Human Resources Generalist

Horton Holdings, Inc. 
Human Resources Generalist
Roseville, MN

DIMENSIONS

Reporting directly to the VP of Human Resources, this dynamic role offers the opportunity to engage in a wide range of impactful HR initiatives and projects, contributing to the overall success and growth of the company.

SUMMARY STATEMENT

As a key member of the HR team, the person in this role will work on a variety of functions including training administration, onboarding, safety, and performance management. This role will also engage in HR Generalist duties such as employee relations, policy design, communication of information on employee programs, and coordination of special events.

MAJOR AREAS OF ACCOUNTABILITY

1. Learning & Development

Lead the coordination of learning and development activities across Horton, including:

a. Administration of the Learning Management System (LMS), ensuring consistent practices and maintenance of a central repository of training content that is available and accessible by all employees.
b. Ensuring compliance with IATF, ISO, OSHA, and other required standards as related to training and training documentation.
c. Assessing training needs and securing necessary internal/external resources to meet those needs.
d. Collaborating with Subject Matter Experts across the organization to recommend, design, develop, deliver, evaluate, and maintain creative learning solutions, including but not limited to eLearning, video, classroom experiences, assessments, activities, job aids, and blended learning experiences.
e. Assisting leaders in the creation of development plans.
f. Developing and delivering training via Teams or in person.

2. Onboarding

Onboard new employees through the onboarding process, including:

a. Ensuring validation of pre-employment requirements.
b. Coordinating start dates and onboarding schedules with hiring managers.
c. Presenting new hire orientation.
d. Ensuring proper flow and comprehensive information is captured in HR systems (UKG, Cornerstone, etc.) related to new hire information and requirements.

3. Performance Management

Lead the performance management process, including:

a. Ensuring the annual process is administered across the global workforce as appropriate.
b. Providing communication and employee/manager training to support the process.
c. Coordinating with HR teammates to execute forms through the HRIS.

4. Safety Responsibilities

a. Administration of the VelocityEHS system to track incidents, pull data, and administer required OSHA reporting.
b. Preparing monthly safety metrics (TCIR) and presentations.
c. Active membership on the local safety committee.

5. Other Responsibilities

a. Employee offboarding, including exit interviews and return of company assets.
b. Leading the local internship program with events and presentations.
c. Maintaining current and accurate information on the Human Resources intranet page.
d. Providing support in other areas of HR and plant locations as needed.
e. Answering employee questions and providing employee relations support.
f. Participating in company committees and supporting events such as the Employee Events Committee and the United Way Campaign.
g. Performing other duties as necessary, including occasional backup support to the front desk.

EMPLOYMENT SELECTION CRITERIA

• Bachelor’s degree in Human Resources or equivalent, with 1–5 years of experience, including HRIS/LMS experience.
  Equivalent education equals 2 years of closely related experience for each year of education.

• HR certification preferred.

• Experience with UKG Pro HRIS and/or Cornerstone LMS preferred.

• Ability to travel to U.S. site locations on occasion.

COMMON PERFORMANCE STANDARDS

All employees are expected to interact with customers and co-workers in a positive and respectful manner and perform their duties safely and effectively. Additional standards may apply and are outlined in company publications such as the Horton Employee Manual, Quality Manual, Engineering Standards, company mission, cultural beliefs, and related documents.

EQUIPMENT USED

Laptop, networked software, HRIS, and standard office machines.

WORK ENVIRONMENT

Typical office environment.

PHYSICAL REQUIREMENTS

A. Strength and Movement:
Occasional lifting and handling of reports and small packages. Frequent use of computer and keyboard.

B. Sensory Ability:
Vision sufficient to read paper and computer screens. Hearing sufficient for in-person, phone, and Teams communication.

C. Communication:
Frequent verbal communication with employees and external parties, both in person and virtually.

D. Level of Exertion:
Very light; up to 10 pounds of force occasionally. Primarily sedentary work.

MENTAL REQUIREMENTS

A. Reading:
Ability to read and understand technical procedures and complex rules such as legal regulations and policies.

B. Writing:
Ability to write technical and persuasive communications to encourage employee participation.

C. Verbal Skills:
Ability to explain technical information, communicate one-on-one, and present to groups.

D. Math Skills:
Basic arithmetic.

E. Reasoning Ability:
Ability to solve problems through inquiry and research, interpret information, exercise independent judgment, and bring clarity to ambiguous situations.

DISCLAIMER

Some requirements in this job description may exclude individuals who pose a direct threat or significant risk to the health and safety of themselves or others. All requirements are subject to modification to reasonably accommodate individuals with disabilities.

Requirements represent minimum levels of knowledge, skills, and experience. This document does not create an employment contract, implied or otherwise, other than an “at-will” employment relationship. Management reserves the right to add or change duties at any time.
 

The estimated hiring range for this position is $60,000 - $85,000 per year plus bonus. Compensation will increase within the range based on experience and qualifications.

We Make it Easy

Founded in 1901, MRA is a nonprofit employer association that serves more than 4,000 employers, covering more than one million employees.

As one of the largest employer associations in the nation, MRA helps its member organizations thrive by offering the most comprehensive assortment of HR services, information, education, and resources to help build successful workplaces and a powerful workforce.

We partner with these companies working directly with their HR department and leadership to hire their talent. We are a direct line to the company, not an agency recruiter.