SR Human Resources Generalist

Central Power Systems & Services•Pleasant Valley, MO

1d•$70,000 - $80,000•Onsite

About The Position

The Senior HR Generalist is a key member of the Human Resources team, providing hands-on HR expertise and serving as a trusted resource to managers and employees across the company's Corporate and Dealership & Distribution business segments. The role handles the full employee lifecycle, from onboarding through separation, while leading employee relations matters, coaching managers, and ensuring HR policies are applied consistently and in compliance with federal, state, and local requirements. The Senior HR Generalist also mentors HR team members and supports HR projects and process improvements. The position is based at the Corporate location in Pleasant Valley, Missouri, and requires travel to multiple company locations up to 25% of the time. Travel may include occasional overnight stays. The role involves frequent interaction with employees, managers, candidates, and visitors, prolonged periods sitting at a desk and working on a computer, and standing, walking, and sitting as needed. Lifting up to 15 pounds may be required. Occasional schedule flexibility may be needed to support onboarding sessions, site visits, or HR initiatives.

Requirements

At least 5 years of progressive HR generalist experience, including employee relations and investigations.
Experience with onboarding, background checks, drug screening, and HR compliance processes.
Strong knowledge of employment law, including FMLA, ADA, Title VII, and FLSA.
Ability to handle sensitive and confidential information with discretion.
Excellent communication, coaching, and interpersonal skills.
Proficiency in Microsoft Office Suite and HRIS systems.
Ability to travel up to 25% of the time.
Sound judgment, problem-solving, and critical-thinking skills.
Attention to detail and accuracy.
Strong organizational and time-management skills.
Coaching and relationship-building skills at all levels.
Customer-service mindset, professionalism, and confidentiality.
Ability to stand, walk, and sit as needed throughout the workday and lift up to 15 pounds.

Nice To Haves

Bachelor's degree in Human Resources, Business Administration, or a related field.
Experience supporting multi-location or field-based workforces.
SHRM-CP or PHR certification.

Responsibilities

Serve as the primary point of contact for employee concerns and workplace conflict resolution.
Lead investigations into employee complaints, conduct interviews, document findings, and recommend appropriate corrective actions.
Advise and coach managers on performance management, progressive discipline, terminations, and difficult conversations.
Maintain accurate and confidential documentation on employee relations cases and investigations, and escalate sensitive or high-risk matters to the CHRO and Inside Counsel as appropriate.
Oversee onboarding, including offer letters, new-hire documentation, and pre-employment requirements; conduct new-hire orientation and partner with hiring managers on onboarding.
Process employee status changes, terminations, and related documentation; conduct exit interviews and analyze turnover data to identify trends and recommend retention strategies.
Coordinate COBRA notifications and benefits continuation paperwork.
Oversee background checks, pre-employment drug screens, and random drug-screening programs in compliance with company policy.
Interpret and communicate HR policies and procedures, ensuring consistent application across departments and locations.
Ensure compliance with federal, state, and local employment laws, including FMLA, ADA, Title VII, and FLSA.
Assist with policy updates, HR audits, and recordkeeping.
Support benefits administration and open enrollment, and answer employee benefits questions.
Support the performance review process and help managers set goals and deliver feedback.
Assist with compensation activities, job descriptions, and FLSA classification reviews.
Use HRIS reports and HR metrics to identify trends and support decision-making.
Monitor workplace culture and employee engagement, and recommend proactive solutions.
Lead initiatives promoting a positive, inclusive, and respectful work environment.
Mentor and guide HR team members and serve as a resource for complex questions.
Lead or contribute to HR projects and process-improvement initiatives.
Travel to company locations to support branch managers and employees, conduct investigations, lead orientations, and ensure consistent HR practices.