HUMAN RESOURCES GENERALIST
for each section heading. Only include sections that have real specific content. We must not repeat job title as heading. Must not include Job ID etc. Must preserve all substantive info, no invention. Remove boilerplate, navigation, legal, EEO, equal-opportunity, scam-warning, duplicated lines, application instructions.
We need to parse the posting.
Key content:
- Intro about Lifeway Foods: description of company. Could be "About the role"? Actually "About the role" maybe summarizing role. The posting includes a summary: "The Human Resources Generalist is the primary onsite HR partner for Lifeway Foods' Waukesha operation..." That's a summary. Could be placed under "About the role" or maybe "Summary". But we have to use headings from list: About the role, Responsibilities, Requirements, Qualifications, Skills, Benefits, Pay, Schedule. We can choose which sections have content.
We have:
- Responsibilities: The "Essential Job Duties and Responsibilities" section with subparts: Employee Relations, Recruiting and Onboarding, Leaves and Employee Support, HR Operations and Compliance. That's responsibilities.
- Requirements: "Qualification and Education Requirements" includes bullet list of qualifications.
- Skills: "Key Competencies" list.
- Benefits: The posting mentions "We are an equal-opportunity employer and offer a competitive benefits package." That's vague, not specific. No details like health insurance etc. So we should NOT create Benefits section because no specific content. The rule: never create Benefits unless posting actually states them. It says "competitive benefits package" but that's generic, not specific. Likely we should not include Benefits.
- Pay: Not mentioned. So no Pay section.
- Schedule: The posting includes "Work Arrangement: Primarily onsite – hybrid, one day remote Schedule: Monday-Friday - Flexibility to support employees working across multiple shifts". That's schedule info. So we can include Schedule section.
- About the role: Could include the introductory summary about Lifeway Foods and the role summary. The first paragraph about Lifeway Foods is company overview, not role. But we could put that under About the role? Might be better to have About the role contain the summary of the role: "The Human Resources Generalist is the primary onsite HR partner..." plus maybe company description? The instruction: "Do NOT repeat the job title as a heading (the page already shows it)". So we can have About the role section with a paragraph describing the role and maybe company context.
We need to preserve all substantive information. So we must include details about Lifeway Foods (company description) somewhere. Could be in About the role or maybe a separate section like "About the company" but not in allowed headings. Since only allowed headings are those list, we could put company description in About the role as part of role description. That seems acceptable.
We must not include boilerplate like "We are an equal-opportunity employer..." etc. That's boilerplate; we should remove it. Also "Visit us at www.lifewaykefir.com." is navigation? Probably remove.
Also "Lifeway Foods, Inc is a growing Chicago-based beverage manufacturer with over 40 years of experience. We are an industry leader in the production of high-quality Kefir." That's substantive about company; keep.
Now we need to format using headings, - for lists,
for prose.
We need to decide which lists to turn into
- . For responsibilities, we have sub-sections each with bullet-like sentences. Could treat each duty as list item. Could also keep prose. The rule: Use
- for any list of duties/requirements/benefits. So we need to identify lists.
Responsibilities: The "Essential Job Duties and Responsibilities" includes headings: Employee Relations, Recruiting and Onboarding, Leaves and Employee Support, HR Operations and Compliance. Under each there are sentences describing duties. Could treat each duty as list item under a broader responsibilities list? But we have subheadings; we could keep subheadings as
? Not allowed; only for section headings. We could keep subheadings as plain text or . But we must not invent headings not allowed. Safer: treat the whole responsibilities as a - where each
- contains a paragraph with the subheading bolded? Might be okay.
Similarly for Qualification and Education Requirements: list of items.
Key Competencies: list.
Schedule: we have a sentence; could be
.
Let's extract content precisely.
Company description:
"Lifeway Foods (NASDAQ: LWAY), which has been recognized as one of Forbes’ Best Small Companies, is America’s leading supplier of the probiotic beverage known as Kefir. In addition to its line of drinkable Kefir, the company also produces cheese, drinkable yogurt, and a ProBugs line of Kefir for kids. Lifeway’s tart and tangy fermented dairy products are sold across the United States, Mexico, Ireland, and the United Kingdom."
Later: "Lifeway Foods, Inc is a growing Chicago-based beverage manufacturer with over 40 years of experience. We are an industry leader in the production of high-quality Kefir."
We can combine.
Role summary:
"The Human Resources Generalist is the primary onsite HR partner for Lifeway Foods' Waukesha operation. This role builds trusted relationships with employees and leaders, addresses employee relations matters promptly and consistently, and drives recruiting and onboarding for hourly manufacturing positions. The Generalist must be highly visible on the plant floor, comfortable supporting multiple shifts, and able to balance employee advocacy with sound business judgment and consistent application of company policy. Corporate Human Resources administers FMLA and other leaves of absence. The Generalist remains the first point of contact for employees and supervisors, recognizes potential leave or accommodation needs, gathers initial information, makes timely referrals to Corporate HR, supports required workplace coordination, and maintains appropriate confidentiality."
