HR Generalist

Socket.dev; Lancaster; On-site; CAD 65,000 - 90,000; Full time

Job summary

Socket.dev is seeking an HR Generalist to provide day‑to‑day HR partnership across assignments, guiding managers and employees on policies and processes. You will balance hands‑on execution with business partnership and help address people issues aligned with policy and business needs.

The role covers recruiting, onboarding/offboarding, performance management, HR reporting, and employee relations in a dynamic, manufacturing‑adjacent environment. Strong communication and judgment are essential.

Qualifications

• Bachelor’s degree in Human Resources, Business Administration, or related field is preferred.
• 4–6 years of progressive HR experience in a corporate environment.
• Experience supporting recruiting, employee relations, onboarding/offboarding, and manager guidance.

Responsibilities

• Provide day‑to‑day HR partnership and guidance to managers and employees.
• Lead end‑to‑end recruitment and coordinate interview processes.
• Support performance management, employee development, and retention discussions.
• Handle employee relations with timely, fair investigations and documentation.
• Oversee onboarding and offboarding processes and track exit trends.
• Prepare HR data and basic insights for leaders and reporting needs.

Skills

Interpersonal skills

Communication

Organizational skills

Judgment

Problem solving

Relationship building

Education

Bachelor’s degree in HR/Business

Tools

HRIS

ADP WFN

Job description

The following description is not intended as an exhaustive list of all responsibilities, duties and skills required of personnel so classified. Management retains the discretion of adding or changing the duties of the position at any time.

Position Summary

The HR Generalist supports assigned business units by providing day-to-day HR partnership and guidance to managers and employees. This role is responsible for supporting recruiting, employee relations, performance management, onboarding/offboarding, and HR reporting, while helping leaders address people-related issues in alignment with company policy and business needs.

The ideal candidate will have a solid HR foundation, good judgment, and the ability to build effective working relationships with managers. This role is a good fit for an HR professional who can balance hands-on execution with developing business partnership skills.

Essential Duties and Responsibilities

Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions.

HR Business Support

• Support assigned departments/divisions as the primary HR contact for day-to-day HR matters
• Partner with managers to understand staffing needs, employee concerns, and operational priorities
• Provide practical HR guidance to managers and employees on policies, procedures, and employee issues
• Escalate more complex or high-risk matters as appropriate

Talent Acquisition & Workforce Planning

• Lead end-to-end recruitment for assigned departments/divisions
• Partner with hiring managers on job requirements, candidate review, interview coordination, and hiring progress
• Monitor recruiting activity and work with the in-house recruiter to provide updates on pipeline status, open positions, and hiring challenges
• Support workforce planning discussions and hiring needs for assigned business areas

Performance & Talent Management

• Support the performance management process for assigned groups
• Guide managers on performance documentation, employee feedback, and follow-up actions
• Assist with talent review, employee development, and retention discussions
• Help identify employee performance or engagement concerns and elevate as needed

Employee Relations & HR Advisory

• Respond to employee relations issues in a timely, fair, and consistent manner
• Support managers with attendance issues, performance concerns, policy interpretation, and corrective action documentation
• Conduct initial fact-finding and support investigations, as appropriate
• Maintain compliance with company policy and employment practices

Onboarding & Offboarding

• Manage onboarding and orientation for new hires within supported functions
• Partner with managers to support a smooth onboarding experience
• Oversee offboarding activities, including exit interviews and required documentation
• Track and summarize exit trends for assigned groups

HR Reporting & Analysis

• Prepare and review HR data related to headcount, turnover, hiring activity, and employee status changes
• Provide basic insights to managers on recruiting progress, turnover trends, and staffing activity
• Support reporting needs for assigned departments/divisions
• Help identify trends and areas needing follow-up

Competencies

• Good working knowledge of core HR practices and employment processes
• Strong interpersonal and communication skills
• Ability to build credibility with managers and employees
• Sound judgment and ability to handle confidential information appropriately
• Strong organizational skills and attention to detail
• Ability to manage multiple priorities in a fast-paced environment
• Problem-solving mindset with a customer-service approach
• Ability to balance hands-on HR support with developing business partnership capability

Required Education and Experience

• Bachelor’s degree in Human Resources, Business Administration, or a related field preferred
• 4-6 years of progressive HR experience, preferably in an HR Generalist, HRBP, or similar role in corporate environment
• Experience supporting recruiting, employee relations, onboarding/offboarding, and manager guidance
• Experience working with HRIS and HR reporting, ADP WFN preferred
• Experience supporting business leaders or department managers preferred
• Manufacturing, operations, or multi-department support experience preferred

RIDE is an Equal Opportunity Employer that does not discriminate on the basis of actual or perceived race, color, national origin, ancestry, sex, gender, gender identity, pregnancy, childbirth or related medical condition, religious creed, physical disability, mental disability, age, medical condition, marital status, veteran status, sexual orientation, genetic information or any other characteristic protected by federal, state or local law. Our management team is dedicated to this policy with respect to recruitment, hiring, placement, promotion, transfer, training, compensation, benefits, employee activities, and general treatment during employment.