Sr. HR Generalist

About the role

The Senior Human Resources Generalist serves as a trusted resource for managers and employees within the manufacturing environment of Atkins & Pearce. Reporting to the People Operations Leader, this role spans the full employee lifecycle, with primary emphasis on employee relations, benefits and leave administration, and compliance.

Responsibilities

• Serve as a primary point of contact for employee relations across all shifts and departments, handling employment-related inquiries and escalating complex or sensitive matters to the HR Manager.
• Conduct workplace investigations, including intake, interviews, evidence review, and written summaries, for matters such as workplace conduct and policy violations; escalate harassment, discrimination, and retaliation allegations to the HR Manager and support those investigations as assigned.
• Advise and coach supervisors and leads on behavioral documentation, corrective action, and difficult conversations to support consistent and defensible practices.
• Draft and maintain disciplinary documentation, including written warnings, performance improvement plans, and corrective action plans, for HR Manager review.
• Participate in disciplinary meetings, terminations, separations, and exit interviews; help resolve conflicts and ensure proper exit processes are followed.
• Track employee relations trends, turnover patterns, and engagement indicators by department and shift, and share findings and recommendations with the HR Manager.
• Administer employee benefit plans, including medical, dental, vision, FSA/HSA, life, disability, retirement, and voluntary offerings, across new hire enrollment, qualifying life events, and annual open enrollment.
• Career progression structures, performance review cycles, onboarding, recognition, wellness, and attendance frameworks.
• Support the development and implementation of HR programs and frameworks in partnership with the HR Manager, including career progression structures, performance review cycles, onboarding, recognition, wellness, and attendance frameworks.
• Develop and facilitate training classes for employees, leads, supervisors, and managers. Deliver instructor-led training on topics such as respectful workplace and anti-harassment, performance documentation, interviewing practices, policy administration, and benefits education.
• Build training materials, including facilitator guides, participant workbooks, presentations, and job aids.
• Identify training needs with department managers and evaluate effectiveness through participant feedback, observation, and performance indicators.
• Track and document completion of mandatory and non-mandatory training, continuing education, licensure, and certifications, including safety and anti-harassment training.
• Support compensation administration, including pay practice consistency, market benchmarking research, and coordination with payroll on deductions and contributions.
• Apply and maintain compliance with federal, state, and local employment laws, including FLSA, FMLA, ADA, Title VII, USERRA, HIPAA, COBRA, ERISA, and ACA. Prepare required regulatory reporting and recordkeeping for HR Manager review, including EEO-1, OSHA 300/300A logs and posting, ACA reporting, and support for annual plan filings and audits.
• Maintain and audit personnel files, I-9 documentation, and confidential records in accordance with retention and privacy requirements.
• Maintain HR policies, the employee handbook, and standard operating procedures; monitor regulatory changes and draft recommended updates for HR Manager approval.
• Prepare responses to unemployment claims and support agency charges and third-party audits under the direction of the HR Manager and legal counsel.
• Oversee attendance administration by monitoring the attendance reporting line, maintaining point records, and counseling employees on adherence to attendance policies.
• Maintain accurate employee data within the HRIS, ensure integrity of records across HR systems, and perform other duties as assigned.

Qualifications

• Bachelor’s degree in human resources or related field or equivalent experience.
• Minimum 5 years’ experience working in Human Resources field with increasing responsibilities.
• Manufacturing environment preferred.
• SHRM CP or PHR preferred.
• Experience working in & training others in ADP HRIS strongly preferred.
• Teamwork, face-to-face communication, good attendance.
• Excellent verbal and written communication skills.
• Excellent interpersonal, negotiation, and conflict resolution skills.
• Excellent organizational skills and attention to detail.
• Excellent time management skills with a proven ability to meet deadlines.
• Strong analytical and problem-solving skills.
• Experience conducting workplace investigations and advising supervisors on employee relations matters.
• Working knowledge of benefits and leave administration, including FMLA, ADA, COBRA, and ACA requirements.
• Experience supporting the development and rollout of HR programs, frameworks, or policies.
• Strong facilitation and presentation skills, with experience developing and delivering training to groups.
• Ability to prioritize tasks and to delegate them when appropriate.
• Ability to act with integrity, professionalism, and confidentiality.
• Thorough knowledge of employment-related laws and regulations.
• Proficient with Microsoft Office Suite or related software.
• Proficiency with or the ability to quickly learn the organizations HRIS and talent management systems.
• Comfortable utilizing Artificial Intelligence.