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HR Generalist

The HR Generalist is responsible for delivering exceptional HR customer support, in alignment with business strategy and HR AOP, to assigned client groups located at the Toledo Plant. 



Talent Acquisition

  • Partner with client group to identify talent needs and develop recruiting and staffing plans to support the organization.
  • Provide active, direct involvement in recruiting and selection for shop floor and salaried positions within client group. Recruitment activities to include (but not limited to) job posting/hourly bid process,  interview scheduling, competency selection and development of BBI questions, candidate debriefing, pre-employment screening and new hire compliance reporting.
  • Lead new hire/recruiting & selection processes to include training and coaching of management/supervisors in BBI process and evaluation.
  • Lead and coordinate new employee on-boarding processes to include processing necessary forms. Recommends improvement initiatives based on survey feedback from client group and new hires.
  • Support affirmative action compliance and reporting requirements.


Employee and Labor Relations

  • Support the labor relations strategy/initiatives, manage the grievance process for assigned client groups and support contract negotiations. Keep HR Manager informed of grievance status.
  • Investigate and answer all second step grievances within assigned client groups across multiple Unions.
  • Investigate alleged claims that may violate corporate policy, law and / or Ethics policy within Client Group. This is a shared activity with the HR Manager.
  • Maintain documentation, notes, and paperwork associated with grievances, investigations and information requests. Maintain and update logs and action plans.

Employee Development and Performance Management

  • Ensure that Client Group has defined goals and IDPs in Talent Road Map and champion the performance management process. Ensure IDP completion and application of new skills are being utilized.
  • Ensure that the performance management cycle timelines are being met by Client Group. Coach and counsel as necessary to ensure consistency of performance ratings and assessments.
  • Support the annual merit and incentive processes.
  • Assess training & development needs, and identify/deliver low cost solutions to client groups.
  • Create/maintain current job descriptions for all roles within client groups.
  • Conduct Associate exit interviews and share findings with HR staff.

Workforce Planning

  • Participates in and drives completion of the yearly workforce planning initiative for Toledo Operations.
  • Prepares data to complete the supply and demand portions of the plan.
  • Ensures that succession planning data is included in plan details
  • HR Team member that develops recommended solutions based on plan gaps.

Employee Engagement and Metric Analytics

  • Coach client group to drive the behaviors expected to support Plant and HR AOP strategy.
  • Support the annual engagement survey process, pulse surveys and related action plan development/tracking.
  • Support and deliver HR communications timely.
  • Ability to identify and select key HR metrics. Identify trends and correct as necessary.  Utilize Pareto methodology to reduce variation when analyzing data.
  • Partner with client groups to proactively prevent and manage employee relations issues, including fair and consistent application of policies and disciplinary action.

Cost Reduction, Process Documentation and Compliance

  • Actively look for and implement actions to reduce costs and improve efficiency.
  • Ensure ongoing compliance with policies and mitigate risk by consulting with the legal department as required.
  • Provide consultation and guidance for Client Group on company policies and procedures.
  • Recommend new policies and practices to support continuous improvement and cost reduction.
  • Ensure seamless collaboration with shared services in areas such as payroll and benefits
  • Reduce non-value added administration by utilizing standardized, documented, sustainable processes for routine transactions and leveraging manager/Associate self-service opportunities.
  • Maintain Associate records for all Associates.


Preferred Skills/New HR Business Model

  • Root cause problem solving.
  • Microsoft Power Bi
  • Process Mapping
  • State of Ohio Grant Application experience
  • Experience with Succession Planning.

Requirements and Qualifications

  • Minimum 3 – 5 years of HR experience. Some manufacturing experience strongly preferred.
  • Bachelor's degree (Business Administration / Human Resources)
  • Prior experience and knowledge of Human Resource practices in recruitment, employee/labor relations, employee development, performance management, policy administration, benefits administration and training.
  • Exceptional written, verbal and presentation skills.
  • Ability to work collaboratively and effectively work with others.
  • Knowledge of state and federal employment regulations, and record keeping requirements.
  • High level of proficiency in Microsoft Office (Outlook, Word, Excel, PowerPoint).
  • PHR/SHRM-CP certification preferred
  • A bias for customer service and action.
  • Driven to develop efficient and robust processes/procedures that minimize or eliminate non-value added activities and transactions.
  • Strong attention to detail and follow-through.
  • Ability to analyze data to identify trends and variations.
  • Professional integrity and the ability to maintain confidential information.
  • Ability to multi-task, remain highly organized, and thrive in a deadline-driven environment.
  • Confidence in communication – verbally, written, large groups and one on one.

Libbey Inc. is an equal opportunity employer and gives consideration for employment to qualified applicants without regard to race, color, religion, sex, national origin, disability, protected veteran status or any other federal, state, or local protected class.

Nearest Major Market: Toledo

Job Segment: Consulting, Supply, Payroll, HR Generalist, HR, Technology, Operations, Finance, Human Resources