Senior HR Generalist

Maker's Pride Talent Acquisition Team•Grand Rapids, MI

About The Position

The Senior HR Generalist will play a crucial role in fostering a strong company culture, ensuring effective recruitment and retention strategies, supporting performance management, and maintaining legal compliance. This role is focused on ensuring a safe and engaged work environment while balancing the administrative and strategic aspects of human resources. The ideal candidate will have a balance of strategic and tactical HR experience, particularly in high-performance manufacturing environments. They should be able to lead cultural transformation efforts, manage day-to-day HR operations, and maintain legal and ethical compliance. The role requires someone with a strong ability to connect with employees and leadership alike, with a focus on creating a positive, engaging, and productive workplace.

Requirements

Proficiency in MS Office Suite and knowledge of Dayforce (HRIS system).
Ability to motivate and lead staff effectively while developing a high-performance team.
Strong decision-making and conflict management skills.
Ability to communicate effectively with employees at all levels.
Ability to analyze HR data and trends, with a strong focus on problem-solving and financial understanding.
Strong conflict management skills and the ability to foster a positive work environment.
Ability to coach and mentor both front-line employees and leadership staff.
Undergraduate degree in a related business field required.
3 to 5+ years of experience in a generalist HR role in a manufacturing or high-performance environment.

Nice To Haves

MBA being a plus.
Experience in Food Manufacturing is a plus.
Bilingual in Spanish is preferred.

Responsibilities

Leading the creation of a positive work culture by utilizing Maker’s Pride Performance Systems.
Managing annual opinion surveys and action plans to improve engagement.
Ensuring employee recognition and driving pride within the workforce.
Overseeing recruitment, on-boarding, and retention strategies to ensure a steady pipeline of talent.
Developing strategies to stay union-free or maintain positive relations with unions if applicable.
Building strong relationships with staffing agencies to ensure facility is adequately staffed.
Leading the performance management system to evaluate and develop employees at all levels.
Creating and implementing talent management programs to build a pipeline for succession planning.
Building a strong employer brand in the local community through donations, networking, and outreach efforts.
Ensuring the facility meets all training and compliance requirements for audits and legal purposes.
Overseeing all policies and procedures to ensure legal compliance with local, state, and federal regulations.
Managing employee benefits programs such as medical, dental, vision, 401(k), FMLA, etc.
Overseeing payroll and attendance systems for hourly employees.
Analyzing Key Performance Indicators (KPIs) and identifying actions to address downward trends in performance.