Senior HR Generalist

Zoltek-Toray Group•Saint Louis, MO

14d•Onsite

About The Position

The Senior HR Generalist delivers strategic and hands-on HR support across U.S. sites, overseeing recruitment, onboarding, engagement, compliance, and employee relations. This role partners with leadership to drive talent strategies, enhance employee experience, and support data-driven HR initiatives. This position requires an extremely self-motivated and detail-oriented person who can navigate multiple priorities by using strong organizational and communication skills.

Requirements

Bachelor’s Degree in Human Resources, Business Administration, or related field
Minimum 5 years of progressive experience in an HR Generalist capacity; emphasis in recruitment/ talent management preferred.
High level ability to create presentations, charts, graphs and spreadsheets.
Ability to exercise good judgment and strong decision-making capability in a variety of situations.
High level of discretion and integrity in handling confidential information
Ability to remain tactful, calm, and persuasive in controversial and/or confrontational situations.
Strong organizational skills and attention to detail
Strong project management and ability to lead cross-functional initiatives
Strong written and verbal communication skills, conflict resolution, and interpersonal skills
Proficiency with Microsoft Office (Outlook, Word, Excel, and Power Point)

Nice To Haves

HR Certification Institute or Society of Human Resources certification(s) preferred; PHR or SHRM-CP preferred.
Proficiency in ADP Workforce Now preferred
Familiarity with job evaluation systems such as Hay Group
Confident and approachable representative of Zoltek’s culture and values; comfortable serving as the face of the organization in employee engagement activities, social events, and internal communications, fostering trust and connection across all levels of the organization

Responsibilities

Manage full-cycle recruitment and selection for professional-level positions across all U.S. sites, including workforce planning, vacancy identification, job description development, requisition creation, job postings, candidate screening, interview coordination, and offer letter preparation.
Partner closely with hiring managers to ensure alignment with business needs and deliver high-quality candidate experience.
Manage and administer comprehensive onboarding and orientation programs for professionals, ensuring a seamless transition into the organization.
Facilitate engaging sessions that communicate company culture and policies, while coordinating cross-functional involvement to enhance new hire experience and early engagement.
Monitor and manage company reviews on job sites such as Glassdoor and Indeed; analyze trends in employee feedback, respond appropriately to comments when applicable, and collaborate with leadership to address reputational concerns and enhance employer branding.
Cultivate strategic partnerships with universities, community organizations, and professional networks to support talent pipeline development; manage the company’s internship and co-op programs from recruitment through completion, ensuring meaningful experiences that align with organizational goals and promote long-term engagement.
Work closely with management and employees to improve work relationships, build morale, increase productivity and retention, and identify, create, and implement retention strategies.
Track and report key HR metrics such as turnover rates, time-to-fill, cost to hire, and absenteeism to identify trends and guide strategic initiatives.
Adept in ADP Workforce Now reporting tools to extract, analyze, and present HR data related to headcount, turnover, compensation, and compliance; utilize custom reports and dashboards to support strategic decision-making and ensure data integrity across HR functions.
Apply Korn Ferry “Hay Group” job evaluation methodology to assess and manage job levels, ensuring internal equity and alignment with organizational structure; support compensation benchmarking and career pathing through accurate Hay point assignments and reference level calibration.
Lead the Social Committee in planning and executing employee engagement events, recognition programs, and wellness initiatives that foster a positive workplace culture.
Coordinate logistics, manage budgets, and collaborate cross-functionally to ensure successful execution and high participation.
Ensure organizational compliance with federal, state, and local employment laws and regulations, including FMLA, ADA, FLSA, EEO, and OSHA; proactively monitor legislative changes and implement necessary policy updates.
Interprets employment law to managers, supervisors, and employees.
Partner with outside legal counsel and internal compliance department as needed.
Develop, update, and maintain the employee handbook, HR policies, and procedures to ensure compliance with current employment laws and alignment with company culture; communicate changes effectively across the organization and provide guidance to managers and employees on policy interpretation.
Advise and train managers in best employee relations practices and strategies for managing complaints, mentoring, and developing employees.
Identify risks and challenges to the employee/manager relationship.
Recommend and develop training to meet employee needs and business objectives.
Respond to employee relations issues including complaints, harassment allegations, and civil rights concerns.
Conduct thorough, objective investigations with detailed documentation and recommend appropriate corrective actions.
Support managers in administering disciplinary processes and Performance Improvement Plans (PIPs), ensuring consistency with company policy and minimizing conflict.
Provide counsel and guidance throughout resolution efforts.
Serve as the primary point of contact for all workers’ compensation matters.
Responsible for managing claims, coordinating with insurance providers, ensuring compliance with state and federal regulations, and supporting employees through the claims process.
Conduct and analyze exit interviews to identify trends, uncover root causes of employee turnover, and provide actionable insights to leadership
Develop, implement, and maintain Affirmative Action Plans (AAP) in compliance with OFCCP regulations; conduct workforce analysis, monitor hiring and promotion practices, and prepare annual reports to support diversity, equity, and inclusion goals.
Oversee internal HR audits to ensure compliance with company policies and employment regulations; review documentation, identify gaps, and implement corrective actions to mitigate risk and maintain audit readiness.
Draft, coordinate, and distribute organizational announcements including promotions, new hires, policy updates, and company-wide communications
Other duties as assigned.