Sr. Human Resources Generalist

About the company

Flamingo Marine designs and builds premium pontoon boats at our 233,000-square-foot factory in Richfield, Wisconsin, and sells them through a network of independent dealers across the U.S. We started series production in 2026 and are scaling quickly. We use Plex (ERP), Ramp, BambooHR and Google Workspace.

About the role

The Senior HR Generalist is responsible for administering and supporting a broad range of human resources functions in a fast-paced manufacturing environment. This position serves as a key resource for employees, supervisors, and leadership on HR policies, employee relations, recruitment, onboarding, benefits administration, payroll, HRIS management, training, compliance, and performance management. The Senior HR Generalist partners with leadership and front-line management to ensure consistent application of company policies, maintain accurate employee records, support workforce planning, and promote a safe, productive, and positive work environment. This role requires a hands-on HR professional who can independently manage day-to-day HR operations, exercise sound judgment when addressing employee concerns, maintain confidential information, and meet critical payroll and compliance deadlines.

Human resources administration

• Administer day-to-day HR operations, ensuring accurate, timely, and consistent execution of HR processes.
• Maintain employee personnel files, employment records, job descriptions, organizational charts, and other HR documentation.
• Develop, implement, communicate, and maintain HR policies, procedures, and employee handbook updates.
• Coordinate employee onboarding, orientation, job changes, transfers, promotions, and offboarding.
• Maintain accurate employee information within the HRIS, including job titles, departments, pay rates, reporting relationships, employment status, and benefit elections.
• Support workforce planning, headcount reporting, organizational changes, and HR-related projects.
• Identify opportunities to streamline HR processes and improve operational efficiency.

Payroll administration and processing

• Independently prepare, process, review, and reconcile weekly hourly payroll and semi-monthly salaried payroll using the company's payroll system.
• Collect, review, and validate employee timecards, attendance records, overtime, shift differentials, bonuses, commissions, and other compensation adjustments.
• Partner with supervisors and department leaders to resolve timekeeping discrepancies and ensure payroll submissions meet established deadlines.
• Review payroll registers and supporting reports for accuracy before payroll approval and submission.
• Administer payroll deductions, benefit deductions, retirement contributions, wage garnishments, child support orders, and other authorized withholdings.
• Coordinate payroll-related accounts payable activities, including garnishment payments, tax payments, and other payroll liabilities, as assigned.
• Process employee reimbursements, retroactive pay adjustments, final pay calculations, and other off-cycle payroll transactions as needed.
• Maintain payroll records and support payroll tax reporting, year-end processing, W-2 reconciliation, and required payroll audits in coordination with the payroll provider and Finance.
• Research and resolve employee payroll questions, discrepancies, and direct deposit issues promptly.
• Maintain strict confidentiality of employee compensation, banking information, tax records, and other sensitive payroll data.
• Develop and maintain payroll reports, payroll trackers, labor-cost reports, and management summaries as needed.
• Ensure payroll practices comply with applicable federal, state, and local wage and hour requirements.

Recruitment and staffing

• Coordinate full-cycle recruitment for hourly manufacturing, skilled trades, professional, and administrative positions.
• Partner with hiring managers to define job requirements, develop job postings, and establish recruitment strategies.
• Manage job postings, applicant tracking, resume screening, interview scheduling, candidate communication, and employment offers.
• Coordinate relationships with staffing agencies, temporary labor providers, recruiters, and other employment partners.
• Monitor staffing levels, vacancies, turnover, and recruiting metrics to support production and business objectives.
• Conduct or coordinate background checks, reference checks, and pre-employment requirements in accordance with applicable law.
• Ensure required employment documentation is completed accurately and timely.

Employee relations and performance management

• Serve as a trusted resource for employees and managers regarding workplace concerns, HR policies, attendance, performance, and disciplinary matters.
• Investigate employee complaints, workplace conflicts, policy violations, and other employee relations issues objectively and confidentially.
• Document investigations, findings, corrective actions, and recommendations.
• Coach supervisors and managers on performance management, attendance, employee communication, and consistent policy enforcement.
• Administer attendance tracking, corrective action processes, performance reviews, and employee recognition programs.
• Assist with conflict resolution, employee engagement, retention, and workplace culture initiatives.
• Escalate significant employee relations matters, legal concerns, and high-risk issues to HR leadership or legal counsel as appropriate.

Benefits administration

• Administer employee benefit programs, including medical, dental, vision, life insurance, disability, and other company-sponsored benefits.
• Coordinate new-hire enrollment, qualifying life event changes, open enrollment, terminations, and benefit eligibility updates.
• Reconcile benefit deductions between payroll, HRIS, and benefit provider records.
• Serve as a primary contact for employees with benefit questions and coordinate resolution with insurance carriers, brokers, and benefit administrators.
• Support retirement plan administration, including employee contributions, employer matching contributions, eligibility tracking, enrollment, and vendor coordination.
• Assist with COBRA administration and other required benefit notices in coordination with the company's benefit administrators.
• Maintain benefit records and support required compliance reporting.

HRIS and systems administration

• Administer and maintain the company's Human Resources Information System (HRIS), payroll platform, timekeeping system, and related HR technology.
• Ensure accurate employee data, reporting structures, compensation information, paid time off balances, and benefit deductions.
• Manage system access, user permissions, employee self-service, and manager access in accordance with company policies.
• Support HRIS implementation, system configuration, data migration, testing, troubleshooting, and ongoing optimization.
• Maintain electronic personnel records, required forms, training documentation, and employee acknowledgments.
• Generate recurring and ad hoc reports to support HR, payroll, staffing, and business decisions.

Qualifications

• Bachelor's degree in Human