Senior HR Generalist

Overview

About Miller Industries Miller Industries makes the coolest, the biggest, and the baddest towing and recovery vehicles in the world. You’ve seen our vehicles on television shows such as “Highway Thru Hell,” “Wrecked,” and “Hustle and Tow.” We’re extremely proud of the work we do and the quality of product we produce. Do you have what it takes to be part of the World’s Largest Manufacturer of Towing and Recovery Equipment?

Annual Pay Range: $80,000 - $90,000

The Senior HR Generalist serves as a strategic and hands-on partner to employees, supervisors, and leadership across the organization. This role supports all core HR functions—including recruitment, employee relations, benefits and leave administration, compliance, compensation support, performance management, onboarding, HRIS updates, and training. The role requires strong judgment, high confidentiality, and the ability to influence and coach leaders while maintaining an employee-centered mindset.

Collaborates with HR peers to support departmental needs by delegating, directing, and sharing management of the departmental workflow.

• Talent Acquisition & Onboarding
  • Manage full cycle recruiting for hourly, skilled trades, and professional roles, ensuring an inclusive and efficient hiring process.
  • Partner with managers to define staffing needs, review job descriptions, and maintain updated role documentation.
  • Coordinate job postings, applicant screening, interviewing, and selection.
  • Support internship, career fair, and community partnership recruiting initiatives.
  • Lead structured onboarding programs and new hire orientation to ensure a smooth transition and strong first-year experience.
• Employee Relations & HR Partnership
  • Serve as the designated backup to the HR Manager for employee relations investigations, ensuring continuity, timely follow up, and consistent application of policies when complex or sensitive issues arise.
  • Serve as a trusted resource for employees and leaders by addressing concerns, resolving conflicts, and promoting a positive and respectful work environment.
  • Conduct investigations into employee issues, policy violations, and workplace concerns.
  • Coach managers on effective feedback, documentation, and performance improvement processes.
  • Promote consistent application of company policies and practices across departments.
• Performance Management & Development
  • Support the performance review cycle, goal setting, corrective action, and development planning.
  • Assist leaders with talent assessments, succession discussions, and skills gap identification.
  • Recommend and coordinate training programs to strengthen leadership capability and workforce skill development.
• Benefits, Leave Management & Total Rewards Support
  • Administer benefits programs (health, dental, vision, disability, life insurance, 401(k)), serving as the employee point of contact for benefits-related inquiries.
  • Manage leave programs (FMLA, ADA, personal, disability, workers’ comp) ensuring compliance and timely communication.
  • Manage workers’ compensation claims from initial incident reporting through return-to-work coordination, including communication with carriers, documentation, follow-up, and compliance with state requirements.
  • Support compensation processes such as market pricing, internal equity reviews, offer recommendations, and pay adjustments.
  • Partner with HRIS to maintain accurate employee data, job codes, pay grades, and organizational structure updates.
• Compliance, Reporting & Policy Administration
  • Maintain working knowledge of federal and state employment laws (FLSA, FMLA, ADA, EEO, OSHA) and ensure HR practices remain compliant.
  • Support HR audits, affirmative action reporting, and government reporting requirements.
  • Update HR policies, procedures, and employee handbook content as needed.
  • Maintain accurate employee records, documentation, and electronic files.
• HR Systems, Analytics & Process Improvement
  • Run HR metrics including turnover, headcount, time-to-fill, DEI dashboards, and workforce trends.
  • Identify HR process gaps and propose improvements to increase efficiency and service quality.
  • Assist with HR technology initiatives, system…