Key Roles and Responsibilities

Employee Relations and Leader Support

• Provide timely, consistent guidance on HR policies, programs, workplace expectations, and employee concerns.
• Coach supervisors and employees on effective communication, conflict resolution, performance expectations, and appropriate issue escalation.
• Support objective workplace reviews by gathering information, maintaining clear documentation, and partnering with HR leadership on follow-up actions.
• Promote a respectful, inclusive, safe, and accountable workplace culture while maintaining appropriate confidentiality.

Talent Acquisition, Onboarding and Workforce Support

• Coordinate recruiting activities, including job postings, candidate scheduling, interview support, pre-employment steps, and hiring documentation.
• Deliver a consistent onboarding experience for regular and temporary employees, including orientation, required documentation, system access coordination, and early check-ins.
• Partner with leaders on staffing needs, workforce planning, retention risks, and employee transitions.
• Maintain accurate job, employee, and organizational information within approved HR systems and records.

Performance, Learning and Development

• Support goal setting, performance feedback, development planning, and performance improvement processes.
• Identify learning needs and coordinate training that supports compliance, leadership capability, change readiness, and employee development.
• Maintain training documentation and completion records required by company systems and management standards.
• Encourage career development through learning resources, coaching, and internal opportunity awareness.

HR Operations, Analytics and Compliance

• Process employee data changes accurately and on time in the Human Resources Information System and time and attendance systems.
• Maintain complete, secure, and audit-ready personnel records in accordance with company requirements and applicable law.
• Prepare and interpret recurring workforce information, such as staffing, turnover, absenteeism, overtime, training completion, and engagement trends, to help leaders identify priorities.
• Support consistent HR processes, internal reviews, policy updates, communications, and continuous-improvement initiatives.

Employee Experience and Site Programs

• Assist employees with benefits, leave, pay, policy, safety, and development questions by providing information or connecting them with the appropriate resource.
• Coordinate employee communications, recognition, engagement activities, and site events that support connection and morale.
• Build trusted working relationships across all levels of the organization and complete other related HR responsibilities as business needs evolve.

Minimum Qualifications

• Bachelor's degree in Human Resources, Business, Psychology, Organizational Development, or a related field preferred; equivalent relevant education and experience may be considered.
• Three to five years of progressive HR coordinator or generalist experience; manufacturing or automotive experience preferred.
• Working knowledge of employee relations, recruitment, onboarding, performance management, training coordination, HR records, and employment practices.
• Experience using HRIS and time and attendance applications, with strong proficiency in Microsoft Word, Excel, PowerPoint, and Outlook.
• Ability to manage multiple priorities with accuracy, urgency, discretion, and sound judgment.
• Strong written, verbal, interpersonal, facilitation, and problem-solving skills.

Salary Range:

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