Human Resource Generalist

Company Overview

Aggregate Resource Industries, Inc. (ARI) is a leading mining and construction services contractor headquartered in Springfield, Oregon. We specialize in providing comprehensive solutions for the mining and construction industries, including rock drilling, blasting, and crushing operations throughout the United States. Our commitment to safety, innovation, and quality has established ARI as a trusted partner for mining and construction projects nationwide — and earned us recognition as one of Oregon’s Top Workplaces for our dedication to employees and culture.

Position Overview:

The HR Generalist serves as a trusted, go-to partner within the Human Resources department, providing day-to-day HR operational support across the full employee lifecycle. This role is responsible for benefits administration, employee onboarding and offboarding, performance management processes, and employee relations coordination.

Working closely with the HR Director and in partnership with the Recruitment & Onboarding function, the HR Generalist helps ensure consistent, compliant, and people-centered HR practices while allowing leadership to focus on strategic initiatives.

This role is intended for an experienced HR Generalist who can operate independently, exercise sound judgment, and take ownership of core HR operations, while serving as a reliable thought partner to the HR Director.

Compensation:

- Salary Range: $65,000-$85,000/year (DOE)

- Full benefits package

Qualifications:

- Education: Bachelor’s degree in Human Resources, Business Administration, or a related field (or equivalent experience)

- Experience: 3+ years of progressive experience in an HR Generalist or HR operations role, with demonstrated ownership of core HR processes and increasing responsibility over time.

- HR Knowledge: Strong working knowledge of employment laws, HR best practices, benefits administration, and HR compliance requirements and related audits or filings (preferred).

- Technology & Systems: Strong proficiency in Microsoft Suite, experience using HRIS platforms and digital HR tools.

- AI & Automation Exposure: Experience using AI-powered tools, automation, or advanced digital solutions to improve workflow efficiency, documentation, or data analysis preferred.

Preferred Experience (Not Required):

- ACA & EEO Reporting Exposure: Experience supporting or preparing ACA reporting (Forms 1094/1095) and EEO-1 reporting.

- Benefits Vendor Collaboration: Experience partnering with benefits brokers or vendors on compliance-related reporting.

- HR Certification: SHRM-CP, PHR, or willingness to acquire a comparable HR certification.

Additional Skills Required:

- Values-driven: Embodies ARI’s values of integrity, teamwork, resilience, and continuous improvement.

- Technology-Forward Mindset: Demonstrates curiosity and confidence in leveraging technology, including AI-enabled tools, to streamline HR processes while maintaining confidentiality and compliance.

- Data & Detail Orientation: Extreme attention to detail with the ability to analyze HR data, identify trends, and support informed decision-making.

- Organization: Highly organized with the ability to manage multiple priorities and follow processes through to completion.

- Communication: Skilled in both verbal and written communication with strong cross-departmental collaboration.

- Team Oriented: Collaborative and supportive team member who builds trust across departments.

- Problem Solving & Improvement: Proactive in identifying inefficiencies and leading practical process improvements.

- Self-Sufficiency: Demonstrates the ability to work independently, take initiative, and manage priorities with minimal supervision.

- Adaptability: Comfortable working in a fast-paced, evolving environment with changing priorities.

- Technology-Forward Mindset: Demonstrates curiosity and confidence in leveraging technology, including AI-enabled tools, to streamline HR processes while maintaining confidentiality and compliance.

Key Responsibilities:

Employee Lifecycle Management

- Employee HR Support: Serves as the primary point of contact for employee HR inquiries, providing guidance on policies, procedures, and benefits.

- New Hire Onboarding Coordination: Collaborates with Recruitment & Onboarding function on the new hire onboarding processes, including documentation, HRIS setup, digital workflows, and onboarding checklist completion.

- Employee Offboarding & Exits: Coordinates employee offboarding and exit processes, including exit interviews, final documentation, and benefits transitions.

- HR Records & HRIS Management: Maintains accurate and compliant employee records, personnel files, and HRIS data.

- Job Description Maintenance: Supports managers by ensuring job descriptions remain accurate, current, and aligned with evolving role responsibilities and organizational needs.

Benefits Administration

- Benefits Program Administration: Administers employee benefits programs, including enrollments, qualifying life events, and ongoing benefits support.

- Open Enrollment Management: Coordinates and manages the annual open enrollment process, including employee communications, system updates, vendor coordination, and issue resolution.

- Benefits Vendor Liaison: Serves as a liaison between employees and benefits providers to address questions and resolve issues.

- Benefits Reporting & Compliance: Supports and coordinates benefits-related reporting, audits, and compliance requirements in partnership with the HR Director and external vendors.

Performance Management & Employee Relations

- Performance Review Administration: Supports the administration of performance review cycles, including tracking timelines, managing documentation, and supporting manager compliance.

- Corrective Action Support: Assists managers with performance concerns and corrective action documentation in partnership with the HR Director.

- Personnel Documentation: Drafts and maintains employee personnel documentation with professionalism, consistency, and confidentiality.

- Employee Relations Support: Supports employee relations matters while escalating complex or high-risk issues to the HR Director.

HR Technology, Data & Reporting

- HRIS & Technology Utilization: Effectively utilize HRIS platforms, Excel-based tools, and approved AI-enabled applications to support HR operations, reporting, and documentation accuracy.

- Process Improvement & Automation: Identifies opportunities to streamline, automate, and improve HR workflows using technology while maintaining data integrity and confidentiality.

- HR Data Audits: Performs periodic audits of HR data to ensure accuracy and consistency across systems.

Compliance, Leave Administration & Policy Support

- Employment Law Compliance: Supports compliance with federal, state, and local employment laws and regulations.

- Leave Administration Coordination: Coordinates employee leave administration (FMLA, OFLA, paid leave programs, and other applicable leaves) in partnership with the HR Director and external vendors.

- Training & Policy Acknowledgments: Tracks and administers HR policy acknowledgments, required trainings, and compliance documentation.

- Policy Development & Updates: Contributes to HR policy development, updates, communication, and consistent application across the organization.

- Audits & Investigations Support: Participates in audits, investigations, and compliance reporting, ensuring documentation accuracy and timely follow-through.

HR Team Collaboration & Projects

- Cross-Functional HR Collaboration: Partners closely with Recruitment & Onboarding to ensure seamless transitions from hire to employee.

- HR Team Support: Provides backup support to other HR team members as needed.

- HR Projects & Initiatives: Assists with HR initiatives, system implementations, process improvements, and department projects.

- Continuous Improvement: Contributes to continuous improvement of HR operations, employee experience, and internal HR practices.