Human Resources Generalist

Human Resources Generalist

The Human Resources Generalist is responsible for delivering NFI Human Resources policies, programs, and practices to an assigned area. Broad responsibilities include recruiting, new hire training, employee relations, benefits and administrative support tasks. The role ensures excellent HR service to all levels of employees as an individual contributor. The Human Resources Generalist reports to Human Resources management, but is expected to maintain strong dotted line relationships with the leaders they support.

The HRG thrives on building relationships, understanding business goals, and executing HR solutions that deliver results. From supporting managers on performance and talent development to executing initiatives that elevate employee retention and engagement, the HRG is an integral player in navigating organizational change, ensuring compliance, and enhancing the employee experience.

Responsibilities

• Business Acumen : Build strong relationships with leaders, understand business goals, and implement HR strategies to drive productivity, compliance, and continuous improvement. Support business changes such as reorganizations, safety incidents, and leadership transitions.
• Employee Effectiveness : Support managers on performance management, conflict resolution, and employee learning opportunities. Support hourly performance review process to ensure consistency and fairness.
• Employee Relations : Report workplace issues, escalate employee concerns, and ensure compliance with company policies and regulations. May gather information related to legal processes and employment disputes to support investigations.
• Employee Retention : Leverage data from surveys and feedback to improve employee retention, foster a positive work culture, and execute recognition programs. Provide support on LOA policies and employee engagement initiatives.
• People Analytics : Understand root causes of turnover, absenteeism, and performance to execute action plans that drive engagement and retention.
• Benefits & Compensation : Gather information for wage recommendations, conduct benefits education, and support the open enrollment process. Escalate recommendations on compensation aligned with organizational needs to the HRM.
• Diversity & Inclusion : Actively support D&I programs and initiatives for assigned location(s). Engage with employee resource groups to promote inclusion and increase awareness across the area of responsibility.
• Talent Acquisition : Partner with leaders and talent acquisition team members to attract, develop, and retain top talent for site(s). Support hiring processes, participate in interviews, and job fairs. Takes an active role in supporting recruiting activity and training of new hires.
• Talent Development : Supports the hourly annual performance review process by relaying and reiterating timeline and processes for locations leaders. Support talent mobility program, employee engagement survey & tools, and employee onboarding experiences.

Qualifications

Physical / Mental Considerations

We are excited to share that the base salary range for this position is $70,304.00-$85,924.80. This position is also eligible for an annual discretionary bonus, targeted at 3%. NFI takes into consideration applicants' qualifications, experience, education, and geographic location when determining a starting rate of pay.

Employees are also eligible for a robust benefit program, which includes Medical, Dental, Vision, Prescription Drug Coverage, 401k Plan, Wellness Program, Life Insurance, Paid Time Off, and Paid Parental Leave, among other benefit plan options.

Equal Opportunity Employer / Protected Veterans / Individuals with Disabilities

The contractor will not discharge or in any other manner discriminate against employees or applicants because they have inquired about, discussed, or disclosed their own pay or the pay of another employee or applicant. However, employees who have access to the compensation information of other employees or applicants as a part of their essential job functions cannot disclose the pay of other employees or applicants to individuals who do not otherwise have access to compensation information, unless the disclosure is (a) in response to a formal complaint or charge, (b) in furtherance of an investigation, proceeding, hearing, or action, including an investigation conducted by the employer, or (c) consistent with the contractors legal duty to furnish information. 41 CFR 60-1.35(c)

LA County Applicants : The Company will consider qualified applicants, including those with criminal histories, in a manner consistent with applicable state and local laws.

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