Human Resources Generalist

Summary 
 
Support HR functions, which include but are not limited to recruitment, staffing, personnel records, employee relations, compensation, benefits, training, and administration.  
 
Primary Responsibilities 
Data Input and Integrity:
    •Enter and maintain employee data, run reports on employee status, benefits,         and performance, and use 
     HRIS systems for scheduling and record-keeping 

Employee Relations and Conflict Resolution  
    • Act as a mediator to resolve interpersonal conflicts between employees or              between employees and management. 
    • Facilitate open communication to understand the root cause of issues and              propose fair solutions. 
   • Maintain a neutral and unbiased stance while ensuring compliance with                 company policies and Labor laws. 
   • Ensure employees understand and adhere to workplace policies, such as anti-       discrimination, harassment, and grievance policies. 
   • Conduct training or refreshers on company policies and conflict resolution             strategies. 
   • Investigate complaints or grievances thoroughly and document findings for            compliance purposes. 
  • Maintain confidentiality while handling sensitive employee relations issues.  

Recruitment and Onboarding 
  • Write and post job descriptions on job boards, company websites, and social          media. Proactively source candidates through platforms like LinkedIn or                  recruitment agencies. 
  • Review resumes, conduct initial phone screens, and coordinate interviews with      hiring managers. Use structured interview techniques to evaluate candidate            qualifications and cultural fit. 
  • Extend job offers, negotiate terms if necessary, and ensure proper                          documentation for employment agreements. 
  • Maintain regular communication with candidates throughout the hiring process      to provide updates and a positive candidate experience. 
  • Address candidate inquiries about the company, role expectations, and hiring        process. 
  • Ensure new hires complete required paperwork, such as tax forms,                        background checks, and employment eligibility verification (e.g., I-9s). 
  • Plan and deliver new hire orientations, introducing them to company culture,          policies, and processes. 
  • Coordinate initial training sessions or resources required for new employees to      succeed in their roles.

Training 
   • Schedule and organize training sessions (e.g., compliance, technical skills,           leadership development), workshops, or seminars, including logistics like               venue, materials, and invitations. 
   • Maintain records of employee training completion and certifications in the HR         system to ensure compliance. 
   • Assist in the creation or distribution of training materials, such as handouts,          presentations, or online learning modules. 
   • Gather feedback from employees about training programs to assess                       effectiveness and identify areas for improvement. 

Employee Engagement  
   • Support initiatives to improve employee morale.  
   • Assist in the creation, distribution, and analysis of employee engagement               surveys to gather feedback and measure satisfaction. 
   • Support the administration of employee recognition initiatives, such as awards       or celebrations, to boost morale. 
   • Assist in organizing team-building activities, workshops, or company events           that promote collaboration and a positive work culture. 

Compensation and Benefits Administration 
   • Update and maintaining records in HR systems related to employee                       compensation, benefits enrollment, and payroll. 
   • Assist employees with benefits enrollment, answering basic questions, and             processing changes during open enrollment or qualifying life events. 
   • Prepare or review payroll data, such as timekeeping records, and ensuring             accurate compensation delivery. 
  • File required documents and generating reports related to compensation and        benefits programs. 

Regulatory Requirements and Additional Responsibilities: 
   • Assist in maintaining and updating employee handbooks and HR policies to           ensure compliance with labor laws and regulations. 
  • Manage personnel files and ensuring proper documentation, such as I-9 forms,      certifications, and training records, is maintained and audit-ready. 
  • Schedule and track employee completion of mandatory compliance training,          such as harassment prevention or workplace safety. 
  • Assist in tracking updates to local, state, or federal employment laws and                ensuring HR practices align with legal requirements. 
 • Other duties as reasonably required within your skills and capabilities.                                                                            
Qualifications 
Education and Experience  
   • Bachelor’s degree in human resources, business, marketing, psychology,               communications or related field. 
   • 2-4 years of previous manufacturing experience required.  
   • Must be a US Person.

 Competency   
   • Communication 
   • Conflict Management 
   • Decision Making and Judgment 
   • Adaptability 
   • Integrity 
   • Business Acumen 
   • Critical Thinking 
   • Planning and Organizing 
   • Results Oriented 
   • Performance Management 
  
Technical Skills 
   • Recruitment & Talent Acquisition 
   • Compensation & Benefits 
   • Conflict Resolution & Mediation 
   • Employee Engagement & Retention 
   • Analytical Skills 
• Employee Relations 
• Stakeholder Management 
• HR Risk Identification and Proactive Mitigation  
 
Work Environment   
   Work environmental characteristics are representative of those an employee         encounters while performing the essential functions of this job at the position’s       offices or manufacturing floor.  Reasonable accommodation may be made to          enable individuals with disabilities to perform the essential functions.

With more than 120 operations and approximately 20,000 employees worldwide, Precision Castparts Corp. is the market leader in manufacturing large, complex structural investment castings, airfoil castings, forged components, aerostructures and highly engineered, critical fasteners for aerospace applications. In addition, we are the leading producer of airfoil castings for the industrial gas turbine market. We also manufacture extruded seamless pipe, fittings, and forgings for power generation and oil & gas applications; commercial and military airframe aerostructures; and metal alloys and other materials for the casting and forging industries. With such critical applications, we insist on quality and dependability – not just in the materials and products we make, but in the people we recruit.

PCC is relentless in its dedication to being a high-quality, low-cost and on-time producer; delivering the highest value to its customers while continually pursuing strategic, profitable growth.

In 2016, Berkshire Hathaway, led by Chairman and CEO Warren E. Buffett, acquired Precision Castparts Corp.