Sr Plant HR Generalist

Milbank Mfg Company; Kansas City (MO); On-site; USD 85,000 - 110,000; Full time

Job summary

Milbank Mfg Company seeks a Senior Plant Human Resources Generalist to partner with plant leadership on employee relations, recruiting, performance management, benefits, compliance, and continuous improvement.

You will coach managers, lead investigations, administer labor agreements where applicable, and help develop standardized HR programs to strengthen engagement and operational performance.

Qualifications

• Five or more years of progressively responsible human resources experience.
• Experience in manufacturing, production, or industrial environments preferred.
• Experience supporting employee relations, investigations, recruiting, benefits, and compliance.
• Experience working in a union or labor relations environment preferred.

Responsibilities

• Provide HR leadership and business partnership to plant leadership and employees.
• Advise on employee relations, performance management, and workforce planning.
• Lead or support workplace investigations and implement corrective actions.
• Administer collective bargaining agreements and support labor relations activities.
• Support recruiting, onboarding, retention, and employee development initiatives.
• Promote engagement, communication, and continuous improvement across the plant.

Skills

HR Knowledge

Employee Relations

Labor Relations

Coaching Leaders

Performance Management

Recruiting

Benefits Administration

Compliance

Training & Development

Analytical Thinking

Communication

Leadership

Education

Bachelor’s degree in HR/Business Administration

HR Certification (PHR/SPHR/SHRM-CP/SHRM-SCP)

Tools

HRIS

Microsoft Office (Word/Excel/PowerPoint/Outlook)

