The HR Generalist provides hands-on human resources support for TLD’s - operations and serves as a dependable resource for employees, leaders, and the HR team. The role owns the logistics and day-to-day execution of weekly new-hire orientation, supports recruiting and onboarding, maintains accurate employee records and HRIS data, assists with employee relations, leave administration, and helps ensure consistent application of company policies and HR procedures. The HR Generalist handles sensitive information with sound judgment, follows through on commitments, and escalates matters appropriately.

Essential Functions:

New-Hire Orientation and Onboarding

• Own the weekly new-hire orientation schedule and logistics for operations, including confirming facilitators, presentation times, room readiness, technology, materials, meals or refreshments, and required site access.
• Prepare complete new-hire packets and welcome materials in advance of each orientation and verify that all required documents, presentations, forms, and supplies are current and available.
• Communicate the orientation agenda, arrival time, location, expectations, and facilitator assignments to new hires and internal partners.
• Facilitate assigned HR portions of orientation and coordinate participation by Safety, Operations, Maintenance, Accounting, and other departments.
• Track completion of onboarding forms, required training, acknowledgments, licenses, certifications, and other pre-employment or post-hire requirements; promptly follow up on missing items.
• Coordinate with hiring managers to ensure new employees have an organized first-day experience and appropriate post-orientation handoff.

Recruiting and Employment Support

• Support recruiting activities for assigned hourly and professional positions, including posting jobs, reviewing applications, scheduling interviews, communicating with candidates, and coordinating pre-employment requirements.
• Prepare offer and onboarding documentation after required approvals are obtained and ensure hiring activity follows established authorization and documentation processes.
• Maintain timely, professional communication with candidates, hiring managers, temporary staffing partners, and other recruiting resources.
• Assist with employee changes, transfers, promotions, status changes, and separations, ensuring documentation is complete, accurate, approved, and submitted on time.

Employee Relations and HR Support

• Serve as an accessible first point of contact for routine employee questions regarding policies, procedures, benefits resources, payroll processes, timekeeping, and workplace expectations.
• Support the HR Manager with employee relations matters, fact-finding, interviews, documentation, performance management, and follow-up actions; immediately escalate allegations involving harassment, discrimination, retaliation, safety, wage and hour concerns, threats, or other significant risk.
• Coach employees and supervisors on routine HR processes while avoiding commitments or interpretations outside the role’s authority.
• Prepare clear, objective, and timely HR correspondence, meeting notes, corrective-action documents, and employee communications for review as required.
• Promote professional, respectful, and consistent treatment of employees while balancing employee needs with operational and business requirements.

HR Operations, Records, and Compliance

• Enter and maintain accurate employee information in Paylocity and other HR systems; perform routine audits and resolve discrepancies promptly.
• Maintain organized and confidential personnel, medical, investigation, training, and other HR records in accordance with company retention and access requirements.
• Assist with attendance administration, timecard or missed-punch documentation, reporting, and follow-up in coordination with Payroll and operational leaders.
• Support benefit enrollment and employee questions by providing approved information and routing complex matters to the appropriate internal or external resource.
• Provide administrative coordination for leave and accommodation processes as assigned; promptly refer potential FMLA, ADA, workers’ compensation, military leave, or other protected-leave matters to the designated process owner and do not independently approve, deny, or promise leave or accommodation outcomes.
• Assist with HR audits, reporting, training records, policy acknowledgments, job descriptions, HR projects, employee engagement activities, and continuous-improvement initiatives.
• Monitor assigned deadlines and work queues, communicate risks early, and provide status updates without prompting.
• Maintain confidentiality and exercise discretion when handling employee information, investigations, medical information, compensation data, and business matters.
• Perform other duties and projects as assigned.

Attendance and Work Environment

Regular, reliable, and punctual attendance is an essential function of this position. The employee must be available to support scheduled new-hire orientations and operational needs, which may occasionally require an adjusted start time or work outside the employee’s normal schedule. This is primarily an on-site office role with regular interaction in warehouse, transportation, and operational environments.

Physical Requirements

The employee must be able to perform the essential functions of the position, with or without reasonable accommodation. The role routinely requires use of a computer and telephone; communication with employees and leaders; movement between office, meeting, and operational areas; and occasional lifting or carrying materials and supplies weighing up to 20 pounds.

Equal Employment Opportunity

TLD Logistics Services, Inc. is an equal opportunity employer. Employment decisions are made without regard to race, color, religion, sex, pregnancy, national origin, age, disability, genetic information, military or veteran status, or any other status protected by applicable law. Reasonable accommodations will be considered for qualified individuals with disabilities.

• Bachelor’s degree in Human Resources, Business Administration, or a related field; equivalent relevant experience may be considered.
• Three or more years of progressive human resources experience, preferably in a logistics, transportation, warehouse, distribution, manufacturing, or other operational environment.
• Working knowledge of federal and multi-state employment practices, including wage and hour, equal employment opportunity, employee relations, recordkeeping, and protected-leave fundamentals.
• Demonstrated experience coordinating onboarding or new-hire orientation and managing multiple recurring deadlines.
• Experience using an HRIS and Microsoft Office applications; Paylocity experience is preferred.
• Ability to communicate professionally and effectively with employees at all levels, both verbally and in writing.
• Ability to organize competing priorities, work independently within established authority, follow established processes, and escalate concerns appropriately.
• Strong attention to detail, sound judgment, accountability, and consistent follow-through.
• Ability to maintain strict confidentiality and handle sensitive matters objectively.

Preferred Qualifications

• PHR, SHRM-CP, or similar human resources certification.
• Experience supporting a multi-site or multi-state workforce.
• Experience with high-volume hiring, hourly workforces, DOT-regulated operations, and temporary staffing programs. 
• Demonstrated experience with leave administration, experience with CFRA, PDL a plus
• Experience supporting employee investigations, performance management, HR reporting, and HR compliance audits.

Core Competencies

• Ownership and accountability
• Organization and attention to detail
• Professional judgment and appropriate escalation
• Employee and manager service
• Clear, respectful communication
• Confidentiality and integrity
• Adaptability and sense of urgency
• Collaboration and continuous improvement