HR Generalist

GRAMMER Americas; Shannon (MS); On-site; USD 52,000 - 68,000; Full time

Benefits offered by this job

Medical, Dental, and Vision coverage

Flex Spending Accounts

Health Savings Account

401(k)

Volunteer Life Insurance options

Critical Illness and AccidentInsurance

Tuition Reimbursement Programs

Robust Employee Assistance Program

Job summary

GRAMMER Americas is seeking an HR Generalist to partner with leaders and employees in a manufacturing setting. You will oversee employee relations, performance management, talent acquisition support, compliance, and engagement initiatives.

The role requires a Bachelor's degree in HR or related field and 2+ years of progressive HR experience, preferably in manufacturing. You will influence leaders, handle investigations, and drive HR programs in a fast-paced environment.

Qualifications

• Bachelor's degree in HR, Business Administration, or related field.
• 2+ years of progressive HR experience.
• Experience supporting managers in a manufacturing environment.
• Knowledge of employment law, employee relations, performance management, and compliance.
• PHR, SPHR, SHRM-CP, or SHRM-SCP certification preferred.
• Strong employee relations and investigation skills.
• Ability to influence leaders and hold difficult conversations.
• High emotional intelligence and conflict management capabilities.
• Sound judgment and decision-making skills.
• Strong analytical and problem-solving abilities.
• Excellent verbal and written communication skills.
• Ability to manage multiple priorities in a fast-paced environment.
• Business acumen and understanding of operational needs.

Responsibilities

• Employee Relations & Coaching: Serve as the primary HR advisor to managers and employees on workplace issues, policies, and employment practices.
• Talent Management: Partner with leaders on workforce planning, succession planning, and organizational effectiveness.
• Performance & Employee Development: Guide leaders through performance management processes, goal-setting, reviews, and development planning.
• Compliance & Risk Management: Ensure compliance with employment laws, maintain records, communicate policies, and mitigate risks.
• HR Analytics & Business Partnership: Analyze workforce trends and align HR strategies with business objectives.
• Employee Engagement: Lead or support engagement initiatives and recognition programs.

Skills

Employee relations

Investigation skills

Communication skills

Analytical thinking

Conflict management

Education

Bachelor's degree in HR, Business Admin., or related field

Job description

GRAMMER is specialized in developing and manufacturing components and systems for car interiors as well as driver and passenger seats for off-road vehicles, trucks, buses, and trains.

As a global partner to the vehicle manufacturing industry, we are represented around the world by our two divisions, Automotive and Commercial Vehicles. Our employees are constantly engaged in developing and producing innovative, flexible solutions to meet challenges in today’s competitive global market. GRAMMER can be found on four continents with more than 50 production, distribution and logistics sites in 20 countries.

GRAMMER is a leading North American full service automotive supplier of highly engineered thermoplastic components and assemblies for interiors and air and fluid management systems.

Culture

Here at GRAMMER, we foster a culture that embraces our Grammer CODE: Collaborate in an inclusive environment, Openness in communication and ideas, Drive for results with energy and empower yourself and others by taking ownership of decisions and actions.

What you will be doing

The HR Generalist serves as a trusted partner to leaders and employees, supporting business objectives through effective human resources practices. This role is responsible for employee relations, performance management, talent acquisition support, compliance, employee engagement, workforce planning, and HR program execution. The successful candidate demonstrates sound judgment, strong communication skills, business acumen, and the ability to influence outcomes while maintaining confidentiality and professionalism.

Key Responsibilities

Employee Relations & Coaching

• Serve as the primary HR advisor to managers and employees on workplace issues, policies, and employment practices.
• Conduct workplace investigations and recommend appropriate resolutions.
• Provide coaching and guidance on performance management, conflict resolution, and employee development.
• Support disciplinary actions and ensure consistency and fairness in decision-making.
• Foster a positive employee relations climate through proactive engagement and problem-solving.

Talent Management

• Partner with leaders on workforce planning, succession planning, and organizational effectiveness.
• Support recruiting efforts, onboarding, and retention initiatives.
• Assist managers in identifying development opportunities for employees.
• Promote and support diversity, equity, inclusion, and belonging initiatives.

Performance & Employee Development

• Guide leaders through performance management processes.
• Support goal-setting, performance reviews, and development planning.
• Assist in identifying training needs and coordinating learning opportunities.

Compliance & Risk Management

• Ensure compliance with federal, state, and local employment laws.
• Maintain accurate employee records and HR documentation.
• Interpret and communicate company policies and procedures.
• Partner with leadership to mitigate legal and employee relations risks.

HR Analytics & Business Partnership

• Analyze workforce trends and HR metrics to identify opportunities and risks.
• Partner with department leaders to align HR strategies with business objectives.
• Support organizational change initiatives and communication efforts.
• Utilize data-driven decision-making to improve employee and business outcomes.

Employee Engagement

• Lead or support employee engagement initiatives and action planning.
• Facilitate employee recognition and retention programs.
• Drive initiatives that strengthen culture, communication, and employee experience.

What you will bring along

• Bachelor's degree in Human Resources, Business Administration, or related field.
• 2+ years of progressive HR experience.
• Experience supporting managers in a manufacturing environment.
• Knowledge of employment law, employee relations, performance management, and compliance.
• PHR, SPHR, SHRM-CP, or SHRM-SCP certification preferred.
• Strong employee relations and investigation skills.
• Ability to influence leaders and hold difficult conversations.
• High emotional intelligence and conflict management capabilities.
• Sound judgment and decision-making skills.
• Strong analytical and problem-solving abilities.
• Excellent verbal and written communication skills.
• Ability to manage multiple priorities in a fast-paced environment.
• Business acumen and understanding of operational needs.

What Differentiates a High-Performing HR Generalist

• Anticipates issues before they become problems.
• Challenges leaders respectfully and provides candid counsel.
• Builds credibility through consistency and sound judgment.
• Balances employee advocacy with business needs.
• Uses data and trends to influence decisions.
• Demonstrates resilience and professionalism during difficult employee situations.

What we can provide you

• Medical, Dental, and Vision coverage eligibility on day 1
• Flex Spending Accounts
• Health Savings Account
• 401(k)
• Volunteer Life Insurance options
• Critical Illness and Accident Insurance
• Tuition Reimbursement Programs
• Robust Employee Assistance Program Services