Human Resource Generalist

Cornerstone Building Brands is a leading manufacturer of exterior building products for residential and low-rise non-residential buildings in North America. Headquartered in Cary, N.C., we serve residential and commercial customers across the new construction and Repair & Remodel (R&R) markets. Our market-leading portfolio of products spans vinyl windows, vinyl siding, stone veneer, metal roofing, metal wall systems and metal accessories. Cornerstone Building Brands’ broad, multi-channel distribution platform and expansive national footprint includes more than 18,800 team members at manufacturing, distribution and office locations throughout North America.

Corporate stewardship and Environmental, Social and Governance (ESG) responsibility are embedded in our culture. We are committed to contributing positively to the communities where we live, work and play. For more information, visit us at .

Position Summary

Serve as the primary Human Resources partner for the manufacturing facility, supporting employee relations, workforce planning, talent acquisition, onboarding, compliance, employee engagement, and HR operations. This role works closely with plant leadership to address workforce challenges, provide guidance on people-related matters, ensure consistent policy administration, support organizational effectiveness, and drive a positive employee experience. The HR Generalist exercises independent judgment, analyzes trends, recommends solutions, and balances employee and business needs in a fast-paced manufacturing environment.

Essential Duties and Responsibilities - Talent Acquisition and Workforce Planning

• Partner with plant leadership to identify current and future staffing needs and develop effective recruiting strategies.
• Lead recruiting efforts for hourly and support positions, including candidate screening, interviewing, selection, and hiring recommendations.
• Manage relationships with recruiting partners, community organizations, schools, and workforce agencies.
• Analyze recruiting metrics and turnover trends and recommend actions to improve hiring effectiveness and retention.
• Support workforce planning activities and staffing forecasts aligned with business demands.

Employee Relations and Leadership Support

• Serve as a trusted resource to employees and leaders regarding company policies, procedures, and workplace concerns.
• Coach supervisors on performance management, attendance, conflict resolution, and employee development.
• Partner with leaders to identify and address workforce issues impacting engagement, morale, productivity, or retention.
• Support change management and organizational initiatives.

Onboarding, Engagement and Development

• Lead new hire orientation and onboarding activities to ensure successful integration into the organization.
• Develop and maintain onboarding processes that improve readiness, engagement, and retention.
• Conduct 30, 60, and 90 day follow-ups and analyze feedback trends.
• Support employee recognition, engagement, and culture-building initiatives.
• Partner with leaders to identify training and development needs.

Compliance and HR Administration

• Ensure compliance with employment laws, regulations, company policies, and recordkeeping requirements.
• Conduct audits of personnel files, I-9 documentation, training records, and HR processes.
• Support leave administration, accommodations, and other employee lifecycle processes.
• Maintain accurate and confidential employee records within HR systems, including Dayforce.
• Provide guidance regarding policy interpretation and compliance-related questions.

HR Analytics and Business Support

• Analyze workforce metrics including turnover, attendance, staffing levels, and engagement trends.
• Prepare reports and recommendations for plant leadership and HR management.
• Identify opportunities to improve HR processes and employee experience.
• Participate in special projects and continuous improvement initiatives.

Core Competencies

• Employee Relations and Coaching
• Business Partnership and Influence
• Problem Solving and Critical Thinking
• Employment Law and Compliance Knowledge
• Communication and Facilitation
• Confidentiality and Professional Judgment
• Organization and Execution
• Adaptability and Continuous Improvement

Qualifications

• Bachelor's degree in Human Resources, Business Administration, or related field preferred.
• Minimum 3 to 5 years of progressive Human Resources experience required.
• Experience supporting employee relations, recruiting, onboarding, compliance, and HR…