Human Resources Generalist

Site Overview

At American Eagle Instruments Inc., we pride ourselves on manufacturing high-quality dental hand tools in beautiful Missoula, Montana. As an established industry leader, AEI offers excellent career growth opportunities, competitive salaries and benefits and a dynamic work environment. We are willing to train employees to start, with no experience necessary! Together with our parent company, Young Innovations, we manufacture, and market high quality dental instruments, equipment, and supplies. With an outstanding reputation for quality, our company has a broad portfolio of market-leading products across a variety of categories.

Position Overview

The Human Resources Generalist will play a crucial role in providing comprehensive HR support to the management and staff at our Missoula, MT facility. This position requires a proactive, organized, and detail-oriented professional who can manage multiple HR functions, including employee relations, recruiting, onboarding, training, compliance, performance management, and reporting. The HR Generalist will work closely with all levels of employees and management to foster a positive work environment and ensure HR initiatives align with the organization's goals and values.

In addition to supporting the site they will also be responsible for administrative HR support for the Oral Surgery group and other tactical HR execution across the organization. The HR Generalist will report to the Senior HR Business Partner.

Essential Duties

• Employee Relations & Engagement:
• Serve as a point of contact for employees, addressing inquiries and concerns with a focus on maintaining a positive work culture.
• Facilitate conflict resolution and provide guidance to supervisors on handling employee relations matters.
• Lead and champion employee engagement initiatives to drive morale, retention, and a cohesive work environment.
• Recruitment & Onboarding:
• Support full-cycle recruiting, including job postings, candidate screening, scheduling interviews, and coordinating hiring processes.
• Conduct new hire orientation and ensure all onboarding activities are completed to integrate new employees effectively into the organization.
• Performance Management:
• Assist in administering performance appraisal processes and support supervisors with coaching and performance improvement plans.
• Termination Process:
• Manage the termination process in coordination with site leadership, ensuring compliance with company policies and legal requirements.
• Handle all related documentation and exit procedures while maintaining confidentiality and professionalism.
• HR Compliance & Policy Management:
• Ensure compliance with federal, state, and local employment laws and regulations, and recommend best practices.
• Maintain and update employee records and HRIS in accordance with company policies and legal requirements.
• Support the implementation and communication of HR policies and procedures.
• Compensation & Benefits Administration:
• Assist employees with benefit inquiries and open enrollment processes in coordination with the corporate Benefits Specialist.
• Monitor employee leaves from third-party admin and share appropriate information with necessary internal parties
• Process employee status changes, such as promotions, transfers, and terminations, and ensure accurate information for corporate processing of payroll.
• Data Analysis & Reporting:
• Prepare and deliver ad hoc reports and presentations using Excel and PowerPoint to support HR initiatives and inform decision-making.
• Analyze HR metrics and data to identify trends, recommend actions, and support continuous improvement efforts.
• Health & Safety:
• Collaborate with the Safety team to ensure a safe work environment and participate in safety initiatives.
• Support workers' compensation case management and facilitate return-to-work programs as needed.
  

Related Duties

• Various HR administrative tasks, such as: maintaining shared HR and employee files; maintaining on-site HR compliance postings; activating/deactivating building access cards.
• Participating in or ownership of corporate HR projects as assigned.
• Deliver recurring or ad hoc training as needed.
• Support the integration of newly acquired businesses to drive standardization of HR practices into their organization.
• Other duties as assigned.