Job description

Position OverviewThe Senior Plant Human Resources Generalist serves as a strategic and hands-on HR partner for plant leadership, supervisors, and employees. This position provides senior-level support across employee and labor relations, recruiting and retention, performance management, benefits and leave administration, compliance, workforce planning, and continuous improvement. The Senior Plant Human Resources Generalist independently manages complex employee matters, coaches leaders on effective people practices, and helps ensure consistent application of company policies, labor agreements, and employment regulations. The position also supports the development and implementation of HR programs and standardized processes that strengthen employee engagement and operational performance.Duties and ResponsibilitiesHR Leadership and Business PartnershipServe as a trusted HR partner to plant leadership, supervisors, and employees, providing an HR perspective on business and workforce decisions.Advise and coach leaders on employee relations, performance management, workforce planning, organizational change, documentation, communication, conflict resolution, and corrective action.Identify workforce trends and recommend practical solutions that support operational and employee needs.Support and mentor other HR team members as assigned.Employee and Labor RelationsProvide guidance to employees and leaders regarding workplace concerns, policies, performance expectations, and personnel matters.Lead or support workplace investigations involving complaints, harassment, discrimination, policy violations, attendance, conduct, grievances, and other employee relations concerns.Prepare investigation findings, corrective action recommendations, and related documentation in partnership with plant management and Corporate HR.Administer and interpret collective bargaining agreements, where applicable, and support grievance administration, labor-management discussions, and other labor relations activities.Promote positive employee relations through consistent communication, fair treatment, and timely resolution of concerns, escalating matters to HR leadership or legal counsel when appropriate.Recruiting, Retention, and Workforce PlanningPartner with plant leadership to assess staffing needs and develop recruiting, retention, and workforce strategies.Manage or support recruitment activities, including job bids, candidate screening, interviewing, selection, pre-employment processes, orientation, and onboarding.Monitor recruiting, turnover, attendance, and retention trends and recommend appropriate actions.Maintain current job descriptions, position requirements, and physical demands documentation.Identify opportunities to improve the employee experience through recruiting, onboarding, development, and retention.Performance Management and Employee DevelopmentGuide managers through performance planning, coaching, documentation, corrective action, and performance improvement processes to promote consistent expectations and accountability.Support talent reviews, succession planning, employee development, leadership training, and other learning initiatives.Identify training needs and coordinate appropriate development resources.Support organizational changes and related employee communications concerning roles, responsibilities, and reporting relationships.Benefits and Leave AdministrationGuide employees and managers regarding benefit programs, enrollment, claims, qualifying life events, and applicable leave programs.Coordinate with Corporate HR, benefit providers, and employees to resolve complex benefit or leave-related questions.Administer and track employee leaves, including Family and Medical Leave Act leave, short-term disability, and other applicable programs, ensuring required documentation, notices, and communications are completed accurately and timely.Support employee health and wellness initiatives, benefit audits, and required reporting.Coordinate with safety team to manage leave or restriction requirements of work-related injuries.HR Administration, Records, and ComplianceOversee the accuracy, confidentiality, security, and retention of paper and electronic employee records and HR documentation.Review HR transactions, reports, and employee data for accuracy and completeness, and prepare workforce information for HR and plant leadership.Maintain working knowledge of applicable employment laws, labor agreements, recordkeeping requirements, company policies, and HR standards.Participate in HR and compliance audits, identify potential risks, and coordinate corrective or remedial actions as appropriate.Support policy development, updates, training, implementation, and the consistent application of HR practices.Assist with annual HR budget preparation and monitor relevant plant HR expenses.Communication and Employee EngagementCommunicate HR information clearly and professionally to employees and leaders at all levels through meetings, training, presentations, reports, correspondence, and employee communications.Gather and analyze information from multiple sources and present clear, well-supported recommendations.Partner with plant leadership to support employee engagement, recognition, retention, and feedback initiatives.Coordinate or support employee events and activities, including retirement celebrations, company picnics, holiday events, and recognition programs.Promote a respectful, inclusive, and collaborative work environment.Lean Enterprise and Continuous ImprovementApply Lean Enterprise principles and tools, including visual management, structured problem solving, standard work, and kaizen, to improve plant HR processes.Identify and lead improvements that increase consistency, efficiency, accuracy, and service within plant HR operations.Develop and maintain standard work for key HR processes and participate in cross-functional continuous improvement activities.Adhere to and promote the HR Pledge and company core principles, demonstrating courage, humility, accountability, and commitment to continuous improvement.CompetenciesTo perform this position successfully, an individual should demonstrate the following competencies:HR Knowledge: Applies broad knowledge of employee relations, recruiting, benefits, leave administration, compliance, and HR practices.Employee Relations: Handles confidential and complex employee matters with professionalism, consistency, and sound judgment.Business Acumen: Understands plant operations and considers business needs when developing HR recommendations.Leadership and Influence: Builds credibility, coaches leaders effectively, and influences decisions without relying solely on authority.Analytical Thinking: Synthesizes complex or diverse information and identifies relevant trends, risks, and solutions.Problem Solving: Identifies and resolves issues in a timely manner and gathers and analyzes information effectively.Judgment: Makes timely, well-reasoned decisions and recognizes when matters require escalation.Communication: Communicates clearly and professionally through written, verbal, and presentation methods.Planning and Organization: Prioritizes work, manages multiple responsibilities, and develops realistic action plans.Confidentiality: Protects sensitive employee and company information and demonstrates a high degree of professional integrity.Adaptability: Responds effectively to changing priorities, business conditions, and employee needs.Collaboration: Works effectively with employees, leadership, Corporate HR, and cross-functional partners.Technology: Proficient with Microsoft Word, Excel, PowerPoint, Outlook, HR information systems, and other applicable business systems.Travel: Up to 10%. A valid driver’s license and the ability to qualify as a driver under the company auto policy are required.Hours: Regular 40-hour workweek. Additional hours may be required to support multiple shifts, investigations, employee meetings, plant operations, and other business needs.Working Conditions: Work is performed in both an office environment and on the factory floor. The employee may be exposed to typical manufacturing conditions and must follow all required safety procedures and personal protective equipment requirements when entering production areas.Position QualificationsEducation:Bachelor’s degree in Human Resources, Business Administration, or a related field required; equivalent combinations of education and relevant professional experience may be considered.Professional HR certification, such as PHR, SPHR, SHRM-CP, or SHRM-SCP, preferred.Experience:Five or more years of progressively responsible human resources experience.Previous HR experience in a manufacturing, production, or industrial environment strongly preferred.Experience supporting employee relations, investigations, recruiting, benefits, leave administration, and employment compliance.Experience working in a union or labor relations environment preferred.