Senior HR Generalist

STRM Recruiting•Tucson, AZ

4d•$110,000 - $125,000•Onsite

About The Position

The Senior HR Generalist provides essential administrative and HR support to the full HR department. This role ensures the accurate tracking of training records, scheduling of classes, and seamless coordination of department activities. The company fosters a culture built on safety, integrity, respect, and continuous improvement while providing employees with opportunities to grow their careers in a collaborative and purpose-driven environment. The successful candidate must be able to perform the essential functions of the role with or without reasonable accommodation. This position may require working in both office and operational environments, occasional visits to active industrial or production facilities, walking over uneven terrain and climbing stairs as needed, exposure to varying weather conditions, noise, dust, moving equipment, and other industrial worksite conditions, and operating company, rental, or personal vehicles as part of job responsibilities.

Requirements

5+ years experience in a mining or heavy construction environment
Current MSHA certification, soon to renew, or open to attaining

Nice To Haves

Associate’s or Bachelor’s degree in Business Administration, Human Resources, Management, or a related field
Experience with LMS, Onboarding, Training, Process improvement, Compliance, and Employee Relationship skills

Responsibilities

Collaborate with site HR and Operations leadership to provide advice on HR and labor regulatory issues; this may include acting as a mentor or supervisor for other HR team members.
Collaborate with leadership in effective performance management (ensures alignment with policies and procedures) and coaches on developing effective pipeline and succession plans.
Implement projects and HR improvements as directed by leadership; facilitating change management, engagement, coaching and advising of stakeholders.
Responsible for protecting and maintaining privacy of employee personnel records, including compensation information.
Implement HR goals, processes, practices, and systems to build organizational and individual capability (i.e., staffing, performance management, training & development, employee relations).
Guide leaders and employees regarding Company policies, values, HR programs and monitors for compliance with Federal, State, and local laws.
Analyze and use HR metrics, such as turnover, time system data and overtime reports, to determine appropriate action. Including supporting workforce planning and forecasting initiative.