HUMAN RESOURCES GENERALIST

Position: Human Resources Generalist 

Reports to: Vice President, People and Culture 

FLSA: Exempt 

Salary Band: C 

Location: Huntsville, AL (Primary) 

Updated: August 2026 

Role Summary 

The HR Generalist is a key member of Wilson Lumber’s People & Culture team, providing enterprise-wide HR support across all five locations while serving as a site HR representative for the Huntsville, AL location and additional assigned sites. This role combines deep HRIS expertise — including position management, performance management, and talent management system administration — with full-cycle recruiting, employee relations, and HR analytics and reporting. The HR Generalist operates as both a systems expert and a trusted employee resource, ensuring HR processes are accurate, compliant, and consistently applied in alignment with Wilson Lumber’s mission and values. 

Scope of the Position 

The HR Generalist is based in Huntsville, AL and provides enterprise-level HR support to all Wilson Lumber locations (Huntsville, Madison, and Tanner, Alabama; Fairview and Westmoreland, Tennessee), supporting a workforce of 275+ employees across manufacturing and administrative environments. In addition to enterprise responsibilities, this role serves as the primary site HR representative for the Huntsville location and may be designated as the site representative for one or more additional locations as business needs require.  

Key Responsibilities 

HRIS & Systems Administration 

• Serve as the enterprise HRIS subject matter expert, ensuring the accuracy, integrity, and completeness of all employee data across all locations. 

• Own and administer position management within the HRIS, including creating and maintaining position records, org structure updates, position control, and headcount tracking across all sites. 

• Administer and maintain the performance management system, including configuring review cycles, coordinating completion timelines, supporting managers through the process, and analyzing results to identify trends and development opportunities. 

• Administer and maintain the talent management system, including succession planning tools, development tracking, and any talent review or calibration processes supported by technology. 

• Initiate and process all personnel transactions — new hires, promotions, transfers, status changes, compensation changes, and terminations — with accuracy and timeliness. 

• Implement HRIS process improvements, identify system gaps, and partner with the VP of People and Culture to recommend and execute enhancements. 

• Maintain and administer other HR systems including the compensation planning system, absentee call-out line, and related tools; train users as needed. 

• Maintain employee files — physical and electronic — in accordance with record-keeping and retention requirements across all locations. 

HR Analytics & Reporting 

• Build and deliver recurring HR reporting, including regular HR activity reports, staffing dashboards, turnover analysis, and absenteeism trends for the leadership team and department leaders. 

• Analyze workforce data to identify patterns and surface insights around retention, performance, engagement, and staffing needs; present findings to leadership. 

• Coordinate staffing meetings for site leadership and present current staffing data for each department. 

• Prepare and maintain HR data for executive presentations, strategic planning, and board-level reporting as requested. 

• Support ad hoc data analysis and people analytics requests as assigned. 

Talent Acquisition & Staffing 

• Lead full-cycle recruiting for hourly and salaried positions across assigned locations, including job postings, candidate sourcing and screening, interview coordination, offer facilitation, and pre-employment processing. 

• Coordinate pre-employment requirements including background checks, drug screenings, and new hire paperwork for all locations. 

• Partner with staffing agencies to provide temporary employees as necessary and manage the temporary-to-full-time conversion process. 

• Ensure a consistent, high-quality candidate and new hire experience that reflects Wilson Lumber’s values and employment brand. 

Employee Relations & Investigations 

• Serve as a knowledgeable and approachable resource for employees and managers across all locations on HR policies, workplace concerns, and employment matters. 

• Conduct thorough, impartial, and documented workplace investigations, including complaints of policy violations, harassment, discrimination, misconduct, and interpersonal conflict, in accordance with Wilson Lumber’s policies and applicable law. 

• Advise and coach managers on employee performance concerns, corrective action processes, and documentation best practices; ensure consistency and fairness in application across locations. 

• Manage and coordinate the full termination process, including termination documentation, exit interviews, exit interview data tracking and analysis, and filing. 

• Ensure HR policies are interpreted and applied consistently and equitably across all Wilson Lumber locations. 

• Escalate complex or high-risk employee relations matters to the VP of People and Culture and legal counsel as appropriate. 

Onboarding & New Hire Administration 

• Oversee new hire onboarding administration for assigned locations, ensuring all paperwork, I-9 verification, system setup, and orientation logistics are completed accurately and on time. 

• Conduct timecard training and time clock setup during new hire orientation. 

• Partner with the People & Culture Coordinator on orientation logistics and new hire experience across all sites. 

Other Responsibilities 

• Prioritize duties in a manner consistent with organizational objectives, site needs, and enterprise HR goals. 

• Support HR projects, change management efforts, and organizational initiatives as assigned. 

• Perform all other duties as required and requested by management. 

Position Qualifications 

• Demonstrated expertise in HRIS administration, including position management, performance management systems, and talent management system configuration and maintenance. 

• Strong analytical skills with proven experience building HR reports, dashboards, and workforce data analyses; ability to translate data into clear insights for leadership. 

• Experience conducting workplace investigations, including intake, interviewing, documentation, and findings communication; ability to manage sensitive matters with objectivity, discretion, and legal awareness. 

• Experience leading full-cycle recruiting across multiple roles and site locations simultaneously. 

• Experience, confidence, and presence to effectively handle interpersonal relationships and sensitive HR matters with professionalism and sound judgment. 

• Strong knowledge of federal and state employment law applicable to Alabama and Tennessee operations. 

• Proficiency with Microsoft Office Suite, particularly Excel and PowerPoint; experience with SharePoint a plus. 

• Effective written and verbal communication skills, including the ability to present data and HR findings to leadership audiences. 

• Detail-oriented with strong organizational skills and the ability to manage competing priorities independently across a multi-site environment. 

• Demonstrated initiative, reliability, and ability to work with minimal supervision. 

• Bilingual in English and Spanish (spoken and written) strongly preferred 

• Ability to travel up to 30% between locations as needed. 

Education and Experience 

• Bachelor’s degree in Human Resources, Business Administration, or a related field; or equivalent combination of education and direct HR experience. 

• Three to five years of progressive Human Resources experience, with demonstrated growth in scope and responsibility. 

• Experience with HRIS administration at an enterprise or multi-site level, including position management, required. 

• Experience conducting and documenting workplace investigations required. 

• Experience with full-cycle recruiting required. 

• Demonstrated experience in HR analytics and reporting strongly preferred. 

• Experience with performance management and/or talent management systems strongly preferred. 

• Experience in a manufacturing environment preferred. 

• PHR or SHRM-CP certification preferred. 

Physical Requirements 

• Frequent sitting and standing. 

• Ability to adapt to various environments including office and production settings.