Senior Human Resources Generalist

AP Professionals
April 15, 2024
Job Type
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AP Professionals is partnering with a local manufacturing company in search of a Senior HR Generalist. The Senior Human Resources Generalist assumes the responsibility of executing HR-related tasks at a professional level, collaborating closely with the HR team to support various departments such as Sales, Engineering, Operations, and Administration. Key responsibilities encompass recruitment, performance management, policy and procedure development, employee relations, and ensuring compliance with employment laws. Additionally, this role entails overseeing the organization's HRMS system and managing learning and development programs.


  • Develop and execute the organization’s recruitment and retention plan according to industry standards and organizational needs.
  • Collaborate with hiring managers to create job descriptions and position-specific phone screening interview questions.
  • Conduct phone screenings with selected applicants and advise hiring managers on next steps.
  • Participate in interviews alongside hiring managers and selected interview teams.
  • Assist in the offer process by recommending salary ranges, incentives, start dates, and other relevant details in collaboration with the hiring manager and HR Director.
  • Ensure compliance with federal, state, and local employment laws, as well as company policies.
  • Manage and maintain the Applicant Tracking System for effective recruitment.
  • Contribute to the development and delivery of established recruitment metrics.
  • Organize and attend recruitment events such as job fairs and career days.
  • Develop and deliver interview training for hiring managers and provide ongoing support.
  • Source passive candidates for challenging positions and maintain a talent pool for future opportunities.
  • Develop and manage an intern/co-op program in partnership with hiring managers and universities.
  • Stay updated on talent acquisition best practices and trends, providing recommendations accordingly.
  • Deliver an Organizational Overview as part of the New Hire Orientation.
  • Provide backup for department-specific overviews during New Hire Orientation.
  • Administer the Performance Management process following organizational policies.
  • Develop and maintain a performance management timeline, ensuring timely communication and adherence to deadlines.
  • Manage the performance management tool, covering goal management, competency management, and performance appraisal forms.
  • Conduct mid-year and annual performance management training for managers and employees.
  • Provide goal management training for new supervisors and annual training for all supervisors.
  • Review mid-year and annual performance appraisals, identifying performance and legal issues and summarizing them for the HR Director.
  • Develop policies and procedures as requested by the HR Director.
  • Maintain, review, update, and distribute the Employee Handbook.
  • Monitor laws and regulations affecting organizational policies, practices, and procedures.
  • Manage updates to the US HQ handbook as necessary.
  • Maintain electronic personnel records as required.
  • Conduct an annual training and development needs assessment.
  • Develop training and development programs and objectives.
  • Maintain and administer the Learning Management System (LMS).
  • Manage external vendor selection, contacts, and scheduling when necessary.
  • Monitor departmental budget spending.
  • Develop effective training materials using various media.
  • Train and coach managers, supervisors, and others involved in employee development.
  • Maintain organizational communications regarding training and development events and resources.
  • Conduct follow-up studies to evaluate completed training and measure results.
  • Ensure employees complete required training within established timeframes.
  • Oversee and maintain the organization’s internal Human Resources Management System.
  • Provide technical support and guidance to employees.
  • Collaborate with leadership to identify and implement improvements to the HRMS.
  • Manage permissions, access, and system operations for users.
  • Ensure compliance with data security and privacy requirements and accuracy of personnel information.
  • Stay informed about trends and developments in data management, HR technology, and HRMS applications.
  • Advise and educate employees on company policies, personnel policies, and organizational benefits.
  • Perform other duties as assigned.


  • A bachelor’s degree in human resources management or business administration is preferred.


  • 5-8 years of experience as a Human Resources Generalist. Equivalent combinations of education and experience will be considered.
  • Extensive hands-on experience with ATS and HRIS Systems.

Knowledge, Skills, Abilities, and Other Characteristics

  • Advanced proficiency in Microsoft Office suite.
  • Demonstrated initiative as a self-starter with a track record of delving deep, identifying root causes, and implementing business improvements.
  • Exceptional verbal and written communication abilities.
  • Outstanding interpersonal skills and adeptness in providing technical support.
  • Exemplary organizational skills coupled with meticulous attention to detail.
  • Familiarity with human resource policies and procedures.
  • Robust analytical and problem-solving capabilities, employing a data-driven approach to decision-making.
  • Collaborative team player.
  • Commitment to maintaining confidentiality of information.
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