HR Generalist

About the Role

HR Generalist provides day-to-day support across core Human Resources functions, including recruitment, onboarding, benefits, compensation, and performance management. This role partners with HR subject matter experts to deliver quality service while building a broad foundation in Human Resources.

Responsibilities

• Maintain a high level of professionalism, discretion, and confidentiality while handling employee information, sensitive matters, and proprietary business information.
• Serve as a trusted HR resource by responding to employee and manager inquiries regarding company policies, procedures, benefits, and HR programs.
• Partner with managers to provide guidance on employee relations, performance management, coaching, corrective action, and employee development.
• Investigate employee concerns and workplace issues, conducting workplace investigations as appropriate and documenting findings and recommendations.
• Escalate complex employee relations matters to HR leadership or legal counsel when appropriate.
• Facilitate new hire onboarding and orientation to ensure a positive employee experience.
• Process employee lifecycle transactions, including new hires, promotions, transfers, compensation changes, leaves of absence, and separations.
• Maintain accurate employee personnel files, HRIS records, and other employment documentation while ensuring confidentiality and data integrity.
• Conduct exit interviews and identify trends to support employee retention initiatives.
• Prepare and analyze HR reports and metrics, including headcount, turnover, attendance, and other workforce data.
• Monitor compliance with federal, state, and local employment laws, company policies, and HR best practices.
• Participate in HR projects, audits, acquisitions, and continuous process improvement initiatives.
• Administer and/or assist with the administration of employee leaves of absence (LOAs) and workers' compensation claims.
• Support organizational initiatives that enhance employee engagement, operational efficiency, and overall employee experience.
• Perform other related duties as assigned.

Key Interfaces

• Internal: Hiring Managers, HR Core Team, Legal, Payroll, Ops Supervisors, Manufacturing Supervisors, Union Team Members, Human Resources Team, Department Leaders, Operations and Manufacturing Leadership, Bargaining Unit Employees, and Employees at all levels.
• External: Third Party Vendors related to Benefits, Recruiting, HRIS, etc.

Key Metrics and Deliverables

• Provide support to all functional areas of HR, including Benefits, Compensation, HRIS, Recruiting, Business Partners, and Events.
• Deliver timely, accurate, and professional HR support across core functional areas, including Talent Acquisition, Benefits, Compensation, HRIS, Employee Relations, Performance Management, and Training.
• Prioritize workload effectively to meet service expectations while adapting to changing business needs, staffing levels, and competing priorities.
• Provide consistent, responsive, and high-quality service to employees, managers, and other internal and external stakeholders.

Skills and Abilities

• Basic knowledge of the rules and regulations that govern the human resources department.
• Working knowledge of multiple HR functions, including Talent Acquisition, Benefits, HRIS, Performance Management, Worker’s Compensation, and Training.
• Exceptional communication skills, both written and verbal, as well as the ability to effectively listen and engage with all levels of the organization.
• Ability to build strong relationships, engage and motivate teams representing diverse backgrounds and viewpoints, and collaborate effectively.
• Strong attention to detail and accuracy while managing multiple projects and deadlines.
• Excellent organizational skills to drive topics with multiple stakeholders and interests.
• Problem-solving skills that aim to remedy and prevent reoccurrence.
• Comfortable escalating issues while maintaining positive relationships with team members and other organizations.
• Passionate about Clark Pacific’s vision and mission; able to promote, demonstrate, and communicate the mission, values, and core competencies.
• Able to exercise appropriate discretion when handling confidential and/or sensitive information.
• Proficient with Microsoft Office Suite programs and HRIS software packages.
• Ensure compliance with company policies and applicable federal, state, and local employment laws.
• Manage multiple assignments simultaneously while maintaining a high level of accuracy, organization, and attention to detail.
• Analyze issues, recommend practical solutions, and proactively identify opportunities for process improvement.
• Exercise sound judgment by appropriately escalating sensitive or complex issues while maintaining positive working relationships.

Work Environment

• General in-person office environment.
• Ongoing exposure to manufacturing environments which may present hazards such as noise, electricity, chemicals, heavy equipment, and other automated and manual machinery.
• Exposure to outside weather conditions, including extreme cold and extreme heat, wet and/or humid environments.

Physical Demands

• Frequent: Sitting at desk, utilizing computers and phones, standing and walking.
• Periodic: Repetitive foot, leg, hand, arm, shoulder, and torso movements.
• Occasional: Business travel (up to 25%), bending, squatting, stooping, reaching, pushing, pulling, and lifting.

Requirements

• Bachelor’s degree in human resources (or related field of study) required OR 3-5 years of progressive experience within HR with demonstrated experience in the essential duties as listed.
• Knowledge of HR laws and regulations.
• Strong problem-solving, communication, and interpersonal skills.
• Experience with recruitment and talent management.
• Strong organizational and project management skills.
• Ability to work independently and as part of a team.
• Strong attention to detail and ability to handle confidential information.
• Experience with Microsoft Office Suite.

Core Values

• Determination: Meet challenges head on.
• Innovation: Always look for better.
• Well-Being: Seek the success, health, and happiness of all.

Pay

Competitive compensation range: $85,000 - $90,000 based on experience.

Benefits

• Competitive compensation, paid weekly.
• Health, Dental, and Vision Insurance, including Kaiser and VSP options.
• Medical FSA.
• Dependent Care FSA.
• Employer-paid life insurance.
• Voluntary ancillary benefits including Critical Illness, Accident Insurance, and Whole Life Insurance.
• 401k matching: 100 percent of the first 3 percent, then 50 percent of the next 2 percent.
• Benefits are subject to a waiting period.