Job Description:
HR Operations Generalist Pay Rate: $36.00- $38.00/hr. Location: Anaheim, CA Duration: 1.yr. assignment length-possible conversion Qualifications: 2+ Years HR Generalist experience; manufacturing or industrial environment Strong understanding of employment law, HR best practices, and frontline leadership support. (Required) Excellent communication, relationship building, and coaching skills. (Required) Bachelor’s Degree Human Resources, Business, Industrial Relations, or related field preferred. (Preferred) SHRM SCP or SPHR certification (Preferred) Responsibilities: The HR Generalist provides comprehensive Human Resources support to a dynamic, multishift manufacturing environment. This role partners closely with frontline leaders, employees, Operations, and HR leadership to strengthen employee relations, ensure compliance, support talent acquisition, drive performance management, and enhance workforce capability. This role partners closely with frontline leaders, employees, operations, and HR leadership to strengthen employee relations, ensure compliance, support talent acquisition, drive performance management, and enhance workforce capability in a shift manufacturing environment. This role partners closely with frontline leaders, employees, Operations, and HR leadership to strengthen employee relations, ensure compliance, support talent acquisition, drive performance management, and enhance workforce capability. The HR Generalist fosters a workplace where employees feel respected, informed, supported, and engaged. This role contributes directly to safety culture, operational excellence, and continuous improvement. Employee Relations: Serve as a trusted point of contact for employee concerns, workplace issues, and policy questions. Conduct fair and thorough investigations while maintaining confidentiality, integrity, and respect. Promote a culture of trust and open communication Compliance: Ensure HR practices comply with federal, state, and local employment laws as well as company policies. Maintain audit ready documentation and support compliance reporting, safety requirements, and regulatory standards. Apply policies consistently to empower leaders and reinforce fairness across the workforce. Partner with supervisors and managers to support coaching, corrective action, attendance, and conflict resolution. Provide day-to-day HR guidance that empowers leaders and promotes consistent, transparent decision making. Reinforce expectations and company standards in a way that strengthens performance and collaboration. Talent Acquisition: Support recruiting activities for hourly and early career salaried roles, including job postings, screening, interview coordination, and selection. Collaborate with operations to ensure workforce plans align to staffing needs, shift coverage, and production schedules. Lead onboarding activities to ensure new hires feel welcomed, prepared, and connected to our culture from day one. HR Metrics: Maintain and analyze HR data including turnover, absenteeism, headcount, staffing, and employee relations metrics. Use insights to inform decision making, identify trends, and recommend practical solutions. Ensure accuracy and integrity in HRIS and timekeeping systems. Collaboration & Cross Functional Partnership Functional Partnership: Actively participate in Gemba walks at manufacturing sites to observe operations, engage with employees, and gather insights on workplace culture and employee needs, contributing to continuous improvement initiatives and fostering a collaborative environment. Collaborate with cross-functional teams to support World Class Manufacturing (WCM) initiatives by participating in training sessions, facilitating employee engagement, and promoting a culture of continuous improvement to enhance operational efficiency and workforce development. Work closely with Operations, EHS, Payroll, Finance, IT, and Corporate HR to support business needs. Participate in engagement activities, training efforts, and recognition programs that strengthen plant culture. Build strong relationships at all levels to reinforce collaboration and shared ownership of workforce goals. Manage competing priorities independently while recognizing when to escalate issues.
