HR Generalist

Czarnowski is one of the four studios of the Czarnowski Collective. It combines operations, strategy, design, and fabrication to create exhibits and events that engage communities, generate brand enthusiasm, and educate consumers. It’s been over 75 years since we opened our doors, but we’re still not resting on our reputation or accolades. We’re wondering “what if...” anticipating what’s next and embracing our role within the Czarnowski Collective as forward-thinkers for forward-thinking brands.

Joining the Czarnowski Collective means the opportunity to be more than a number, more than a job title, more than a spectator. We are a collective of dreamers and thinkers, doers, and makers…and we’re searching for more of the same to join the ranks.

The

Purpose:

We are looking for an HR Generalist to join our team in Austell! As an HR Generalist, you’ll be a trusted HR partner for an assigned site, region, or client group, working closely with employees, frontline leaders, and senior HR leadership. You’ll be the go-to resource for workplace concerns, policy questions, leaves, accommodations, and other employee needs throughout the employee lifecycle.

You’ll take ownership of employee relations matters from start to finish — from day-to-day questions and routine concerns to more complex investigations involving multiple employees or managers. You’ll use your judgment and discretion to navigate situations where the answer isn’t always clear, determine when a matter needs to be escalated, and partner with HR Leadership or Legal when appropriate.

This role is a balance of hands-on HR support and independent decision-making. You’ll help shape how policies are applied, provide guidance to leaders, and build trusted relationships across the organization. Depending on the business needs, your scope may support one site or multiple locations, including complex or unionized employee populations.

The Job:

• Serve as the first point of contact for employee concerns, questions, and complaints; listen, triage, and respond with discretion and consistency.
• Intake, document, and track employee relations matters in the case management system, maintaining accurate, objective, and confidential records.
• Independently plan and conduct workplace investigations end to end — including higher-risk, multi-party, and manager-as-subject matters — determining findings and recommended action, and deciding what requires HRBP or Legal involvement.
• Coach frontline supervisors through performance conversations, corrective action, and documentation, helping them address issues early and consistently.
• Administer progressive discipline in partnership with managers, ensuring actions are fair, well-documented, and aligned with policy and past practice.
• Partners with our Benefits Admin to manage leave administration (FMLA, ADA, state leave) and lead the interactive process for accommodations.
• Conduct exit interviews, track attrition themes, and surface trends to leadership.
• Interpret policy where it is silent and apply sound judgment in ambiguous situations, setting precedent for future matters.

HR Operations & Administration

• Manage onboarding and offboarding logistics, including new-hire orientation, documentation, and exit processes.
• Maintain accurate employee records and process transactions in the HRIS (status changes, transfers, terminations).
• Coordinate performance review cycles, engagement surveys, and other people programs at the operational level.
• Prepare HR reports and pull data as requested to support the HRBP's analysis.
• Help ensure day-to-day compliance with company policies and employment regulations across the assigned site(s).
• Support recruiting logistics (scheduling, coordination) in partnership with Talent Acquisition as needed.

Scope

• Cover multiple sites or a more complex/unionized population as assigned, adapting practice to local requirements and CBA terms.

The Person:

• Bachelor's degree in HR, Business, or related field (or equivalent experience).
• 5–7 years of HR experience with substantial employee relations exposure, including independent investigation ownership.
• Demonstrated ability to run a high-risk investigation and make the call on a…