Sr HR Generalist

000305 Freudenberg-NOK General Partnership; United States; On-site; USD 90,000 - 130,000; Full time

Job summary

Freudenberg is seeking an experienced HR Generalist to lead day-to-day HR programs and the employee lifecycle in a manufacturing setting. You will partner with employees and leaders, advise on performance, policy interpretation, investigations, and workplace concerns, and play a key role in labor/employee relations.

The role emphasizes driving KPIs, workforce planning, succession, and talent development to support both immediate needs and long-term business objectives.

Qualifications

• Bachelor's degree in Human Resources, Business Administration, Labor Relations, or a related field.
• 5+ years of progressive HR Generalist experience in manufacturing/industrial environments.
• Experience across payroll, LOA/FMLA, ADA, workers’ compensation, employee relations, performance management, investigations, and employment-law compliance.

Responsibilities

• Own day-to-day HR programs and employee lifecycle activities (payroll, leaves, ADA accommodations, workers’ compensation, attendance, benefits, compliance).
• Act as HR partner to employees and leaders, guiding employee relations, performance management, policy interpretation, investigations, and conflict resolution.

Skills

HR Generalist

Employee relations

People management

Change management

Leadership

Education

Bachelor's degree in HR or related field

Job description

Responsibilities:

Own day-to-day HR programs and employee lifecycle activities, including payroll administration, leaves of absence, ADA accommodations, workers’ compensation, attendance, benefits support, and HR compliance, ensuring accurate and consistent execution. Serve as a trusted HR partner to employees and leaders, providing guidance on employee relations, performance management, policy interpretation, corrective action, investigations, conflict resolution, and workplace concerns. Support labor and employee relations activities, partnering with site leadership to proactively address workforce issues, strengthen employee engagement, and maintain productive working relationships in a manufacturing environment. Own and analyze key HR KPIs and workforce metrics, identifying trends and translating data into practical improvement plans that strengthen retention, attendance, engagement, productivity, and overall organizational effectiveness. Partner with business and operations leaders on workforce planning, organizational needs, talent development, succession planning, and people strategies that support both immediate priorities and long‑term business objectives. Lead and support HR projects and continuous improvement initiatives, using strong problem‑solving and change‑management skills to improve processes, strengthen HR effectiveness, and deliver measurable business results. Develop toward broader HR Manager responsibility through a structured succession and development path, building capability in strategic HR leadership, business planning, organizational effectiveness, talent management, and leadership of the site HR function.

Qualifications:

Bachelor’s degree in Human Resources, Business Administration, Labor Relations, or a related field, with approximately 5+ years of progressive HR Generalist experience; substantial equivalent HR experience considered where appropriate. Strong hands‑on experience across multiple HR disciplines, including payroll, LOA/FMLA, ADA, workers’ compensation, employee relations, performance management, investigations, and employment‑law compliance. Demonstrated employee and/or labor relations experience in a manufacturing, industrial, distribution, or similarly fast‑paced operational environment, with the confidence to advise both frontline employees and leaders. Proven ability to own HR metrics or KPIs, analyze workforce trends, identify root causes, and lead measurable improvement actions rather than simply reporting data. Demonstrated progression beyond transactional HR, with experience partnering with business leaders, influencing decisions, solving complex people issues, and connecting HR priorities to operational objectives. Strong leadership aptitude, business acumen, strategic thinking, communication, judgment, and change‑management capability, with the ability to build credibility across hourly, professional and leadership populations. Demonstrated potential and motivation to progress into an HR Manager role, including the ability to take increasing ownership of site HR strategy, workforce planning, talent development, organizational effectiveness and leadership responsibilities.

The Freudenberg Group is an equal opportunity employer that is committed to diversity and inclusion. Employment opportunities are available to all applicants and associates without regard to race, colour, religion, creed, gender (including pregnancy, childbirth, breastfeeding or related medical conditions), gender identity or expression, national origin, ancestry, age, mental or physical disability genetic information, marital status, familial status, sexual orientation, protected military or veteran status or any other characteristic protected by applicable law.

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