That's the summary.
Now Responsibilities:
We have headings:
Employee Relations:
- Serve as the first and most accessible HR contact for employees, supervisors, and managers.
- Maintain a regular presence on the production floor and build trusted relationships across shifts.
- Respond to employee concerns and conduct prompt, fair, and well-documented workplace investigations.
- Coach supervisors and managers on attendance, performance, conduct, communication, conflict resolution, and corrective action.
- Support consistent application of company policies
- Partner with plant leadership and Corporate HR on employee complaints, workplace conduct, retention concerns, and organizational changes.
- Identify employee relations trends and recommend practical solutions that improve communication, accountability, and retention.
- Help maintain a respectful workplace free from harassment, discrimination, retaliation, and inconsistent treatment.
- Engage in positive employee relations activities for the plant
Recruiting and Onboarding:
- Manage day-to-day recruiting for hourly manufacturing, warehouse, maintenance, and skilled operations positions.
- Partner with hiring managers to understand staffing priorities, schedules, qualifications, and hiring timelines.
- Source and screen candidates, coordinate interviews, support selection decisions, and maintain timely candidate communication.
- Build relationships with staffing agencies, community organizations, schools, job fairs, and other local recruiting resources.
- Coordinate new hire orientation and onboarding requirements.
- Conduct new hire follow-ups and stay interviews to identify and address retention concerns.
- Monitor vacancies, recruiting activity, time to fill, early turnover, agency usage, and other workforce trends.
Leaves and Employee Support:
- Corporate Human Resources administers FMLA and other leaves of absence.
- The onsite HR Generalist remains the employee’s and supervisor’s first point of contact.
- In this role, you will:
* Recognize when an employee’s situation may involve FMLA, another leave of absence, a workplace accommodation, etc
* Provide initial guidance and promptly connect the employee with Corporate HR.
* Follow up to ensure the referral has been completed.
* Coordinate with Corporate HR and plant leadership regarding attendance coding, scheduling, work restrictions, temporary adjustments, and return-to-work requirements.
* Maintain the confidentiality of all medical, leave, and accommodation information.
HR Operations and Compliance:
- Back up to maintain accurate employee records and HR system transactions managed by corporate HR.
- Assist employees with routine questions involving payroll, benefits, policies, and HR processes.
- Support attendance administration, unemployment responses, audits, employee communications, and policy acknowledgments managed by corporate HR.
- Partner with Corporate HR, EHS and Safety, payroll, and plant leadership regarding workplace injuries, investigations, and return-to-work coordination.
- Communicate concerns early and escalate significant employee relations or compliance risks appropriately.
- Participate in HR projects, employee engagement activities, training, and continuous improvement initiatives.
- Perform duties according to Standard Operating Procedures (SOP) and Sanitization Standard Operating Procedures (SSOP) that meet quality and safety standards pertaining to: Hazard Analysis & Critical Control Points (HACCP), Food and Drug Administration (FDA), Environmental Protection Agency (EPA), Occupational Safety and Health Administration (OSHA), United States Department of Agriculture (USDA), Wisconsin Department of Agriculture (WDA), and customer requirements
- Conduct behavior in compliance with Lifeway Employee Policy
- Perform additional duties as assigned
Now Qualification and Education Requirements:
- Bachelor's degree in Human Resources, Business Administration, or a related field, or an equivalent combination of education and relevant experience
- At least five years of progressive HR generalist experience, including substantial employee relations and recruiting responsibility
- Demonstrated experience conducting workplace investigations and coaching supervisors through performance and conduct issues
- Experience supporting hourly employees in a manufacturing, food production, distribution, warehouse, or similarly fast paced environment
- Working knowledge of employment laws and HR practices, including FMLA, ADA, EEO, wage and hour, and Wisconsin employment requirements
- Strong written communication, documentation, judgment, organization, and follow through
- Ability to handle sensitive matters with discretion, remain neutral, and escalate risk appropriately
- Experience using an HRIS and applicant tracking system.
- Ability to work primarily onsite and adjust hours periodically to support employees and leaders on multiple shifts
- Preferred: Professional fluency in English and Spanish strongly preferred
- Experience in a manufacturing environment
- Experience with ADP Workforce Now or a comparable HR platform.
