Sr. HR Generalist

Perrigo•Eau Claire, WI

2d•Hybrid

About The Position

The Senior Human Resources Generalist serves as the primary on-site HR partner for a unionized manufacturing facility, supporting both hourly and salaried employees. This role is responsible for administering day-to-day human resources operations, employee and labor relations, employee investigations, workforce planning, policy administration, and compliance activities. The Senior HR Generalist partners closely with site leadership, employees, and union representatives to foster a positive, productive, and legally compliant work environment while supporting business objectives. The ideal candidate possesses strong labor relations experience, excellent conflict resolution skills, and the ability to balance employee advocacy with business needs in a fast-paced manufacturing environment.

Requirements

Bachelor's degree in Human Resources, Business Administration, Labor Relations, or related field.
5-8+ years of progressive Human Resources experience.
Minimum 3 years supporting a unionized manufacturing or distribution environment.
Experience conducting workplace investigations and managing complex employee relations issues.
Knowledge of labor law, collective bargaining agreements, grievance processes, and employment regulations.
Strong interpersonal, communication, conflict resolution, and problem-solving skills.
Proficiency with HRIS systems and Microsoft Office applications.

Responsibilities

Serve as the primary HR contact for union-related matters at the facility.
Interpret and administer collective bargaining agreements (CBAs) and ensure consistent application of contractual provisions.
Partner with operations leaders to address employee concerns, contract compliance issues, and workplace disputes.
Investigate, document, and respond to grievances in accordance with the CBA.
Participate in labor-management meetings and maintain productive relationships with union representatives.
Assist with preparation and support for collective bargaining negotiations, arbitrations, and other labor-related proceedings.
Provide guidance to leaders regarding labor laws, contract interpretation, and employee relations matters.
Conduct timely, thorough, and objective investigations involving employee complaints, misconduct allegations, policy violations, harassment, discrimination, attendance issues, and workplace conflicts.
Maintain detailed investigation documentation and recommend appropriate corrective actions.
Coach leaders on performance management, disciplinary actions, and employee communications.
Support conflict resolution efforts while ensuring fairness, consistency, and compliance with company policies.
Promote a positive employee experience through effective communication and responsiveness to employee concerns.
Manage daily HR operations for the site, including employee onboarding, orientation, transfers, promotions, and separations.
Maintain accurate employee records and HR systems data.
Administer attendance tracking, leave of absence processes, and return-to-work programs.
Support payroll, benefits administration, and employee life-cycle activities as needed.
Ensure compliance with federal, state, local, and company employment policies and regulations.
Partner with leaders on recruitment, staffing, and workforce planning initiatives.
Support talent development, succession planning, and employee engagement programs.
Facilitate training programs related to leadership development, performance management, workplace policies, and compliance.
Analyze turnover, absenteeism, and employee relations trends to identify opportunities for improvement.
Ensure compliance with labor laws, employment regulations, and company policies.
Support audits, reporting requirements, and regulatory inquiries.
Maintain knowledge of changing employment and labor legislation.
Assist with development and implementation of HR policies, procedures, and best practices.
Act as a trusted advisor to site leaders on employee relations, organizational effectiveness, and workforce issues.
Support change management initiatives and organizational projects.
Drive consistency in HR practices and decision-making across the facility.
Provide HR metrics and insights to support business decisions.