HR Generalist

Watch here to see what it'slike to work at Red Wing Shoe Company.

Red Wing Shoe Company is based in Red Wing, Minnesota, just 40 minutes from St. Paul, where our corporate office sits along the Mississippi River in downtown Red Wing. We are a global company with 2300 employees around the world, but we maintain a close-knitfamily atmosphere that comes with being a privately-held company. We're rich in history and tradition, but innovation drives us to deliver best-in-class product solutions and highly rated customer experiences. Focuson our employees and company culture results in meaningful employee engagement across the organization. Our Guiding Behaviorsof Living our Values, Honoring our Brands, Inspiring our People, Centering on our Customers, and Preserving the long term success and legacy of our Company are the foundation on which we build our future.

Our comprehensive benefits package for full-time employees includes medical, dental, and vision coverage, along with health savings and flexible spending accounts, life and disability insurance, generous paid time off and holidays, a 401(k) match, employee discounts, and valuable well-being benefits like free EAP services, financial planning assistance, and well-being coaching all designed to support your health and financial security.

The targeted hiring range for this full-time position is $67,900 - $91,600 depending on qualifications; however, the expanded salary range provides opportunities for advancement. Our salary ranges are determined by role, level, and job location. Within the range, individual pay is determined by factors including job-related skills, competencies, experience, and relevant education, training or a combination of these things and market demand. Your recruiter can share more about the specific salary range and benefits for your location during the hiring process.

We are seeking a dynamic and adaptable HR Generalist to join our team. In this role, you will be responsible for supporting operations and the HR department in various functions, including recruitment, employee relations, performance management, training and development, and compliance with employment laws. The ideal candidate will have a strong understanding of HR best practices and the ability to work in a fast-paced environment while handling multiple priorities.

Key Responsibilities:

• Recruitment & Onboarding:
  
  In partnership with Talent Acquisition, manage the end-to-end recruitment process, including job postings, interviewing, and facilitating new employee onboarding, including new employee education on benefits, resources, and talent processes.
• Employee Relations:
  
  Serve as a point of contact for employee concerns, addressing workplace issues and resolving conflicts in a timely and professional manner.
• Employee Engagement:
  
  Maintain an ongoing pulse of the employees within the assigned area, ensuring a people-first culture is a priority where employee voices are heard and valued; partner with leaders to develop and execute employee engagement action plans.
• Performance Management:
  
  Advise on performance management, assisting in the facilitation of continuous conversation best practices and annual performance management processes.
• Compliance & Recordkeeping:
  
  Ensure the company is compliant with federal, state, and local labor laws. Maintain accurate employee records, including entry of new hires, terminations, and any legal documentation.
• Training & Development:
  
  Coordinate employee training programs and development initiatives, as well as maintain employee training records.
• HR Reporting:
  
  Prepare and analyze HR metrics, such as turnover rates and employee satisfaction, to support decision-making and strategic planning.
• HR Policies & Procedures:
  
  Assist in the development, communication, and enforcement of HR policies and procedures, ensuring consistency across the organization.

• Education and Certifications:
  
  Post-secondary study or degree in Human Resources, Business Administration, or a related field preferred. Relevant certifications such as SHRM-CP, PHR, or similar is a plus.
• Experience:
  
  4 years relevant work experience desired, with 2+ years of HR Generalist experience demonstrating a strong understanding of HR processes, employee relations and best practices.
• Skills:
  • Strong communication and interpersonal skills
  • Strong big-picture thinking with ability to translate and move strategies into action and results
  • Desire to work cross-collaboratively with broader human resources team and internal/external employees of all levels
  • Ability to handle sensitive and confidential information
  • Proficiency in HR software and Microsoft Office Suite
  • Knowledge of employment laws and regulations
  • Problem-solving and conflict-resolution skills

Red Wing Shoes is an Equal Opportunity Employer.

Equal Opportunity Employer/Protected Veterans/Individuals with Disabilities.

Individuals with disabilities needing assistance in completing an application may contact rwsc.recruitment@redwingshoes.com or call 651-388-8211.

Please view Equal Employment Opportunity Posters provided by OFCCP athttps://www.dol.gov/ofccp/regs/compliance/posters/ofccpost.htm

All offers of employment are contingent on satisfactory results of a background check.

Red Wing Shoe Company, Inc. is a drug-free workplace.

Red Wing Shoe Company will not be using recruitment agencies or firms to fill this position and we will not accept unsolicited resumes or candidate information. No agency calls please.

The contractor will not discharge or in any other manner discriminate against employees or applicants because they have inquired about, discussed, or disclosed their own pay or the pay of another employee or applicant. However, employees who have access to the compensation information of other employees or applicants as a part of their essential job functions cannot disclose the pay of other employees or applicants to individuals who do not otherwise have access to compensation information, unless the disclosure is (a) in response to a formal complaint or charge, (b) in furtherance of an investigation, proceeding, hearing, or action, including an investigation conducted by the employer, or (c) consistent with the contractor's legal duty to furnish information. 41 CFR 60-1.35(c)