- SHRM CP, SHRM SCP, PHR, or SPHR certification
Key Competencies:
- Employee relations judgment and credibility
- Approachability and strong floor presence
- Objective investigation and documentation skills
- Urgency, ownership, and dependable follow through
- Recruiting discipline and candidate care
- Manager coaching and constructive conflict resolution
- Confidentiality and sound risk escalation
- Cross-functional collaboration and practical problem solving
Work Environment and Physical Requirements:
"This position operates in both office and food manufacturing environments. The employee must be able to move throughout the facility, use required personal protective equipment, and comply with all food safety and workplace safety requirements. Reasonable accommodations may be made to enable qualified individuals to perform the essential."
Location: Waukesha, Wisconsin
Work Arrangement: Primarily onsite – hybrid, one day remote
Schedule: Monday-Friday - Flexibility to support employees working across multiple shifts
We need Schedule section.
We also have location; could be included in About the role or maybe separate but not a heading. Could add a
with location.
We must not include boilerplate: "We are an equal-opportunity employer and offer a competitive benefits package." Remove.
Also "Visit us at www.lifewaykefir.com." Remove.
Now produce HTML.
Structure:
About the role
... company description + role summary ... maybe also location?
Responsibilities
- Employee Relations: ... list items? Could embed sublist? But we can't nest
inside - ? It's allowed but might be okay. However rule: Use <
- for lists,
for prose. We need to decide which lists to turn into
- . For responsibilities, we have sub-sections each with bullet-like sentences. Could treat each duty as list item. Could also keep prose. The rule: Use
- for any list of duties/requirements/benefits. So we need to identify lists.
Responsibilities: The "Essential Job Duties and Responsibilities" includes headings: Employee Relations, Recruiting and Onboarding, Leaves and Employee Support, HR Operations and Compliance. Under each there are sentences describing duties. Could treat each duty as list item under a broader responsibilities list? But we have subheadings; we could keep subheadings as
? Not allowed; only
for section headings. We could keep subheadings as plain text or . But we must not invent headings not allowed. Safer: treat the whole responsibilities as a
- where each
- contains a paragraph with the subheading bolded? Might be okay.
Similarly for Qualification and Education Requirements: list of items.
Key Competencies: list.
Schedule: we have a sentence; could be
. Let's extract content precisely. Company description: "Lifeway Foods (NASDAQ: LWAY), which has been recognized as one of Forbes’ Best Small Companies, is America’s leading supplier of the probiotic beverage known as Kefir. In addition to its line of drinkable Kefir, the company also produces cheese, drinkable yogurt, and a ProBugs line of Kefir for kids. Lifeway’s tart and tangy fermented dairy products are sold across the United States, Mexico, Ireland, and the United Kingdom." Later: "Lifeway Foods, Inc is a growing Chicago-based beverage manufacturer with over 40 years of experience. We are an industry leader in the production of high-quality Kefir." We can combine. Role summary: "The Human Resources Generalist is the primary onsite HR partner for Lifeway Foods' Waukesha operation. This role builds trusted relationships with employees and leaders, addresses employee relations matters promptly and consistently, and drives recruiting and onboarding for hourly manufacturing positions. The Generalist must be highly visible on the plant floor, comfortable supporting multiple shifts, and able to balance employee advocacy with sound business judgment and consistent application of company policy. Corporate Human Resources administers FMLA and other leaves of absence. The Generalist remains the first point of contact for employees and supervisors, recognizes potential leave or accommodation needs, gathers initial information, makes timely referrals to Corporate HR, supports required workplace coordination, and maintains appropriate confidentiality." That's the summary. Now Responsibilities: We have headings: Employee Relations: - Serve as the first and most accessible HR contact for employees, supervisors, and managers. - Maintain a regular presence on the production floor and build trusted relationships across shifts. - Respond to employee concerns and conduct prompt, fair, and well-documented workplace investigations. - Coach supervisors and managers on attendance, performance, conduct, communication, conflict resolution, and corrective action. - Support consistent application of company policies - Partner with plant leadership and Corporate HR on employee complaints, workplace conduct, retention concerns, and organizational changes. - Identify employee relations trends and recommend practical solutions that improve communication, accountability, and retention. - Help maintain a respectful workplace free from harassment, discrimination, retaliation, and inconsistent treatment. - Engage in positive employee relations activities for the plant Recruiting and Onboarding: - Manage day-to-day recruiting for hourly manufacturing, warehouse, maintenance, and skilled operations positions. - Partner with hiring managers to understand staffing priorities, schedules, qualifications, and hiring timelines. - Source and screen candidates, coordinate interviews, support selection decisions, and maintain timely candidate communication. - Build relationships with staffing agencies, community organizations, schools, job fairs, and other local recruiting resources. - Coordinate new hire orientation and onboarding requirements. - Conduct