HR Generalist

Warn Automotive, part of Vehicle Service Group is a world leader in driveline disconnect technology. Our heritage comes from making WWII surplus Jeeps easier to drive on the road with the first unlocking hubs. We continue today by making disconnects for cars, trucks, and SUVs around the world. These trusted technologies come from years of innovation and listening to our customer's needs.

We have a bright future ahead so come join our growing team at Warn Automotive.

Warn Automotive can trace its beginning back to 1948, when Arthur Warn invented the first disconnecting four-wheel-drive hub for surplus World War II vehicles. Since that time, our products have continued to lead the industry with a history of innovation in Powertrain Disconnect technology.

Almost 75 years later, our products are sold to OEMs around the world, enhancing the performance, traction and capability of their vehicles while reducing fuel consumption and emissions to create a more mobile and efficient future.

Operating from our headquarters and manufacturing facility in Milwaukie, Oregon and our customer support center in Livonia, Michigan, Warn Automotive is proud to be part of Vehicle Service Group (VSG) a Dover Company.

Carry out various Human Resources functions for the Portland and Detroit facilities. With limited supervision of the Human Resource Manager, coordinates and administers a variety of programs and activities covering multiple areas of the human resources function to provide general HR support. As part of the HR team, will provide general HR support in other areas as needed. Participates as a member of the Human Resources Team whose ultimate mission is to provide outstanding customer service in developing, implementing and maintaining human resource systems that support Warn Automotive’s strategy.

• Talent Acquisition:
• Primary ownership for processing of salaried full-cycle recruitment process; including developing requisitions, coordinating with internal/external recruiters, facilitation of new-hire onboarding, administrative duties involved with hiring a new employee and required paperwork. Coordinate onboarding initiatives and training within the first year to ensure talent transitions into the organization successfully; including assisting with administration of the learning management system.
• Mentor junior HR staff and hiring managers on best practices in candidate evaluations and selection.
• Act as back up to HR Generalist with recruiting for hourly roles.

• Welfare and Morale:
• Support employee engagement activities to help develop plans and strategies for employee engagement. Work with Pit Crew to carry out company-wide welfare and morale activities.
• Partner with HR Manager and leaders to build a culture of recognition, inclusion, and continuous feedback.
• Employee Relations:
• Manage all aspects of employee relations and function for the professional population including conducting effective, thorough and objective investigations when necessary. Serve as an advisor on complex employee relations issues in conjunction with the HR Manager and legal.
• Support Stay Interviews and Exit Interviews for the professional population in order to gather data and drive decisions to improve culture and create positive employee relations.
• Training and Talent Development:
• Develop and manage internship programs. Coordinate training and development activities for the Portland and Detroit facilities.
• Lead and facilitate the delivery of Leader Onboarding Training to new leaders within the business.
• Act as the LMS Administrator by managing course assignments, tracking completion rates, and developing coursework as necessary.
• General Administration:
• Responsible for maintaining complex files, keeping records and documents while maintaining confidentiality always and the timeliness of filing/processing of said documents.
• The Senior HR Generalist will act as the face of the HR team and organization. Responsible for responding to questions from employees regarding human resources programs/services and administrative topics; resolve questions and concerns or elevate up if needed.
• Serve as lead New Employee Orientation facilitator for all professional roles. Act as backup for hourly and temp orientations as needed.
• Business Partner :
• Serve as a strategic HR Business Partner to assigned business groups, providing proactive support, coaching and resources for the leaders and their teams.
• Act as the point of contact for employee relations, talent acquisition, training, etc.
• Conduct regular one-on-ones with leaders to maintain a pulse on team dynamics, identify emerging issues, and align HR strategies with business goals.
• Provide backup services to the other functions within the department as needed (i.e. wellness, safety, payroll, benefits, etc.).
• Work on a variety of special projects as required related to the development and implementation of business strategies, HR policies and programs. Support the HR Manager with…