Human Resources Generalist I

Core Hours: Monday - Friday, 8:00 am - 5:00 pm

Purpose and Scope

Under general supervision, the HR Generalist I performs duties related to Human Resources functions at the professional level and carries out responsibilities in some or all of the following functional areas: organizational development, overseeing the full recruitment lifecycle for designated Operations positions, policy interpretation and administration, training, employee relations, compensation and benefits administration and optimizing the HR information System (HRIS). This position will focus on identifying opportunities for process improvements and enhancing the overall HR experience.

Essential Duties & Responsibilities

• Provide guidance and support to Management team and employees in Operations departments to positively impact retention, morale, productivity, employee relations and work-life balance.
• Interpret and provide basic policy and procedure explanation to both employees and management.

• Serve as initial point of contact for resolution of issues / questions related to Human Resources, providing answers and/or seeking input from senior-level HR staff members to obtain necessary information.
• Assist with management of the recruiting process for Operations department(s), including posting job openings, reviewing applicant qualifications, coordinating the interview process, facilitating the candidate selection discussion and presenting offer to candidate.
• Collaborate with Organizational Talent and Development (OTD) to develop and implement effective sourcing strategies to attract top talent.
• In collaboration with other members of the HR team, analyze current HRIS workflows and identify inefficiencies in process (e.g. recruitment, onboarding, etc.) and automate where possible to reduce manual data entry and increase efficiency.
• Track and report recruitment metrics (i.e. time to fill, cost per hire, candidate quality, source tracking, etc.)
• Generate HR reports, including headcount tracking, turnover and other relevant metrics to support Operations teams.
• Provide response to employee relations issues such as employee complaints, harassment allegations, conflict in the workplace, etc. involving senior-level HR staff members as necessary.

• Communicate with employees in resolving basic conflicts or employee relations issues, and act as a mediator in facilitating resolution.
• Provide feedback and assistance with performance appraisal process for employees in assigned department(s), ensuring consistency and accuracy.
• Participate in the development/review of job descriptions.

• Complete exit interview discussions with departing manufacturing employees.
• Provide input and guidance as necessary to junior-level HR employees related to company policies and procedures, employment law, etc.
• Facilitate and/or provide training (may include onboarding activities, training on HR topics, etc.) to employees.
• Participate in regular meetings with management team members of assigned department(s) to ensure alignment and awareness of developments that may impact employees.

• Support recruiting efforts at on-site and off-site recruitment events including job fairs, college recruiting fairs, etc.
• Assist in the development and implementation of human resources policies in order to satisfy legal requirements.
• Respond to Requests for Separation Information for unemployment claims and participate in hearings as appropriate.
• Maintain professional and technical knowledge by attending educational workshops and seminars, reviewing professional publications and participating in professional organizations.
• Participate in and support HR departmental initiatives, including wellness programs, planning company events, employee recognition programs, employee activities, etc.

• Assist in administration of compensation programs, including explaining market data and merit information to employees, etc.
• Perform various other duties as assigned.

Knowledge, Skills & Abilities

• Strong understanding of recruitment processes and best practices.
• Proficiency in HRIS systems and data management.
• Ability to analyze system data and generate actionable insight for HR decision-making.

• Thorough knowledge of state and federal employment laws and benefits regulations.

• Excellent skills in effective oral and written communication.

• Excellent computer skills (MS Office, Excel, Word, etc.).

• Ability to demonstrate an appropriate balance between Company and employee advocacy in dealings with internal and external customers.
• Ability to interact with all levels of employees within the company.
• Ability to plan, organize and prioritize work effectively.
• Ability to maintain confidential information and maintain a mature and discrete attitude.

Core Values

• The HR Generalist I is expected to operate within the framework of Tolmar's Core Values:




• Center on People: We commit to support the well-being of our patients. We are committed to treating our employees and those we serve as valued partners. By placing people at the heart of our actions, we actively engage, invigorate, acquire knowledge, and grow together.
• Are Proactive & Agile: We embody a culture of engagement and action. With a hands-on approach, we fearlessly adapt to change. We anticipate, respond swiftly and efficiently to ignite a spirit that propels us towards extraordinary outcomes.
• Act Ethically: We are committed to consistently conducting our business in an ethical, compliant, and socially aware manner, in line with our purpose of positively impacting lives. We actively cultivate diversity, equity, inclusion & sustainability in our workplace.
• Constantly Improve: We are committed to a collaborative & proactive effort to improve our products, systems, processes, and services by reducing waste, increasing efficiency & improving quality.
• Are Accountable: We think, act, and communicate with honesty, transparency, and clarity in alignment with our core values. We don't compromise our values for near term gain. We take accountability & ownership of our work, actions, successes, and setbacks. We strive to deliver our best as we shape the future.

Education & Experience

• Bachelor's degree, preferably in Human Resources.
• Professional Human Resources certification (PHR and/or SHRM-CP) preferred.
• Two or more years of experience in Human Resources.
• Previous focus in recruitment and/or HRIS optimization preferred.
• Strong background in talent acquisition with the ability to source, screen and onboard candidates effectively
• Experience with Business Intelligence (BI) reporting preferred.

Working Conditions

• Working conditions are normal for an office environment.
• This position is primarily on-site in Fort Collins and Windsor facilities, with the potential for a limited hybrid work arrangement.

Compensation and Benefits

• Annual Pay Range: $70,000 - $75,000
• Benefits information: https://www.tolmar.com/careers/employee-benefits

Tolmar compensation programs are focused on equitable, fair pay practices including market-based base pay and a strong benefits package. The final compensation offered may vary from the posted range based on the selected candidates qualifications and experience.

Tolmar is an Equal Opportunity Employer. We do not discriminate on the basis age 40 and over, color, disability, gender identity, genetic information, military or veteran status, national origin, race, religion, sex, sexual orientation or any other applicable status protected by state or local law. It is our intention that all qualified applicants be given equal opportunity and that selection decisions are based on job-related factors.