new hire follow-ups and stay interviews to identify and address retention concerns. - Monitor vacancies, recruiting activity, time to fill, early turnover, agency usage, and other workforce trends. Leaves and Employee Support: - Corporate Human Resources administers FMLA and other leaves of absence. - The onsite HR Generalist remains the employee’s and supervisor’s first point of contact. - In this role, you will: * Recognize when an employee’s situation may involve FMLA, another leave of absence, a workplace accommodation, etc * Provide initial guidance and promptly connect the employee with Corporate HR. * Follow up to ensure the referral has been completed. * Coordinate with Corporate HR and plant leadership regarding attendance coding, scheduling, work restrictions, temporary adjustments, and return-to-work requirements. * Maintain the confidentiality of all medical, leave, and accommodation information. HR Operations and Compliance: - Back up to maintain accurate employee records and HR system transactions managed by corporate HR. - Assist employees with routine questions involving payroll, benefits, policies, and HR processes. - Support attendance administration, unemployment responses, audits, employee communications, and policy acknowledgments managed by corporate HR. - Partner with Corporate HR, EHS and Safety, payroll, and plant leadership regarding workplace injuries, investigations, and return-to-work coordination. - Communicate concerns early and escalate significant employee relations or compliance risks appropriately. - Participate in HR projects, employee engagement activities, training, and continuous improvement initiatives. - Perform duties according to Standard Operating Procedures (SOP) and Sanitization Standard Operating Procedures (SSOP) that meet quality and safety standards pertaining to: Hazard Analysis & Critical Control Points (HACCP), Food and Drug Administration (FDA), Environmental Protection Agency (EPA), Occupational Safety and Health Administration (OSHA), United States Department of Agriculture (USDA), Wisconsin Department of Agriculture (WDA), and customer requirements - Conduct behavior in compliance with Lifeway Employee Policy - Perform additional duties as assigned Now Qualification and Education Requirements: - Bachelor's degree in Human Resources, Business Administration, or a related field, or an equivalent combination of education and relevant experience - At least five years of progressive HR generalist experience, including substantial employee relations and recruiting responsibility - Demonstrated experience conducting workplace investigations and coaching supervisors through performance and conduct issues - Experience supporting hourly employees in a manufacturing, food production, distribution, warehouse, or similarly fast paced environment - Working knowledge of employment laws and HR practices, including FMLA, ADA, EEO, wage and hour, and Wisconsin employment requirements - Strong written communication, documentation, judgment, organization, and follow through - Ability to handle sensitive matters with discretion, remain neutral, and escalate risk appropriately - Experience using an HRIS and applicant tracking system. - Ability to work primarily onsite and adjust hours periodically to support employees and leaders on multiple shifts - Preferred: Professional fluency in English and Spanish strongly preferred - Experience in a manufacturing environment - Experience with ADP Workforce Now or a comparable HR platform. - SHRM CP, SHRM SCP, PHR, or SPHR certification Key Competencies: - Employee relations judgment and credibility - Approachability and strong floor presence - Objective investigation and documentation skills - Urgency, ownership, and dependable follow through - Recruiting discipline and candidate care - Manager coaching and constructive conflict resolution - Confidentiality and sound risk escalation - Cross-functional collaboration and practical problem solving Work Environment and Physical Requirements: "This position operates in both office and food manufacturing environments. The employee must be able to move throughout the facility, use required personal protective equipment, and comply with all food safety and workplace safety requirements. Reasonable accommodations may be made to enable qualified individuals to perform the essential." Location: Waukesha, Wisconsin Work Arrangement: Primarily onsite – hybrid, one day remote Schedule: Monday-Friday - Flexibility to support employees working across multiple shifts We need Schedule section. We also have location; could be included in About the role or maybe separate but not a heading. Could add a
with location. We must not include boilerplate: "We are an equal-opportunity employer and offer a competitive benefits package." Remove. Also "Visit us at www.lifewaykefir.com." Remove. Now produce HTML. Structure:
About the role
... company description + role summary ... maybe also location?
Responsibilities
- Employee Relations: ... list items? Could embed sublist? But we can't nest
- inside
- ? It's allowed but might be okay. However rule: Use <
- Employee Relations: ... list items? Could embed sublist? But we can't nest
- for any list of duties/requirements/benefits. So we need to identify lists.
Responsibilities: The "Essential Job Duties and Responsibilities" includes headings: Employee Relations, Recruiting and Onboarding, Leaves and Employee Support, HR Operations and Compliance. Under each there are sentences describing duties. Could treat each duty as list item under a broader responsibilities list? But we have subheadings; we could keep subheadings as
- . For responsibilities, we have sub-sections each with bullet-like sentences. Could treat each duty as list item. Could also keep prose. The rule: Use