Regional Human Resources Generalist

at  The Greenbrier Companies

Company Overview:
At Greenbrier, we do the hard work that matters. The Greenbrier Companies (NYSE:GBX) is powering the movement of products around the world as a leading designer, manufacturer and supplier of freight rail transportation equipment and services.
Greenbrier’s heritage of hard work and industrial innovation is celebrated at every level of our organization. We structure our business to support teams that deliver innovative solutions for our customers while positively impacting the world around us.
Greenbrier’s success begins with people. We believe in supporting our global workforce through our unwavering attention to Safety, Quality, Respect for People and Customer Satisfaction. Our IDEAL commitment is rooted in these values, which promotes Inclusion, Diversity, Equity, Access, and Leadership, creating a culture where employees are fulfilled and feel good about coming to work every day. A diverse, qualified, and engaged talent base is the key to our success.
Summary:

SUMMARY

A Regional Human Resources (HR) Generalist is a key player within an organization, responsible for managing HR functions across multiple locations. The role involves a wide range of duties aimed at supporting managers and employees and ensuring that the organization complies with all relevant labor laws and regulations.

QUALIFICATIONS

The following generally describes requirements to successfully perform the assigned duties.

MINIMUM QUALIFICATIONS

• Education: Bachelor’s degree in human resources, business administration, or a related field is required. Advanced degrees or HR certifications (e.g., PHR, SPHR, SHRM-CP, SHRM-SCP) are advantageous.
• Experience: 4-7 years of experience in HR, preferably in a generalist role, with some experience in a regional or multi-location capacity.
• Communication: Excellent verbal and written communication skills.
• Interpersonal Skills: Strong ability to build relationships and work collaboratively with diverse teams.
• Problem-Solving: Ability to address and resolve issues effectively and efficiently.
• Organizational Skills: Strong ability to manage multiple priorities and tasks.
• Knowledge: Deep understanding of HR best practices, employment laws, and regulations.
• Technology: Proficiency in HR software and systems, as well as Microsoft Office Suite

PHYSICAL ACTIVITIES AND REQUIREMENTS

Frequency Key
Not Applicable: Activity is not applicable to this occupation
Occasionally: Occupation requires this activity up to 33% of the time (0- 2.5+ hours/day)
Frequently: Occupation requires this activity from 33% - 66% of the time (2.5: 5.5+ hours/day)
Constantly: Occupation requires this activity more than 66% of the time (5.5+ hours/day)

LIFT / CARRY REQUIREMENTS

• 5-10 lbs: Not Applicable
• 10-25 lbs: Not Applicable
• 25-50 lbs: Not Applicable
• 50-75 lbs: Not Applicable
• 75+ lbs: Not Applicable

PUSH / PULL REQUIREMENTS

• Up to 10 lbs: Not Applicable
• 10-25 lbs: Not Applicable
• 25-50 lbs: Not Applicable
• 50-75 lbs: Not Applicable
• 75+ lbs: Not Applicable
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Recruitment and Staffing:

• Working with hiring managers to identify staffing needs and coordinate the creation of job descriptions when needed.
• Implementing and managing onboarding processes for new hires

DUTIES AND RESPONSIBILITIES

To perform this job successfully an individual must be able to perform the following essential duties satisfactorily. Other duties may be assigned to address business needs and changing business practices.

Recruitment and Staffing:

• Working with hiring managers to identify staffing needs and coordinate the creation of job descriptions when needed.
• Implementing and managing onboarding processes for new hires.

Employee Relations:

• Addressing employee issues within the facilities and resolving conflicts within the region.
• Ensuring a positive and productive work environment.
• Facilitating communication between employees and management.

Training and Development:

• Identifying training needs and coordinating with the Sr. HR Manager when professional development is needed.
• Assist with organizing training sessions for employees.

Performance Management:

• Providing guidance to and support to managers on performance-related issues.
• Ensuring consistent application of performance management processes.

Compliance and Legal:

• Ensuring compliance with local, state, and federal employment laws and regulations.
• Managing employee records and ensuring data privacy.
• Advising managers on legal implications of HR issues.

Compensation and Benefits:

• Assisting managers with salary benchmarking and job evaluations.
• Communicating to employees regarding benefits information, fielding questions and assist with enrollment.

HR Policies and Procedures:

• Ensuring consistency in the application of HR policies.

HR Metrics and Reporting:

• Analyzing HR metrics to identify trends and areas for improvement.
• Preparing reports for management on HR activities and initiatives.

The work environment characteristics described here are representative of those an employee encounters while performing the essential functions of this job. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions.

• Regional HR Generalists typically work in an office setting, will include travel frequently to various locations within their region. They must be adaptable and able to manage the unique challenges and dynamics of different workplaces within their region