Human Resource Generalist – Labor Relations - Onsite

Essential Functions

• Provide support for labor relations activities, including interpretation of collective bargaining agreements, employee relations issues, and grievance documentation, under the guidance of HR leadership.
• Manage full-cycle internal recruitment for salaried and non-exempt roles, including requisition management, candidate sourcing, interviewing, selection, and onboarding support.
• Partner with site leadership to develop and execute effective recruitment strategies, including participation in university career fairs, conferences and seminars, university relations initiatives, and the site-level co-op/intern program.
• Partner with site leadership to support employee engagement initiatives that strengthen communication, recognition, and connection across the plant workforce.
• Serve as a consultative HR partner to site leadership by providing guidance on company policies and procedures, employee relations matters, compensation and benefits inquiries, and general HR processes.
• Collaborate with department leaders to ensure consistent adherence to company policies, employment practices, and compliance requirements.
• Design, develop, and support the implementation of HR and management-related training programs, including Supervisor and Manager Training, Lunch & Learn sessions, and other professional and individual development initiatives.
• In partnership with the Training Department, assist with the facilitation and delivery of training programs and new hire orientation for the plant site, as needed.
• Administer and support a variety of human resources programs, including the employee referral program, exit interviews, onboarding and orientation processes, and site-wide retention initiatives.
• Act as an employee advocate by proactively addressing employee concerns, supporting engagement initiatives, and promoting a positive and inclusive work environment.
• Conduct or support workplace investigations as required, ensuring fair, timely, and confidential resolution in accordance with company policy and applicable laws.
• Maintain accurate and compliant HR records and documentation.
• Perform other duties as assigned to support the overall Human Resources function and business objectives.

Minimum Requirements

Education: Bachelor’s degree in Human Resources, Business Administration, Organizational Development, or a related field required. PHR/SPHR preferred.

Experience: Minimum of 3–5 years of progressive Human Resources experience with demonstrated responsibility across core HR generalist functions, including recruitment, employee relations, compliance, and training. Experience in labor relations principles, including experience supporting a unionized workforce, interpreting collective bargaining agreements, and partnering with leadership on day-to-day labor-related matters. Experience in utilizing HRIS, ATS, and other HR systems. Experience developing and presenting HR/management training programs preferred.

Skills

• Demonstrates strong interpersonal and relationship-building skills, with the ability to establish trust and credibility with employees, union representatives, supervisors, and leadership.
• Applies effective problem-solving and critical-thinking skills to address employee relations and labor-related issues in a fair, consistent, and compliant manner.
• Exhibits strong facilitation skills, including the ability to lead training sessions, meetings, and discussions with diverse employee groups in a manufacturing or union environment.
• Demonstrates sound conflict resolution skills, including the ability to de-escalate situations, manage difficult conversations, and support resolution of grievances and employee concerns.
• Communicates clearly and professionally, both verbally and in writing, with the ability to tailor messages to different audiences and document labor and employee relations matters accurately.
• Influences others through collaboration, data-informed recommendations, and respectful partnership, while maintaining alignment with company policies and collective bargaining agreements.
• Demonstrates discretion and sound judgment when handling sensitive employee, labor, and organizational information.
• Utilizes technology effectively, including Microsoft Word, Excel, PowerPoint, Outlook, and HR-related systems, to support HR processes, reporting, and training delivery.