HR Generalist 2

KEY RESPONSIBILITIES

The HR Generalist II position will be primarily responsible for supporting the production operations client group, as well as contributing to and executing local and Corporate HR practices and initiatives that will achieve overall business goals in a broad array of HR functions leading hourly: staffing, employee relations, performance management, compensation, compliance, and safety. Supporting HRIS, leaves of absence, payroll, benefits, and other general administration. This is a multi-site opportunity with three manufacturing facilities in Milwaukee, WI.

The position is broad in scope and the successful incumbent will be energized in a hands-on role that is highly productive and able to handle a variety of tasks.  A customer-centric mindset with the objective of providing excellent customer experience is vital. Integrity, neutrality, and trust, along with HR knowledge and expertise are essential for credibility.

ESSENTIAL RESPONSIBILITIES

• Build positive, meaningful relationships with management and associates within assigned client groups to act as a vital resource and trusted advisor.
• Coach and counsel management and employees in the interpretation and application of HR and organizational policies and procedures, assuring fairness and consistency.
• Maintain associate data in various HR systems (with a high level of accuracy and integrity) to include personnel transactions such as hires, promotions, terminations, and associate data for government and internal reporting.
• Administer and manage all aspects of employee leaves of absences relative to FMLA, ADA, worker’s compensation, etc.
• Responsible for general HR administrative and transactional tasks as required to include employee personnel files and records; employee and visitor badge program; and hospitality for training events and meetings.
• Manage and lead all processes associated with the onboarding process for all open hourly recruitment and lead and/or support professional hiring when needed.
• Manage the off-boarding process to include conducting exit interviews for hourly (and some salaried) employees, preparing separation documents, and executing required termination actions.
• Lead annual Open Enrollment and ongoing wellness initiatives, including related communication sessions and advising employees regarding eligibility and coverage for health and benefit programs.
• Participate in ongoing Talent Management processes for hourly employees such as Performance Review, and timely completion of performance review documents and calibration meetings. Partner with management on recommended wage increases that are in line with internal equity as well as local market data.
• Support policies, programs, and culture-building initiatives to drive deeper employee engagement. This includes follow-through actions from the annual Employee Engagement Survey. Manage the Volunteer Paid Hours program and actively participate in the Community Engagement Committee.
• Participate in developing and maintaining a competitive wage and salary structure for hourly employees, to include developing robust job descriptions, completing local wage and salary surveys, and analyzing internal and external market data.
• Assist with leading HR compliance efforts that meet corporate policy as well as state and federal regulations.

PROFESSIONAL EXPERIENCE/QUALIFICATIONS

• Demonstrated knowledge and expertise of core Human Resources functions and a level of business acumen that complements the HR knowledge, skills, and capabilities.
• Demonstrated knowledge of and ability to interpret and apply federal and state laws regarding employment practices.
• Strong interpersonal and conflict management skills fostering teamwork and collaboration and develops high quality working relationships to influence, gain support, and achieve results.
• Highly productive with a strong sense of urgency and orientation to details, accuracy, and excellent outcomes. Result-oriented with a demonstrated ability to effectively manage time and multiple priorities.
• Demonstrated continuous improvement mindset and an advocate for change. Exposure to lean manufacturing principles is a plus.
• Demonstrated flexibility and willingness to adapt to internal processes and change, delays, or unexpected events. Responds to adversity or restrictions of the organization with resilience and tenacity.
• Strong work ethic, self-directed and self-motivated. Models’ professionalism, passion, and initiative with projects and tasks.
• Demonstrated problem solving and critical thinking skills, including the ability to collect data, establish facts and draw valid conclusions where limited standardization or information exists.

EDUCATION AND EXPERIENCE REQUIREMENTS

• Bachelor’s degree is required, preferably with a concentration in Human Resources and a demonstrated expertise in multiple HR functional areas. Evidence of ongoing professional development and/or professional certification (e.g., SHRM-CP, PHR) is desired.
• 2 or more years of Generalist Human Resources experience in a fast-paced manufacturing production environment is required.
• Experience with Workday HRIS, Dayforce payroll including time and attendance, or Kronos Workforce Ready time and attendance system strongly preferred.

Benefits

• Medical, Dental, Vision and Prescription Drug Coverage
• Spending accounts (HSA, Health Care FSA and Dependent Care FSA)
• Paid Time Off and Holidays
• 401k Retirement Plan with Matching Employer Contributions
• Life and Accidental Death & Dismemberment (AD&D) Insurance
• Paid Leaves
• Tuition Assistance

About Regal Rexnord

Regal Rexnord is a publicly held global industrial manufacturer with 30,000 associates around the world who help create a better tomorrow by providing sustainable solutions that power, transmit and control motion. The Company’s electric motors and air moving subsystems provide the power to create motion. A portfolio of highly engineered power transmission components and subsystems efficiently transmits motion to power industrial applications. The Company’s automation offering, comprised of controls, actuators, drives, and precision motors, controls motion in applications ranging from factory automation to precision control in surgical tools.

The Company’s end markets benefit from meaningful secular demand tailwinds, and include factory automation, food & beverage, aerospace, medical, data center, warehouse, alternative energy, residential and commercial buildings, general industrial, construction, metals and mining, and agriculture.

Regal Rexnord is comprised of three operating segments: Industrial Powertrain Solutions, Power Efficiency Solutions, and Automation & Motion Control. Regal Rexnord has offices and manufacturing, sales and service facilities worldwide. For more information, including a copy of our Sustainability Report, visit RegalRexnord.com.

Equal Employment Opportunity Statement

Regal Rexnord is an Equal Opportunity and Affirmative Action Employer. All qualified applicants will receive consideration for employment without regard to race, color, religion, sex/gender, sexual orientation, gender identity, pregnancy, age, ancestry, national origin, genetic information, marital status, citizenship status (unless required by the applicable law or government contract), disability or protected veteran status or any other status or characteristic protected by law. Regal Rexnord is committed to a diverse and inclusive workforce. We are committed to building a team that represents diverse and inclusive backgrounds, perspectives, and skills.  If you’d like to view a copy of the company’s affirmative action plan for protected veterans/individuals with disabilities or policy statement, please email [email protected]. If you have a disability and you believe you need a reasonable accommodation in order to search for a job opening or to submit an online application, please e-mail [email protected].

Equal Employment Opportunity Posters


Notification to Agencies: Please note that Regal Rexnord Corporation and its affiliates and subsidiaries ("Regal Rexnord") do not accept unsolicited resumes or calls from third-party recruiters or employment agencies. In the absence of a signed Master Service Agreement or similar contract and approval from HR to submit resumes for a specific requisition, Regal Rexnord will not consider or approve payment to any third-parties for hires made.