Recruiter/HR Generalist

Join Oberweis Dairy – Where the Sweetest Careers Begin!

Just like our farm-fresh milk and super premium ice cream, a career with us is simply the best! If you’re a motivated, customer-focused professional who is organized and enjoys problem solving the Dispatcher role may be right for you. Enjoy competitive pay, and great benefits — we want you on our team!

The Recruiter/HR Generalist provides hands-on HR support across Hoffmann Oberweis Dairy, LLC and Cedar Crest, with a strong focus on full-cycle recruiting for both companies, employee relations and informal coaching to strengthen frontline and mid-level manager capability. This role is based primarily at North Aurora, IL and will travel to other facilities as business needs require. Reporting directly to the Head of HR, the Recruiter/HR Generalist acts as a trusted, hands-on HR resource for managers and employees while helping build consistent people practices across a multi-site, multi-company organization.

Location: Onsite North Aurora, IL

Salary: 55,000 - 73,000 Dependent upon experience

Key Responsibilities

Recruiting

• Own full-cycle recruiting for Hoffmann Oberweis Dairy, LLC and Cedar Crest, spanning hourly/frontline roles (store, plant, and distribution) through salaried and management-level positions.

• Manage requisitions and postings in the Applicant Tracking System.

• Source candidates, screen applicants, and coordinate interviews with hiring managers.

• Draft and extend offer letters, with authority to approve offers independently within a pre-approved pay range.

• Coordinate with staffing agencies — source temporary staff and manage the vendor relationship.

• Represent the company at job fairs and community recruiting events.

• Support I-9 verification / E-Verify compliance for all new hires.

• Provide a weekly written recruiting status update to the Head of HR.

Onboarding

• Own new hire orientation logistics.

• Handle new hire data entry and personnel file setup support in HRIS system.

Employee Relations

• Serve as primary point of contact; independently investigate and resolve routine employee relations issues (attendance, conduct, interpersonal conflict, policy questions) with support of the Head of HR, documenting findings and outcomes.

• Recognize and promptly escalate more serious matters (harassment, discrimination, safety, potential legal exposure) to the Head of HR.

• Maintain accurate, organized case records to support consistency and audit-readiness.

Manager Development & Coaching

• Provide informal, real-time coaching to supervisors and managers on day-to-day people issues — performance conversations, conflict resolution, and applying HR policy consistently.

• Build manager confidence and capability in handling routine employee situations without always needing to escalate.

• Identify recurring manager coaching needs and share themes with the Head of HR to inform broader training priorities.

Offboarding

• Conduct exit interviews and share findings with the Head of HR.

Employee Engagement

• Provide light support for employee engagement activities, including distributing materials and answering employee questions.

General HR Support

• Provide basic administration support for HR policies and the employee handbook, including communicating updates to managers and employees.

• Assist with HR compliance activities and recordkeeping.

• Contribute to HR projects (e.g., process improvements, org changes, staffing initiatives) as assigned by the Head of HR.

• Build strong working relationships with managers and employees across all sites to serve as a visible, approachable HR presence.

• 2–4 years of progressive HR generalist and/or recruiting experience, including experience supporting multiple sites or locations.

• Demonstrated experience managing full-cycle recruiting across a range of roles, from hourly to management-level.

• Experience independently handling employee relations matters, including investigation and documentation.

• Comfort coaching and advising managers on people issues in the moment.

• Strong organizational skills and sound judgment regarding when to escalate.

• Bachelor's degree in Human Resources, Business, or a related field preferred; equivalent experience will be considered in lieu of a degree.

• PHR or SHRM-CP certification preferred, not required.

• Experience with ADP or a similar HRIS/recruiting platform preferred.