Human Resources Generalist

Company Overview

LD power automation is a leading engineering company specializing in marine and industrial electrical and control services and products. With extensive experience in installation, commissioning, and troubleshooting, we deliver professional and timely solutions that help our clients achieve operational excellence. Our commitment to building strong, long-term relationships is founded on trust and a deep understanding of our clients' needs. For more information, visit our website.

Job Summary

The HR Generalist is responsible for managing the day‑to‑day HR operations that support LD power automation’s workforce. This role ensures accurate and timely execution of core HR processes including payroll administration, benefits management, workers’ compensation coordination, recruitment, training and development support, employee onboarding/offboarding, compliance, data analytics, and general HR administration.

This position requires a dependable, detail‑oriented professional who takes initiative, follows through consistently, and maintains a high level of ownership over HR processes. The HR Generalist plays a key role in supporting leadership and ensuring employees receive responsive, high‑quality HR service.

Key Responsibilities

HR Operations & Administration

• Serve as the primary point of contact for daily HR inquiries and employee support.
• Maintain accurate and confidential employee records, HRIS data, and personnel files.
• Administer onboarding and offboarding processes, including new hire documentation, orientation coordination, and exit procedures.
• Support policy updates, HR communications, and documentation management.
• Assist with employee relations matters by documenting issues, coordinating follow‑ups, and escalating concerns appropriately.
• Prepare HR reports, metrics, and compliance documentation as needed.

Recruitment & Talent Acquisition

• Manage the full recruitment cycle for non‑executive roles, including job postings, resume screening, candidate communication, and interview scheduling.
• Partner with hiring managers to understand staffing needs and ensure timely hiring.
• Coordinate interviews, assessments, and follow‑up communication.
• Prepare offer letters, onboarding packets, and new hire documentation.
• Maintain applicant tracking and recruitment metrics.
• Support workforce planning initiatives led by the COO.

Training & Development Administration

• Coordinate training schedules, logistics, and communication for internal and external training programs.
• Track employee training completion, certifications, and renewal requirements.
• Support the COO and department leaders in implementing development initiatives, including safety training, technical training, and professional development.
• Maintain training records and assist with compliance‑related training documentation.
• Help organize learning materials, training resources, and employee development tools.
• Assist with new training initiatives, including onboarding enhancements and skill‑building programs.

Payroll Administration

• Oversee and execute the full payroll process each pay period, ensuring accuracy, timeliness, and compliance.
• Collect, validate, and enter payroll inputs including timecards, PTO, overtime, deductions, and adjustments.
• Coordinate with the COO and payroll vendors to resolve discrepancies and maintain accurate records.
• Maintain strict confidentiality and integrity of payroll and compensation data.
• Support payroll audits, reporting, and compliance requirements.

Benefits Administration

• Manage employee benefits enrollment, changes, and terminations.
• Serve as the employee point of contact for benefits questions and issue resolution.
• Coordinate with brokers and carriers regarding claims, eligibility, and plan updates.
• Support annual open enrollment and benefits communication.

Workers’ Compensation & Safety Support

• Process workers’ compensation claims and maintain required documentation.
• Coordinate with carriers, employees, and internal stakeholders to ensure timely resolution.
• Track workplace incidents and support OSHA reporting and compliance.
• Assist with safety documentation and support Field Operations in maintaining a safe work environment.

Compliance & HR Documentation

• Maintain compliance with federal, state, and local employment laws.
• Ensure proper completion and storage of I‑9s, EEO documentation, and other regulatory records.
• Support internal and external audits, including HR, payroll, and safety compliance.
• Assist with policy updates and ensure consistent application across the organization.

Data Analytics & Reporting

• Collect, organize, and analyze HR data to support decision‑making and operational improvements.
• Prepare regular reports on headcount, turnover, recruitment activity, payroll trends, training completion, and other HR metrics.
• Identify patterns, gaps, and opportunities for improvement using data insights.
• Support the COO with workforce analytics, dashboards, and KPI tracking.
• Maintain accuracy and integrity of HR data across systems.

Qualifications

• Bachelor’s degree in Human Resources, Business Administration, or a related field preferred.
• 2–5 years of progressive HR experience (generalist, coordinator, or people operations), or an equivalent combination of education, experience, and training.
• HR certifications (SHRM‑CP, PHR, or aPHR) is a plus but not required.

• Ability to collect, interpret, and present HR data and metrics.
• Strong understanding of HR compliance and employment law.
• High attention to detail, accuracy, and confidentiality.
• Excellent communication and interpersonal skills.
• Ability to manage multiple priorities with urgency and follow‑through.
• Proficiency with HRIS systems, Microsoft Office (especially Excel), and digital documentation tools.

• Ability to obtain and maintain a Transportation Worker Identification Credential (TWIC Card).

Working Conditions

• This position requires onsite work, with responsibilities carried out at our designated facility or job location.

Other

• As our business and operations evolves to meet changing market needs, team members are expected to adapt seamlessly and undertake additional essential projects and tasks when required.

Compensation & Benefits

LD power automation provides competitive compensation and benefits to acknowledge employees’ contributions. Base pay is determined by job-related knowledge, skills, experience, location, and internal equity considerations:

• 401(k)/Employer Matching
• Health, Dental, and Vision Insurance
• Paid Time Off