Human Resources Generalist

Aston Carter

2d•$33 - $36•Onsite

About The Position

The HR Generalist supports a high-performance manufacturing environment by delivering hands-on HR services across the employee lifecycle. This role is a frontline partner to operations leaders and employees, ensuring compliant and consistent practices in employee relations, workers’ compensation, LOA/FMLA administration, recruitment, onboarding, time/attendance, and training. The HR Generalist helps drive engagement, safety, and productivity across all shifts while safeguarding legal and policy compliance.

Requirements

Human resources experience
Employee relations
HR administration
1+ years of HR experience in manufacturing
Knowledge of employment regulations

Responsibilities

Serve as a trusted, visible HR partner on the production floor across all shifts; conduct regular floor walks and “HR office hours.”
Coach supervisors and frontline leaders on performance management, documentation, corrective actions, and conflict resolution.
Conduct confidential and timely investigations into workplace concerns (e.g., policy violations, harassment, discrimination, retaliation) with proper documentation and closure.
Support recognition and engagement programs; analyze pulse/survey results and recommend action plans to improve retention and morale.
Advise on policy interpretation and application; ensure consistent practice aligned with company values and employment laws.
Partner with EHS (Environmental, Health & Safety) to reinforce a strong safety culture and address behavioral and ergonomic issues impacting employees.
Coordinate end-to-end workers’ compensation cases: incident intake, claim filing, liaison with TPA/carrier, timely documentation, and recordkeeping.
Partner with EHS to ensure root-cause analyses and corrective actions are completed; track OSHA recordability with EHS.
Manage medical work restrictions and transitional/modified duty placements; coordinate interactive process discussions with employees and leaders.
Monitor claim progression, cost drivers, and litigation risk; recommend strategies to reduce frequency/severity and improve return-to-work outcomes.
Administer LOA programs (FMLA, PDL, CFRA/State equivalents, paid family/sick leaves, military leave, personal leave) in compliance with federal, state, and local laws and company policy.
Provide clear, timely communications to employees and leaders on eligibility, rights/responsibilities, documentation, pay/benefits impacts, and return-to-work steps.
Coordinate ADA/ADAAA interactive process for reasonable accommodations; engage stakeholders (employee, manager, provider) and document decisions.
Maintain accurate leave tracking and ensure alignment with payroll/benefits.
Recruit hourly and select salaried roles: create requisitions, screen candidates, schedule interviews, support offers, and background/drug screening as applicable.
Oversee new-hire onboarding and orientation (with safety, quality, and HR policy emphasis); ensure I-9/E-Verify completion and training compliance.
Facilitate or coordinate training (anti-harassment, supervisory skills, performance feedback, attendance/timekeeping, safety culture).
Maintain accurate HRIS/employee records; ensure confidentiality, data integrity, and timely updates (hires, status changes, separations).
Support time and attendance processes (e.g., schedule changes, corrections, approvals, attendance policies) and collaborate with Payroll to resolve discrepancies.
Prepare HR metrics and dashboards (turnover, hiring cycle time, LOA, WC incidence/severity, investigations, corrective action trends); share insights and actions with leadership.
Support audits (internal, customer, regulatory) and maintain compliance postings, retention schedules, and HR-related SOPs.
Provide HR coverage for off-shifts as needed; support weekend or peak-demand overtime events.
Participate in Gemba walks, Tier meetings, and CI/Lean initiatives; integrate HR practices that reduce waste, improve flow, and elevate employee experience.
Identify process gaps and standardize HR workflows for speed, transparency, and compliance.