Human Resources Generalist

Stolle Machinery Company - USA; North Canton (OH); On-site; USD 60,000 - 90,000; Full time

Job summary

Stolle Machinery Co., LLC is seeking an HR Generalist to provide comprehensive HR support across multiple locations. The role covers recruitment, onboarding, compensation, performance management, policy administration, and employee relations under the HR Director’s guidance.

The candidate should have a bachelor’s degree in HR or related field and 3–5 years of HR experience, plus strong communication and confidentiality skills.

Qualifications

• Bachelor’s degree in Human Resources, Business Administration, or related field; 3–5 years of HR experience preferred.
• Equivalent combination of education and HR experience considered.

Responsibilities

• Leads recruitment activities for exempt and nonexempt employees, students, and temporary staff.
• Administers compensation programs and supports the performance management program.
• Supports development, implementation, administration, and communication of HR policies, procedures, and employee handbook provisions.
• Provides day-to-day guidance on workplace concerns; documents employee relations matters and assists with investigations as needed.
• Maintains confidential employee records and HR data reporting; coordinates responses to agency needs and audits.
• Coordinates onboarding, orientation, employment changes, transfers, promotions, and separations; ensures proper forms and system updates.

Skills

Recruiting

Communication

Interpersonal skills

Policy interpretation

Project management

Education

Bachelor’s degree in HR/Business

Tools

ADP systems

MS Office

Job description

JOB SUMMARY(the purpose and general nature of the job):The Human Resources Generalist provides comprehensive human resources support to employees and managers across assigned business units and locations. The role administers HR programs, supports employee relations, recruitment, onboarding, benefits, compensation, performance management, compliance, HR systems, and reporting, and partners with the HR Director to implement policies and workforce initiatives that support business objectives.PRINCIPAL ACCOUNTABILITIES include the followingessential duties and responsibilities:TALENT ACQUISITION AND MANAGER TRAINING:Leads recruitment activities for exempt and nonexempt employees, students, and temporary employees. Provides managers with guidance and training on interviewing, hiring, promotions, performance reviews, corrective action, separations, workplace safety responsibilities, harassment prevention, and other employment practices.COMPENSATION AND PERFORMANCE MANAGEMENT:With guidance from the HR Director, administers compensation programs and supports consistent compensation practices. Administers and monitors the performance management program to promote effectiveness, compliance, and internal equity, and recommends revisions as needed.HR PROGRAMS, POLICIES, AND PROJECTS:Supports the development, implementation, administration, and communication of human resources plans, policies, procedures, employee handbook provisions, and manager resources. Researches and recommends new or improved HR programs and completes special HR projects as assigned.EMPLOYEE RELATIONS AND MANAGER SUPPORT:Provides day-to-day guidance to employees and managers regarding workplace concerns, policy interpretation, performance expectations, attendance, conduct, and corrective action. Supports fair and consistent issue resolution, documents employee relations matters, conducts or assists with workplace investigations, identifies recurring concerns, and escalates significant or high-risk matters to the HR Director as appropriate.HR COMPLIANCE, RECORDS, AND REPORTING:Maintains accurate, complete, and confidential employee records in accordance with company requirements and applicable record-retention standards. Supports required employment reporting, audits, postings, notices, and documentation; coordinates timely responses to agency, benefits, payroll, and unemployment requests; monitors changes in employment requirements; and recommends updates to policies, forms, practices, and manager guidance.PAYROLL, BENEFITS, AND LEAVE COORDINATION:Coordinates employee data changes and other HR inputs that affect payroll and benefits; reviews information for accuracy and timely processing; assists employees with enrollment, eligibility, and benefit questions; administers or supports leave-of-absence processes; maintains required documentation; and partners with payroll, benefit vendors, and the HR Director to resolve discrepancies and employee concerns.EMPLOYEE LIFECYCLE SUPPORT:Coordinates pre-employment activities, onboarding, orientation, employment changes, transfers, promotions, and separations. Ensures required forms, approvals, system updates, communications, and records are completed accurately and on time. Partners with managers and internal stakeholders to provide a consistent employee experience throughout the employment lifecycle.Additional responsibilities and duties may be assigned.KNOWLEDGE/EXPERIENCE/SKILLS:Minimal requirements for education, knowledge and experience:Bachelor’s degree in Human Resources, Business Administration, or a related field and three (3) to five (5) years of progressively responsible Human Resources experience preferred. An equivalent combination of education and relevant Human Resources experience may be considered.- High school diploma/GED and four (4) to six (6) years of Human Resources experience required.Intermediate skills in Microsoft Office including; Word, Excel, PowerPoint, and OutlookStrong recruiting background required.Experience using a human resources information system, payroll system, timekeeping system, or applicant tracking system is required; experience with ADP systems is preferred.Excellent communication skills both verbal and written.Strong interpersonal and negotiation skills.Develop strong trusting relationships in order to gain support and achieve results.Manage multiple business units in multiple locations.Manage multiple conflicting priorities.Be self-directed and motivated.Take initiative to identify and anticipate client needs and make recommendations for implementation.Demonstrated ability to handle confidential and sensitive information with discretion; apply sound judgment; recognize legal, employee relations, and business risks; maintain accurate documentation; and escalate concerns appropriately.Professional certification such as PHR, SPHR, SHRM-CP, or SHRM-SCP is preferred.PHYSICAL/MENTAL DEMANDS AND WORKING CONDITIONS:This position requires the ability to perform the essential duties and responsibilities in the following environment:Work schedule generally consists of 40 hours per week, which may include on-call status, evenings, and/or weekends.Work is performed primarily in an office environment with periodic presence in manufacturing or operational areas. The position may require travel between company locations, attendance at meetings or employee events outside normal business hours, and occasional on-call availability to address time-sensitive employee or operational matters. The employee must be able to follow all applicable safety requirements while in operational areas.The position regularly requires communicating with employees and managers, using a computer and other office equipment, reviewing detailed information, and remaining in a stationary position for extended periods. The position occasionally requires moving throughout office and operational areas and lifting or carrying materials weighing up to 20 pounds. Reasonable accommodations may be made to enable qualified individuals with disabilities to perform the essential functions of the position.DisclaimerThis position description is intended to provide a general overview of the responsibilities, duties, qualifications, physical demands, and working conditions associated with the role. It is not designed to be a comprehensive or exhaustive list of all job functions, responsibilities, or requirements. Employees may be required to perform additional duties as assigned to meet the needs of the business. Stolle Machinery Co., LLC reserves the right to modify, interpret, amend, or discontinue any part of this position description at any time, with or without notice.Equal Employment Opportunity StatementStolle Machinery Co., LLC is committed to providing equal employment opportunities to all employees and applicants. Employment decisions are based on qualifications, merit, business needs, and job-related factors. The Company does not discriminate on the basis of race, color, religion, sex, including pregnancy, childbirth or related medical conditions, national origin, age, disability, veteran status, genetic information, or any other characteristic protected by applicable federal, state, or local law.You should be proficient in:Leadership / People ManagementHuman ResourcesWorkers’ CompensationRecruitingFamily and Medical Leave Act (FMLA)Coaching and Mentoring ExperienceRecruiting and Training Experience