Sr Plant HR Generalist

MILBANK MANUFACTURING COMPANY•Kansas City, MO

1d•Onsite

About The Position

The Senior Plant Human Resources Generalist serves as a strategic and hands-on HR partner for plant leadership, supervisors, and employees. The role provides senior-level support across employee and labor relations, recruiting and retention, performance management, benefits and leave administration, compliance, workforce planning, and continuous improvement. The position independently manages complex employee matters, coaches leaders on effective people practices, and helps ensure consistent application of company policies, labor agreements, and employment regulations. It also supports HR programs and standardized processes that strengthen employee engagement and operational performance. The role is based at the KC Plant in Kansas City, Missouri. Work is performed in both an office environment and on the factory floor, where the employee may encounter typical manufacturing conditions and must follow required safety procedures and personal protective equipment requirements. Travel is up to 10%. The regular schedule is a 40-hour workweek, with additional hours potentially required to support multiple shifts, investigations, employee meetings, plant operations, and other business needs. A valid driver’s license and qualification as a driver under the company auto policy are required.

Requirements

Bachelor’s degree in Human Resources, Business Administration, or a related field; equivalent combinations of education and relevant professional experience may be considered.
Five or more years of progressively responsible human resources experience.
Experience supporting employee relations, investigations, recruiting, benefits, leave administration, and employment compliance.
Valid driver’s license and ability to qualify as a driver under the company auto policy.
Proficiency with Microsoft Word, Excel, PowerPoint, Outlook, HR information systems, and other applicable business systems.
Ability to protect sensitive employee and company information and exercise sound professional judgment.

Nice To Haves

Professional HR certification such as PHR, SPHR, SHRM-CP, or SHRM-SCP.
Previous HR experience in a manufacturing, production, or industrial environment.
Experience working in a union or labor relations environment.

Responsibilities

Serve as a trusted HR partner to plant leadership, supervisors, and employees, and advise leaders on workforce and business decisions.
Coach leaders on employee relations, performance management, workforce planning, organizational change, documentation, communication, conflict resolution, and corrective action.
Identify workforce trends and recommend practical solutions; support and mentor other HR team members as assigned.
Guide employees and leaders on workplace concerns, policies, performance expectations, and personnel matters.
Lead or support workplace investigations and prepare findings, corrective action recommendations, and related documentation in partnership with plant management and Corporate HR.
Administer and interpret collective bargaining agreements where applicable, and support grievance administration, labor-management discussions, and other labor relations activities.
Promote positive employee relations and escalate matters to HR leadership or legal counsel when appropriate.
Partner with plant leadership on staffing needs, recruiting, retention, and workforce strategies.
Manage or support recruitment activities, including job bids, candidate screening, interviewing, selection, pre-employment processes, orientation, and onboarding.
Monitor recruiting, turnover, attendance, and retention trends and recommend appropriate actions; maintain current job descriptions, position requirements, and physical demands documentation.
Guide managers through performance planning, coaching, documentation, corrective action, and performance improvement processes.
Support talent reviews, succession planning, employee development, leadership training, and learning initiatives; identify training needs and coordinate development resources.
Support organizational changes and communications concerning roles, responsibilities, and reporting relationships.
Guide employees and managers on benefits, enrollment, claims, qualifying life events, and leave programs; coordinate with Corporate HR and benefit providers to resolve complex questions.
Administer and track employee leaves, including FMLA leave, short-term disability, and other applicable programs, and ensure documentation, notices, and communications are completed accurately and on time.
Support employee health and wellness initiatives, benefit audits, and required reporting; coordinate with the safety team on leave or restriction requirements related to work-related injuries.
Oversee the accuracy, confidentiality, security, and retention of paper and electronic employee records and HR documentation.
Review HR transactions, reports, and employee data for accuracy and completeness, and prepare workforce information for HR and plant leadership.
Maintain working knowledge of employment laws, labor agreements, recordkeeping requirements, company policies, and HR standards.
Participate in HR and compliance audits, identify potential risks, and coordinate corrective or remedial actions as appropriate.
Support policy development, updates, training, implementation, and consistent application of HR practices; assist with annual HR budget preparation and monitor relevant plant HR expenses.
Communicate HR information to employees and leaders through meetings, training, presentations, reports, correspondence, and employee communications.
Gather and analyze information from multiple sources and present clear, well-supported recommendations.
Partner with plant leadership on employee engagement, recognition, retention, and feedback initiatives; coordinate or support employee events and activities.
Promote a respectful, inclusive, and collaborative work environment.
Apply Lean Enterprise principles and tools, including visual management, structured problem solving, standard work, and kaizen, to improve plant HR processes.
Identify and lead improvements to increase consistency, efficiency, accuracy, and service; develop and maintain standard work for key HR processes and participate in cross-functional continuous improvement activities.
Adhere to and promote the HR Pledge and company core principles, demonstrating courage, humility, accountability, and commitment to continuous improvement.