HR Generalist

Wausau Window and Wall Systems

Position Summary

The HR Generalist is responsible for providing comprehensive human resources support to employees and management within a fast-paced manufacturing environment. This role involves day-to-day HR operations, including onboarding, employee relations, compliance, and performance management. The HR Generalist will serve as a key partner to the production supervisors, ensuring HR practices align with the company’s objectives while fostering a positive and productive workplace culture. A strong focus on maintaining compliance with labor laws, safety regulations, and company policies is essential, as is the ability to adapt HR strategies to meet the unique needs of the manufacturing workforce.

Key Responsibilities

• Recruitment and Staffing:
  • Collaborate with managers to identify staffing needs and partner with the recruitment team to develop talent pipelines for key manufacturing positions.
  • Support new hire orientation and ensure smooth onboarding processes.
• Employee Relations:
  • Serve as the point of contact for employee concerns, grievances, and conflict resolution.
  • Foster positive employee relations through consistent communication, counseling, and policy interpretation.
  • Conduct investigations into workplace issues, including complaints of misconduct or violations of company policy.
• Performance Management:
  • Assist supervisors with the development and implementation of performance management programs, including goal setting, evaluations, and feedback processes.
  • Support corrective action plans, disciplinary actions, and terminations as needed, ensuring compliance with company policies and labor laws.
• Training and Development:
  • Partner with the trainers to coordinate and deliver training programs to improve workforce skills, safety awareness, and compliance with regulatory requirements.
  • Identify training needs within the manufacturing teams and partner with the training teams to support employee development initiatives.
• Compliance and Legal:
  • Ensure compliance with federal, state, and local employment laws and regulations (e.g., FMLA, FLSA, OSHA) and company policies.
  • Maintain accurate and up-to-date employee records, including Form I-9 verification, EEO-1 reporting, and other required documentation.
  • Monitor time and attendance systems and ensure compliance with wage and hour laws.
• Compensation and Benefits Administration:
  • Assist employees with benefits-related inquiries and ensure proper enrollment and documentation.
  • Support compensation planning, job evaluations, and wage adjustments for hourly manufacturing staff.
• Safety and Health Programs:
  • Collaborate with safety teams to ensure a safe working environment in compliance with OSHA standards and company policies.
  • Support accident investigations, workers' compensation claims, and safety training programs for manufacturing employees.
• HR Data Management and Reporting:
  • Maintain and update HR information systems (HRIS) and employee records.
  • Provide HR reports and metrics to management, such as turnover, headcount, and performance data.
  • Analyze HR data to identify trends and recommend process improvements or interventions.
• Engagement and Culture Initiatives:
  • Support initiatives that promote employee engagement, retention, and positive workplace culture.
  • Organize and participate in employee recognition programs, team-building activities, and other engagement efforts.
• HR Projects and Continuous Improvement:
  • Participate in and lead HR projects that enhance the overall efficiency and effectiveness of HR services within the manufacturing environment.
  • Collaborate with cross-functional teams to identify and implement best practices in HR processes and employee management.

Qualifications

• Education:
  • Bachelor’s degree in human resources, Business Administration, or a related field.
• Experience:
  • 2+ years of HR generalist experience, preferably in a manufacturing environment.
• Certifications:
  • Professional certifications such as SHRM-CP, SHRM-SCP, PHR, or SPHR are highly desirable.
• Knowledge:
  • Knowledge of labor laws, HR best practices, and employment regulations.
  • Deep understanding of federal, state, and local employment laws (e.g., FMLA, FLSA, ADA, OSHA) and regulations relevant to the manufacturing industry.
  • Familiarity with OSHA standards and other safety-related regulations critical in a manufacturing setting.
  • Experience in supporting safety initiatives and handling workplace injuries and workers' compensation claims.
  • Bilingual in English and Spanish preferred, with the ability to effectively communicate with a diverse workforce.
• Skills:
  • Excellent problem-solving and conflict resolution abilities.
  • Proficiency in HRIS and other HR-related software (Workday preferred).
  • Ability to manage multiple priorities and deadlines.
  • Ability to manage and resolve employee grievances and workplace conflicts while maintaining a fair, positive work environment.
  • Strong interpersonal skills for navigating sensitive issues and ensuring compliance with labor laws and company policies.
  • Ability to ensure the company remains compliant with wage and hour laws, safety regulations, and labor standards.
  • Ability to generate and analyze HR metrics, such as turnover rates, headcount reports, and employee performance data.
  • Ability to build relationships with employees, supervisors, and senior leadership to foster collaboration and engagement.
  • Strong problem-solving abilities to navigate complex employee issues, compliance concerns, or process inefficiencies.
  • Sound decision-making skills, balancing the needs of employees with organizational goals and legal requirements.
  • Ability to manage multiple HR functions simultaneously, often in a fast-paced, high-pressure environment.
  • Strong organizational skills to keep track of employee files, compliance records, and HR project timelines.
  • Capacity to adapt HR practices and approaches to the unique needs of a dynamic manufacturing environment.
  • Flexibility in adjusting to shifting workforce demands, changes in labor laws, or evolving company policies.

Work Conditions

• Environment:
• Work is typically performed in an office setting within the manufacturing facility. Regular visits to the production floor as part of daily work.
• Must be flexible and willing to adjust work schedule as needed to support the needs of employees and supervisors on various shifts, ensuring effective communication and availability across all operational hours.

• Physical Demands:
  •  Minimal physical effort is required. The role may involve sitting for extended periods, using a computer, and participating in meetings.

• Travel
  • Travel required between our business locations within the Wausau area. Occasional travel to our Stratford location and limited travel to other locations or headquarters for training purposes.

Apogee is an Equal Opportunity Employer.

Apogee and our brands are an equal opportunity employer. All qualified applicants will receive consideration for employment without regard to race, color, religion, sex, sexual orientation, gender identity, national origin, disability, or veteran status or any other characteristic protected by state or federal law.