Sr Human Resources Generalist

Department: Human Resources

Reports to: Vice President of Human Resources

Location: Onsite 2-3 days a weekFLSA status: ExemptKey responsibilitiesHR Business Partner – Distribution CenterServe as the primary HR contact for DC leadership, supervisors and hourly associates across all shifts. Advise managers on employee relations issues; conduct thorough, timely investigations and recommend fair resolutions. Coach leaders on performance management, progressive discipline, documentation and terminations. Partner with operations on workforce planning, staffing levels, turnover and retention strategies for a high-volume hourly workforce. Interpret and consistently apply company policies, and ensure compliance with federal, state and local employment laws (FLSA, FMLA, ADA, EEO, OSHA).Track and analyze HR metrics such as turnover, absenteeism and headcount, and turn the data into practical recommendations. Support associate engagement, recognition and communication efforts, including town halls and stay interviews. Lead or support leave of absence, accommodation and workers’ compensation cases in partnership with Safety and Benefits. Drive the DC’s annual cycles: performance reviews, merit and market adjustments, and talent reviews. Identify training needs and deliver or coordinate supervisor development on topics like effective feedback and HR basics. Conduct exit interviews, and share trends with leadership. Exempt-level recruiting Own full-cycle recruiting for salaried and exempt roles company-wide, from intake meeting through accepted offer. Partner with hiring managers to define role requirements, build interview plans and set realistic timelines. Write and post job descriptions; source candidates through job boards, LinkedIn, referrals and networking. Screen candidates, coordinate interviews and guide hiring teams on structured, consistent selection. Prepare and extend offers in line with compensation guidelines, and negotiate as needed. Track recruiting metrics (time-to-fill, source of hire, offer acceptance rate) and look for ways to improve. Deliver a professional, timely candidate experience that reflects well on DFS.Build a pipeline of talent for hard-to-fill and recurring exempt positions. New-hire onboarding Own the onboarding program for new hires from accepted offer through the first 90 days. Lead new-hire orientation on company policies, benefits enrollment and culture, and coordinate required safety training with the Safety team. Partner with hiring managers on 30-, 60- and 90-day plans for exempt hires, and pair new hires with onboarding buddies. Hold 30-, 60- and 90-day check-ins with new hires to catch early issues and support retention. Track onboarding completion and early turnover, and use the findings to improve the program.

Qualifications: RequiredBachelor’s degree in Human Resources, Business Administration or a related field, or equivalent experience.5+ years of progressive HR generalist experience, including at least 2 years supporting a distribution, warehouse, manufacturing or other operations environment.2+ years of full-cycle recruiting experience, including salaried or exempt-level positions. Solid working knowledge of federal and state employment laws and HR best practices. Proven ability to handle employee relations investigations with sound judgment and discretion. Experience with an HRIS; proficient in Microsoft Excel, Word and Outlook.