HR Generalist (50912)

Haas Automation, Inc.; Henderson (NV); On-site; USD 71,000 - 124,000; Full time

Job summary

Haas Automation, Inc. is looking for a Human Resources Generalist in Henderson, NV. The role involves managing employee benefits, executing recruiting efforts, and ensuring compliance with HR regulations.

The successful candidate will have a Bachelor’s Degree and 5-10 years of relevant experience in HR practices. A strong focus on employee relations and performance management is essential. The organization offers a competitive salary range of $71,000 - $124,000 per year.

Qualifications

• 5-10 years of experience in human resources.
• Strong knowledge of hiring processes.
• Expertise in leave administration and ADA.

Responsibilities

• Coordinate employee benefits and handle insurance issues.
• Execute recruiting efforts and manage vendor relationships.
• Conduct HR investigations and maintain documentation.

Skills

HR policies and procedures

Employment laws and regulations

Workers’ Compensation law

Microsoft Office

HRIS experience

Interpersonal skills

Organizational skills

Education

Bachelor’s Degree in relevant field

Tools

HRIS (Paycom)

Excel

Job description

Human Resources Generalist Overview

Human Resources Generalist salary range: $71,000 - $124,000/yr. The Human Resources Generalist performs duties in recruiting/hiring, onboarding, benefits administration, leave management, employee relations, workers’ compensation, safety, compensation, organizational development, performance management, policy implementation, HRIS/systems, communications, training, EEO and affirmative action. Work under general supervision to support the Human Resources Department. The role requires a perceptive individual capable of relating to all levels within the organization and must be sensitive to corporate needs, employee goodwill and the business needs.

Essential Duties and Responsibilities

• Benefits Management:
  • Coordinate a variety of employee benefits: health insurance, life insurance, EAP, cafeteria plan, profit sharing, 401(k), discount tickets, company lunches, social functions, employee giving campaign, etc. Handle or refer health insurance issues.
  • Assist with compensation and employee surveys.
• Hiring/Onboarding:
  • Execute recruiting efforts including entering requisitions, candidate searches, job fairs, community functions, testing, interviewing, preparing offer packages, pre‑employment checks, approvals, and facilitating orientation and onboarding.
  • Manage vendor relationships for hiring process (temporary and contract worker agencies, uniforms providers, pre‑employment check providers, etc.), coordinate contracts, reconcile billing, update systems, run reports, perform audits, and adjust as necessary.
  • Complete EEO, affirmative action, and other government reports as required.
  • Maintain and update job descriptions.
• Legal/Compliance:
  • Implement and administer employee policies and procedures, and update the employee handbook.
  • Respond to subpoenas.
  • Maintain regulatory compliance of employee postings.
• Employee Relations/Performance Management:
  • Conduct HR investigations, including gathering facts, applying laws and policies, and recommending actions; partner with HR management and labor attorneys as needed.
  • Provide case management of employee issues from intake to resolution.
  • Maintain required documentation: intake notes, investigative notes, final reports.
  • Interpret and apply company practices, policies, and employment law to advise staff.
  • Prepare termination and severance letters and act as backup for terminations.
  • Prepare employee evaluation packages and review processes, enter completed evaluations into the system.
  • Prepare internal communications about compensation, benefits, and company policies.
• Organizational Development:
  • Analyze and recommend topics for supervisor training.
  • Develop, coordinate, and carry out training programs for employees, supervisors, and management.
  • Train and support HR team members.
• Workers’ Compensation/Safety:
  • Manage all aspects of workers’ compensation: input/track claims, follow‑up on open cases, investigations, vendor relations, claims reviews and reporting.
  • Maintain OSHA files and act as the safety committee representative.
• Leave Management:
  • Manage Leave of Absence process, coordinate and administer all leave types (workers’ comp, personal, FMLA, etc.).
  • Serve as employee point of contact for all leave inquiries/requests and advise on eligibility, processes and impact on benefits.
  • Communicate with HR, payroll and internal departments as needed.
  • Partner with management during interactive process to provide reasonable accommodations.
  • Educate employees and managers on applicable leave programs.
  • Track and report on leaves for management and other stakeholders.
  • Recommend updates to policies and procedures as laws change.
• General Requirements:
  • Collect and analyze HR data to make recommendations to management; recommend new approaches, policies and procedures to continually improve efficiency.
  • Administer HR policies and procedures according to company standards; implement best practices and relevant employment laws.
  • Provide high‑quality advice and service on daily employee relations and performance management issues.
  • Support the HR department in implementing programs to improve the employee experience.
  • Participate in developing department goals, objectives and systems.
  • Serve as backup for other Generalists and Manager.
  • Demonstrate sound judgment, discretion, confidentiality and handle sensitive information appropriately.
  • Follow instructions, procedures and elevate any issues impacting workflow or quality.
  • Exhibit honesty, integrity and adherence to rules, procedures and policies.

Supervisory Responsibilities

This role does not have any supervisory activities.

Qualifications

• Expertise in HR policies and procedures.
• Comprehensive understanding of HR best practices and federal, state and local employment laws and regulations including leave administration, ADA, accommodations and investigations such as harassment.
• Knowledge of Workers’ Compensation law and OSHA reporting requirements.
• Strong knowledge of hiring processes.
• Working knowledge in Microsoft Office (Excel, Word, Outlook, PowerPoint, etc.).
• HRIS experience including reporting.
• Strong business and HR acumen; sound judgment, critical evaluation, analysis and problem‑solving abilities.
• Customer‑focused attitude with high professionalism and discretion.
• Excellent interpersonal, consultation and communication skills (oral and written) with a high degree of business acumen.
• Strong organizational skills, keen ability to prioritize and manage several projects concurrently.
• Must be able to work both independently and as a team player.

Desired Qualifications

• Human Resources certifications (PHR, SHRM‑CP).
• Advanced knowledge in MS Office suite, specifically Excel.
• HRIS experience using Paycom.
• Experience leading business process improvement and systems implementation.
• Spanish language proficiency.

Education

Bachelor’s Degree (BA/BS/BFA/BSA) from a four‑year college or university is required, plus additional related experience, training and/or equivalent combination of education and experience.

Preferred Major

• Human Resources Management
• Business Administration

Minimum Years Of Experience

5‑10 years.

Language Skills

Must be able to read, analyze and interpret general business periodicals, professional journals, technical procedures and/or governmental regulations in English; must write analytical/technical reports, business correspondence, procedure manuals and instructional references; able to speak effectively before groups, customers, employees or the general public.

Mathematical Skills

Must be able to add, subtract, multiply and divide in all units of measure, using whole numbers, common fractions, and decimals; may need to compute rate, ratio, and percent and draw and interpret graphs.

Reasoning Ability

Must be able to solve practical problems and deal with a variety of concrete variables in situations with limited standardization; interpret various instructions in written, oral, diagram or schedule form.

Physical Demands

The physical demands described are representative of those that must be met to successfully perform the essential functions of this job. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions.

Work Environment

The work environment is a general office or engineering lab environment, with occasional exposure to machining. No exposure to hazardous chemicals, vibration, electrical shock, or extreme weather.