Human Resources Generalist

ESSENTIAL DUTIES AND RESPONSIBILITIES:

Employee Relations & Support

• Serve as a primary point of contact for employee questions, concerns, and HR policy interpretation.
• Provide guidance to managers on performance, coaching, corrective action, and conflict resolution.
• Conduct investigations into employee concerns, documenting findings and recommending solutions.
• Promote a fair, inclusive workplace through consistent application of HR standards and best practices.

Talent Acquisition & Onboarding

• Partner with hiring managers to support full‑cycle recruitment, including job postings, screening, interviews, and offer preparation.
• Assist in workforce planning and identifying talent gaps.
• Provides administrative support for recruiting and hiring activities
• Assists with job postings, candidate communication, and interview scheduling
• Supports the talent acquisition process through organized documentation and coordination
• Maintains applicant records and ensures smooth communication throughout the hiring process

Performance Management & Development

• Support performance review cycles, calibration sessions, and goal‑setting processes.
• Coach managers on effective performance conversations and ongoing feedback practices.
• Help administer training initiatives, career development programs, and engagement strategies.

Compensation, Benefits & HR Administration

• Assist with compensation analyses, job evaluations, and internal equity reviews.
• Support benefits administration, open enrollment, and employee education sessions.
• Maintain accurate HRIS records and oversee periodic data audits.
• Generate HR reports on turnover, headcount, and other key metrics.

Compliance & Policy Management

• Ensure compliance with federal, state, and local employment laws (FMLA, ADA, FLSA, etc.).
• Support the administration of leave programs and workers’ compensation claims.
• Review, update, and maintain HR policies, procedures, and employee handbook content.
• Assist with audits, documentation requests, and risk mitigation activities.

Culture & Engagement

• Support initiatives that enhance employee engagement, recognition, and overall workplace culture.
• Participate in planning and execution of HR initiatives, events, and continuous improvement projects.

KNOWLEDGE, SKILLS AND ABILITIES

• Strong knowledge of HR laws, regulations, and best practices.
• Excellent communication, interpersonal, and problem‑solving skills.
• Ability to maintain confidentiality, build trust, and exercise sound judgment.
• Ability to partner with hiring managers to define roles and identify qualified candidates
• Demonstrated ability to manage full‑cycle recruitment processes
• Process documentation, ticketing/HR case management, and checklists; detail‑oriented file close‑out and audit prep.

QUALIFICATIONS:

Required:

• 5-8 years of progressive experience in Human Resources.
• Experience managing employee relations issues and supporting leaders at multiple levels.
• Proficiency with HRIS systems and MS Office applications.
• Hands‑on experience with applicant tracking systems and recruitment workflows

Preferred:

• Bachelor’s degree in Human Resources, Business, or related field.
• HR certification (PHR, SHRM‑CP) or willingness to pursue.
• Experience in a fast‑paced or multi‑site environment.
• Familiarity with change management and organizational development concepts.
• Experience using Microsoft Office products (i.e. Word, Excel, Outlook, PowerPoint, SharePoint).

The pay range is $60,000 - $75,000

This is an onsite position in the Brookfield, WI.