Bilingual HR Generalist

• Support and continuously improve performance management programs and processes.
• Partner with managers to establish performance expectations, measurable goals, and employee development plans.
• Guide leadership through performance review cycles, evaluations, goal-setting, and talent assessments.
• Coach managers on performance conversations, employee feedback, corrective action, and professional development.
• Identify performance trends and recommend strategies to improve individual and organizational effectiveness.
• Help ensure performance management practices are consistent, fair, and compliant.
• Support leadership development initiatives and provide managers with guidance on effective coaching and employee development strategies.

• Coordinate, develop, and facilitate employee training programs, leadership development initiatives, and compliance training.
• Conduct training needs assessments to identify organizational and departmental skill gaps.
• Support and enhance new-hire orientation and onboarding programs.
• Partner with leadership on career development and succession-planning initiatives.
• Track training participation, completion, and effectiveness.
• Recommend learning and development strategies designed to improve employee capability, engagement, and retention.

• Oversee and support full-cycle recruiting efforts, including workforce planning, sourcing, screening, interviewing, candidate selection, and onboarding.
• Partner with hiring managers to identify staffing needs and develop effective recruiting strategies.
• Conduct behavioral and competency-based interviews and provide hiring recommendations.
• Develop talent pipelines for current and future workforce needs.
• Build relationships with colleges, universities, trade schools, technical programs, professional organizations, and other community partners.
• Participate in career fairs, recruiting events, networking opportunities, and industry-related functions.
• Assist with internship, apprenticeship, and early-career development programs.
• Monitor recruiting metrics such as time-to-fill, quality of hire, and turnover trends to help improve hiring outcomes.

• Serve as a trusted Human Resources resource for employees and managers.
• Provide guidance regarding employee relations, workplace concerns, conflict resolution, performance issues, and policy interpretation.
• Conduct prompt, thorough, professional, and confidential workplace investigations.
• Assist managers with coaching, counseling, corrective action, and performance improvement plans.
• Support employee engagement, recognition, retention, and workplace culture initiatives.
• Partner with leadership on workforce planning, organizational development, succession planning, and talent-management initiatives.
• Support organizational change and other HR initiatives designed to improve business performance.

• Assist with the administration of employee compensation and benefits programs.
• Support salary benchmarking, market analysis, and compensation review processes.
• Maintain accurate employee records, personnel documentation, and HRIS information.
• Prepare Human Resources reports and analyze workforce data to support business decisions.
• Participate in HR technology implementations and process-improvement initiatives.
• Monitor HR metrics and key performance indicators to identify trends and opportunities for improvement.
• Support the development of HR team members and contribute to overall departmental effectiveness.

• Help maintain compliance with applicable federal, state, and local employment laws and regulations.
• Support compliance involving areas such as FLSA, FMLA, ADA, EEOC, OSHA, COBRA, HIPAA, and other applicable requirements.
• Assist with the development, implementation, and periodic review of HR policies and procedures.
• Support HR audits involving personnel files, I-9 documentation, payroll practices, and other compliance-related processes.
• Maintain a high level of confidentiality and professional judgment when handling sensitive employee information.

• Bilingual in English and Spanish is required.
• Minimum of 5 years of progressive Human Resources experience  with demonstrated responsibility across multiple HR disciplines.
• Bachelor's degree in Human Resources, Business Administration, Organizational Development, or a related field preferred.
• An equivalent combination of education and progressive Human Resources experience may be considered in lieu of a degree.
• Experience working within a  manufacturing, construction, engineering, industrial, or similarly fast-paced environment  preferred.
• Strong working knowledge of employment laws, HR best practices, and employee relations processes.
• Experience supporting performance management, employee development, and talent acquisition initiatives.
• Experience with HR analytics, workforce planning, and organizational development.
• Knowledge of compensation analysis and benefits administration.
• Experience facilitating employee training programs and leadership development initiatives.
• Strong conflict-resolution, problem-solving, and decision-making abilities.
• Excellent verbal, written, and interpersonal communication skills.
• Ability to effectively manage multiple priorities in a fast-paced and evolving environment.
• Proficiency with Microsoft Office Suite and Human Resources Information Systems (HRIS).
• Ability to maintain confidentiality and exercise sound professional judgment.
• SHRM-CP, SHRM-SCP, PHR, or SPHR certification preferred
•