Human Resources Generalist

Silco Inc; Cleveland (OH); On-site; USD 55,000 - 75,000; Full time

Job summary

Silco Inc. is seeking a highly organized HR Generalist to serve as the primary HR professional for a manufacturing organization, handling the full employee lifecycle from recruitment to offboarding.

The role requires independent work, strong judgment, and ownership of HR processes, partnering with the Plant Manager to maintain a compliant and productive workplace.

Qualifications

• Bachelor’s degree in human resources, Business Administration, or a related field.
• 3–7 years of progressive HR experience; manufacturing or hourly workforce preferred.
• Experience with recruiting, employee relations, benefits, HRIS administration, and compliance.
• Strong organizational skills and attention to detail.
• Excellent written and verbal communication skills.
• Sound judgment and the ability to maintain strict confidentiality.
• Comfortable working directly with company ownership and supervisors.

Responsibilities

• Full-Cycle HR Operations: Own and manage day-to-day HR function and be the primary HR resource.
• Recruiting and Staffing: Manage full recruiting process from needs through onboarding.
• Onboarding and Offboarding: Coordinate new-hire paperwork, HRIS setup, benefits enrolment and exits.
• Employee Relations: Be the primary contact for questions, concerns, and workplace issues.
• Benefits, HRIS and Leave Administration: Administer benefits, payroll data, leave, and attendance.
• Compliance and Risk Management: Ensure compliance with employment laws and audits.
• Manufacturing Workforce Support: Align HR with manufacturing floor needs and staffing.
• Performance, Engagement, and Culture: Support reviews, recognition, morale, and culture.

Skills

Organizational skills

Communication skills

Discretion/Confidentiality

HRIS administration

Recruiting

Employee relations

Education

Bachelor’s degree in HR or related field

Tools

HRIS software

Payroll systems

Job description

We are seeking a highly organized, hands-on HR Generalist to serve as the company's primary and sole Human Resources professional. This position will have broad responsibility for managing the day-to-day HR function for a manufacturing organization, supporting employees throughout the entire employee lifecycle.

The HR Generalist will serve as the primary point of contact for all HR-related matters, including recruiting, onboarding, employee relations, benefits, HRIS administration, compliance, performance management, leave administration, policies, employee communications, and recordkeeping.

This is a standalone HR role that requires someone who is comfortable working independently, exercising sound judgment, and taking ownership of HR processes from start to finish. The position will work closely with the Plant Manager to address workforce needs and support a productive, compliant, and positive workplace.

Full-Cycle HR Operations

• Own and manage the company's day-to-day Human Resources function.
• Serve as the primary HR resource for employees and leadership.
• Develop, implement, maintain, and administer HR policies, procedures, and processes.
• Maintain accurate and confidential personnel files and HR records.
• Manage the HRIS and ensure employee information is accurate and up to date.

Recruiting and Staffing

• Manage the full recruiting process, from identifying staffing needs through hiring and onboarding.
• Develop and post job descriptions and job advertisements.
• Source candidates through appropriate recruiting channels.
• Screen applicants, coordinate interviews, and facilitate the selection process.
• Conduct or coordinate reference checks, background checks, and other pre-employment activities.
• Develop and maintain relationships with recruiting sources, staffing agencies and other workforce partners as appropriate.

Onboarding and Offboarding

• Manage the complete new-hire onboarding process.
• Coordinate new-hire paperwork, employment documentation, HRIS setup, benefits enrollment, and required training.
• Ensure new employees receive appropriate company policies, procedures, and workplace information.
• Coordinate employee separations, including documentation, final paperwork, benefits information, and company property return.
• Conduct or coordinate exit interviews when appropriate and identify trends or opportunities for improvement.

Employee Relations

• Serve as the primary point of contact for employee questions, concerns, and workplace issues.
• Partner with leadership to address employee relations matters appropriately and consistently.
• Assist with workplace investigations, complaints, disciplinary matters, and corrective action.
• Maintain appropriate documentation related to employee performance and conduct.
• Promote consistent application of company policies and workplace expectations.

Benefits, HRIS and Leave Administration

• Administer employee benefit programs and serve as the primary employee contact for benefit-related questions.
• Coordinate benefit enrollment, changes, and annual open enrollment activities.
• Coordinate payroll-related HR information, including new hires, terminations, pay changes, deductions, timekeeping issues, and other employee data.
• Administer employee leave and attendance processes.
• Maintain appropriate records related to vacation, PTO, leaves of absence, and other time-off programs.
• Work with payroll and benefit vendors to resolve issues and ensure accurate employee information.

Compliance and Risk Management

• Maintain working knowledge of applicable federal, state, and local employment laws and regulations.
• Monitor HR practices and company policies for compliance and recommend changes when needed.
• Maintain required employment records and documentation.
• Coordinate required employment postings, notices, and compliance activities.
• Manage unemployment and workers' compensation claims, as appropriate.
• Coordinate required employment-related filings, reports, and audits.
• Partner with appropriate outside professionals, including employment counsel, benefits providers, payroll providers, and other HR resources when specialized expertise is required.

Manufacturing Workforce Support

• Develop an understanding of the company's manufacturing operations, workforce, schedules, and staffing requirements.
• Partner with leadership to address attendance, performance, staffing, training, and employee relations issues.
• Manage employee training programs and documentation of required workplace or job-specific training.This can include creating and delivering training content, partnering with outside vendors or utilizing internal resources for facilitation of on-the-job training.
• Support consistent application of workplace rules, attendance expectations, and safety-related policies in coordination with management and safety personnel.
• Maintain an effective HR presence on the manufacturing floor and build positive working relationships with employees at all levels.

Performance, Engagement, and Culture

• Coordinate the company's performance review process.
• Support employee recognition, engagement, retention, and morale initiatives.
• Help establish and maintain a professional, respectful, and productive workplace culture

Qualifications

• Bachelor’s degree in human resources, Business Administration, or a related field preferred; equivalent HR experience may be considered.
• 3–7 years of progressive HR experience, preferably in a manufacturing or other hourly workforce environment.
• Demonstrated ability to independently manage a broad range of HR responsibilities.
• Working knowledge of employment laws and HR best practices.
• Experience with recruiting, employee relations, benefits, HRIS administration, and compliance.
• Strong organizational skills and attention to detail.
• Excellent written and verbal communication skills.
• Sound judgment and the ability to maintain strict confidentiality.
• Comfortable working directly with company ownership and supervisors.
• Ability to prioritize and manage multiple competing demands with minimal support.

Preferred Qualifications

• Manufacturing HR experience, particularly supporting hourly production employees.
• Experience with workers' compensation and unemployment claims.
• Experience with HRIS and timekeeping/payroll systems.
• Familiarity with federal and state employment requirements, applicable to manufacturing employers.
• Experience working as a standalone HR professional or managing HR operations to support a growing business.