Human Resources Generalist

Description

Aero Industries is growing, and our HR team is growing with it. We are adding a new HR Generalist position to expand the level of HR support available to our employees and leaders. This role will serve as a primary HR point of contact for assigned departments, providing day-to-day support across employee relations, recruiting, onboarding, performance management, leave administration, compliance, training, and HR operations.

The HR Generalist will partner closely with supervisors and managers to address employee concerns, improve retention, support staffing needs, and ensure HR policies and practices are applied consistently. This position requires someone who is comfortable working directly with employees at all levels of the organization and maintaining a visible presence within our manufacturing environment.

• HR Business Support: Serve as the primary HR point of contact for assigned departments and employee groups, building strong working relationships with employees, supervisors, and managers.
• Employee Relations: Address employee concerns, conduct workplace investigations, document findings, and partner with leadership to resolve employee relations matters appropriately and consistently.
• Manager Support & Corrective Action: Coach supervisors and managers on attendance, performance, employee relations, corrective action, documentation, policy interpretation, and other day-to-day people matters.
• Recruitment & Staffing: Manage full-cycle recruiting for assigned positions, including job postings, candidate screening, interviews, hiring manager coordination, offers, pre-employment requirements, and onboarding. Partner with staffing agencies as needed to support workforce demands.
• Onboarding & Employee Lifecycle: Coordinate new-hire onboarding and support employee changes throughout the employment lifecycle, including transfers, promotions, compensation changes, leaves, and separations.
• Attendance & Leave Administration: Support administration of attendance programs and employee leaves, including FMLA, ADA accommodations, and other applicable federal and state leave requirements.
• Performance Management: Support performance reviews, performance improvement plans, goal setting, development plans, and other performance management processes.
• Training & Development: Identify training opportunities and coordinate or facilitate employee and supervisor training programs.
• Compliance & Policy Administration: Support compliance with federal, state, and local employment laws and company policies. Assist with policy development, updates, communication, and consistent application across the organization.
• Compensation & Benefits: Assist with compensation processes, benefits administration, employee questions, annual enrollment, and other HR programs.
• HRIS & Employee Records: Maintain accurate employee information and documentation within the HRIS and personnel records. Assist employees and managers with HRIS-related questions and processes.
• Payroll & Timekeeping Support: Assist with employee and supervisor questions related to timekeeping, attendance, payroll changes, and HRIS records, and provide backup support as needed.
• HR Reporting & Metrics: Track and report HR metrics including turnover, staffing, time-to-fill, absenteeism, headcount, and other workforce trends.
• Safety: Partner with Operations and Safety to reinforce workplace safety expectations and support safety-related HR initiatives and employee matters.
• Culture, Engagement & Retention: Support initiatives focused on employee engagement, communication, recognition, retention, and building a positive workplace culture.
• Maintain a regular presence on the manufacturing floor and proactively engage with…