Senior Human Resources Generalist LPC-S

PCC Talent Acquisition Portal•Portland, OR

13h

About The Position

The Senior Human Resources Generalist partners with plant leadership and employees across the Large Parts Campus to foster accountability, respect, engagement, and compliance. Reporting to the HR Director, this hands-on role supports a fast-paced manufacturing environment and requires a visible presence on the production floor. The position addresses complex employee relations issues, conducts workplace investigations, coaches leaders, and balances employee needs with operational objectives. The role also supports core HR processes, including recruiting, onboarding, performance review management, and employee engagement initiatives. Local travel between manufacturing facilities may be needed.

Requirements

Bachelor's degree in Human Resources, Business Administration, or a related field, or an equivalent combination of education and experience.
Five or more years of progressive HR experience, preferably in manufacturing, industrial, or another fast-paced operational environment.
Demonstrated experience conducting workplace investigations and managing complex employee relations matters.
Strong knowledge of employment laws and regulations, including ADA, FMLA, EEOC, wage and hour, and other applicable federal and state requirements.
Proven ability to influence leaders, navigate difficult conversations, and balance business needs with employee concerns.
Excellent communication, interviewing, conflict resolution, and documentation skills.
Ability to work independently, manage multiple priorities, and maintain confidentiality.
Proficiency with HR systems and Microsoft Office applications.
Ability and willingness to travel locally between manufacturing facilities as needed.
Ability to work in a heavy industrial manufacturing environment and spend significant time on the production floor interacting with employees and leaders.

Nice To Haves

Workday experience.
SHRM-CP, SHRM-SCP, PHR, or SPHR certification.
Curiosity about artificial intelligence and emerging technologies, and willingness to adopt tools that enhance HR effectiveness, efficiency, and impact.

Responsibilities

Partner with plant leadership on employee relations, performance management, organizational effectiveness, and policy interpretation.
Conduct and support investigations into employee complaints, harassment, discrimination, retaliation, misconduct, policy violations, attendance issues, and workplace conflicts.
Travel locally as needed to address employee relations concerns, interview employees, gather facts, and support issue resolution.
Coach supervisors and managers on performance management, corrective action, conflict resolution, documentation, and employee development.
Maintain a visible HR presence on the production floor through regular line walks and relationship-building with employees and leaders.
Facilitate employee focus groups, listening sessions, and other feedback forums to identify workforce concerns and opportunities to improve engagement and retention.
Conduct fact-finding, document findings, assess risk, and recommend fair, consistent, and legally compliant employment decisions.
Provide guidance on ADA, FMLA, accommodations, leave administration, harassment prevention, and workplace conduct.
Identify employee relations trends and organizational risks and recommend proactive solutions to improve culture, engagement, and workforce stability.
Partner with Operations, Engineering, Safety, Quality, and HR teams on investigations, corrective actions, and continuous improvement initiatives.
Ensure compliance with company policies and applicable federal, state, and local employment laws.
Support recruiting, onboarding, performance review management, employee engagement initiatives, and other core HR processes as needed.
Perform other duties as assigned.