leaders through employee relations, disciplinary, leave, accommodation, and performance management decisions.
Identify opportunities to improve HR processes, documentation, and manager tools, leveraging technology, data, and best practices to strengthen consistency, efficiency, and compliance.
Assist in talent acquisition efforts, including sourcing, screening, interviewing, and the assessment and selection process of candidates.
Manage the modified duty accommodation process with managers for employees with work restrictions, coordinating return-to-work and interim duty plans.
Perform data analysis and reporting across a variety of HR matters, including trend reporting and ongoing tracking; maintains HR databases and ensures data accuracy and integrity.
Run the annual performance management process, including employee self-reviews, manager reviews, and ratings, ensuring the process connects effectively into the annual compensation cycle.
Support the annual employee engagement survey process and related action planning with leaders.
Support workforce management and organizational design efforts, helping leaders structure and plan their teams.
Complete special projects by clarifying project objectives, setting timetables and schedules, conducting research, and developing and organizing information to implement solutions.
As needed or requested, take on additional responsibilities outside the day-to-day responsibilities of this role. We strive to be an agile, dynamic team, and given our size, we are sometimes called to work in areas outside our comfort zone.