HR Pro's-

I'm beginning a search for an outstanding Human Resources Generalist to join my team at Lindquist Machine Co. (LMC) in Green Bay, WI.

This role is much more than traditional HR administration. I'm looking for someone who wants to help me intentionally build and strengthen our culture, elevate employee experience, and make a meaningful impact on our organization every day.

The ideal person is someone who:

·        Has a genuine passion for creating great employee experience

·        Loves recruiting and building relationships with candidates

·        Takes ownership and follows through on commitments

·        Enjoys balancing strategic people initiatives with hands-on HR work

·        Wants to be part of shaping an exceptional workplace culture

Key Responsibilities

The Human Resources Generalist is the owner of the employee experience at LMC, from the moment a candidate is identified through every milestone of their employment. This role is accountable for delivering a consistently proactive, high-touch, and well-managed experience across recruiting, pre-boarding, onboarding, benefits enrollment, leave management, workers' compensation, and employee engagement and relations. The HR Generalist also serves as a critical partner to the Controller in payroll processing, ensuring employees are paid accurately and on time. 

This role also serves as the owner and subject matter expert for LMC's HRIS platform, maintaining and optimizing its HR, payroll, applicant tracking, talent/performance management, learning management, benefits administration, and intranet modules, and manages workers' compensation claims and OSHA recordkeeping and reporting.

This is a high-trust, high-visibility role. The person in this seat is often an employee's first and most frequent point of contact with the company, and their actions directly shape how employees experience LMC. Success in this role requires urgency, ownership, sound judgment, and a genuine commitment to taking care of people, not simply directing them to a resource, but managing issues through to resolution.

Key Responsibilities

Recruiting & Talent Acquisition

• Manage full-cycle recruiting for requisitions: posting, sourcing, screening, scheduling, and coordinating with hiring managers.

• Conduct structured phone screens and interviews and provide hiring managers with clear, timely candidate recommendations.

• Keep candidates informed at every stage of the process; no candidate should be left wondering where they stand.

Pre-boarding & Onboarding

• Own the candidate and new-hire experience from offer acceptance through the first 90 days, ensuring every step is proactive rather than reactive.

• Prepare and send offer letters (verbal & in writing), new-hire paperwork, and benefits information with accuracy and a personal touch.

• Coordinate technology, workspace, and access setup with IT and facilities ahead of the new hire's start date.

• Facilitate orientation and the first-week experience so new employees feel welcomed, informed, and set up to succeed.

Benefits Enrollment & Administration

• Personally walk every employee through benefit elections (medical, dental, life/disability, 401(k)) explaining coverage, cost, and carrier information in plain language.

• Process enrollments, changes, and qualifying life events accurately and within carrier deadlines.

• Serve as the employee's advocate with carriers and brokers, resolving claims and coverage issues on the employee's behalf.

• Lead annual open enrollment communications, administration and meetings.

Leave Management

• Own the end-to-end leave process (FMLA, STD/LTD, personal, and other leave types), including eligibility determination, paperwork, carrier coordination, and return-to-work planning.

• Proactively manage each leave claim on the employee's behalf staying engaged with the carrier, tracking status, and keeping the employee and their manager informed.

• Maintain accurate leave tracking and ensure compliance with applicable federal, state, and company leave policies.

Employee Engagement & Relations

• Serve as a trusted, responsive point of contact for employee questions and concerns, and resolve issues with care and follow-through.

• Support and help shape engagement initiatives, recognition programs, and culture-building activities.

• Partner with leaders on employee relations matters, including documentation, coaching support, and conflict resolution, escalating appropriately.

Payroll Support

• Partner closely with the Controller on bi-weekly payroll processing, including timekeeping review, new hire and termination entries, deductions, and garnishments.

• Audit payroll data for accuracy before submission and proactively flag and resolve discrepancies.

• Maintain accurate, well-organized employee records in support of payroll and compliance requirements.

HRIS Ownership & Systems Administration

• Serve as the primary owner and subject matter expert (SME) for LMC's HRIS platform, including the HR core, Payroll, Applicant Tracking/Recruiting, Talent/Performance Management, Learning Management, Benefits Administration, and Intranet modules.

• Configure, test, and maintain system workflows, approval chains, security roles, and integrations (including with Epicor and payroll processing) to ensure data flows accurately across modules.

• Own data integrity across the HRIS, auditing records regularly and correcting discrepancies before they affect payroll, benefits, or reporting.

• Maintain and update content on the HR intranet page, keeping policies, forms, announcements, and resources current and easy to find.

• Build and maintain standard and ad hoc reports and dashboards for HR, payroll, and leadership; troubleshoot system issues and serve as the point of contact with the HRIS vendor.

• Train managers and employees on HRIS self-service functionality, and lead or support system upgrades, module rollouts, and process improvements.

Workers' Compensation & OSHA Compliance

• Manage the workers' compensation process end-to-end, including incident intake, claim filing with the carrier, light-duty/return-to-work coordination, and follow-through to claim resolution.

• Partner with plant/operations leaders and the carrier on incident investigations, ensuring timely reporting and appropriate corrective action.

• Maintain OSHA 300/300A/301 logs and recordkeeping, and ensure accurate and timely OSHA reporting, including annual electronic submission requirements.

• Track injury/illness trends and support safety initiatives aimed at reducing recordable incidents and claim costs.

What Success Looks Like

• Employees consistently describe their experience with HR as responsive, caring, and well-managed; not transactional.
• Issues (benefits, leave, payroll) are owned and resolved by this role, not deflected to a phone number or a generic resource.
• Deadlines, enrollments, and payroll inputs are handled with urgency and accuracy, with no last-minute surprises.
• Mistakes are caught, disclosed early, and corrected with a plan to prevent recurrence.
• The HRIS is trusted as a single source of truth, with clean data, current content, and modules that are fully utilized rather than underused.

Qualifications

• 3–5+ years of progressive HR generalist experience, ideally including benefits, leave administration, recruiting, and payroll support.
• A Human Resource degree with certification (SHRM-CP or PHR) preferred.
• Working knowledge of FMLA, ADA, COBRA, and other employment-related compliance requirements.
• Demonstrated experience owning or administering an HRIS (ADP Workforce Now preferred), including configuration, reporting, and cross-module data integrity, ideally spanning payroll, ATS/recruiting, talent/performance, learning management, and benefits administration modules.
• Working knowledge of workers' compensation claims management and OSHA recordkeeping and reporting requirements.
• Exceptional customer service orientation, with a demonstrated ability to manage sensitive issues with empathy and discretion.
• Strong organizational skills and high attention to detail, particularly with payroll and benefits data.

Core Competencies Required

• Ownership- treats everything in their span of care as their responsibility, start to finish.
• Urgency- responds and acts promptly; does not let issues sit.
• Accountability- owns mistakes directly and corrects course without prompting
• Service Mindset- manages problems on the employee's behalf rather than redirecting them elsewhere.