HR Generalist

The HR Generalist provides hands-on human resources support for TLD’s – operations and serves as a dependable resource for employees, leaders, and the HR team.

The role owns the logistics and day-to-day execution of weekly new-hire orientation, supports recruiting and onboarding, maintains accurate employee records and HRIS data, assists with employee relations, leave administration, and helps ensure consistent application of company policies and HR procedures.

The HR Generalist handles sensitive information with sound judgment, follows through on commitments, and escalates matters appropriately.

New-Hire Orientation and Onboarding

• Own the weekly new-hire orientation schedule and logistics for operations, including confirming facilitators, presentation times, room readiness, technology, materials, meals or refreshments, and required site access.
• Prepare complete new-hire packets and welcome materials in advance of each orientation and verify that all required documents, presentations, forms, and supplies are current and available.
• Communicate the orientation agenda, arrival time, location, expectations, and facilitator assignments to new hires and internal partners.
• Facilitate assigned HR portions of orientation and coordinate participation by Safety, Operations, Maintenance, Accounting, and other departments.
• Track completion of onboarding forms, required training, acknowledgments, licenses, certifications, and other pre-employment or post-hire requirements; promptly follow up on missing items.
• Coordinate with hiring managers to ensure new employees have an organized first-day experience and appropriate post-orientation handoff.

Recruiting and Employment Support

• Support recruiting activities for assigned hourly and professional positions, including posting jobs, reviewing applications, scheduling interviews, communicating with candidates, and coordinating pre-employment requirements.
• Prepare offer and onboarding documentation after required approvals are obtained and ensure hiring activity follows established authorization and documentation processes.
• Maintain timely, professional communication with candidates, hiring managers, temporary staffing partners, and other recruiting resources.
• Assist with employee changes, transfers, promotions, status changes, and separations, ensuring documentation is complete, accurate, approved, and submitted on time.

Employee Relations and HR Support

• Serve as an accessible first point of contact for routine employee questions regarding policies, procedures, benefits resources, payroll processes, timekeeping, and workplace expectations.
• Support the HR Manager with employee relations matters, fact-finding, interviews, documentation, performance management, and follow-up actions; immediately escalate allegations involving harassment, discrimination, retaliation, safety, wage and hour concerns, threats, or other significant risk.
• Coach employees and supervisors on routine HR processes while avoiding commitments or interpretations outside the role’s authority.
• Prepare clear, objective, and timely HR correspondence, meeting notes, corrective-action documents, and employee communications for review as required.
• Promote professional, respectful, and consistent treatment of employees while balancing employee needs with operational and business requirements.

HR Operations, Records, and Compliance

• Enter and maintain accurate employee information in Paylocity and other HR systems; perform routine audits and resolve discrepancies promptly.
• Maintain organized and confidential personnel, medical, investigation, training, and other HR records in accordance with company retention and access requirements.
• Assist with attendance administration, timecard or missed-punch documentation, reporting, and follow-up in coordination with Payroll and operational leaders.
• Support benefit enrollment and employee questions by providing approved information and routing complex matters to the appropriate internal or external resource.
• Provide administrative coordination for leave and accommodation processes as assigned; promptly refer potential FMLA, ADA, workers’ compensation, military leave, or other protected-leave matters to the designated process owner and do not independently approve, deny, or promise leave or accommodation outcomes.
• Assist with HR audits, reporting, training records, policy acknowledgments, job descriptions, HR projects, employee engagement activities, and continuous-improvement initiatives.
• Monitor assigned deadlines and work queues, communicate risks early, and provide status updates without prompting.
• Maintain confidentiality and exercise discretion when handling employee information, investigations, medical information, compensation data, and business matters.
• Perform other duties and projects as assigned.