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HR Generalist - Staffing Focus

Barr Engineering Co.

Minneapolis, Minnesota 55435
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Full Time
  • HR Generalist
Barr Engineering Co.
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Job Details

The person selected for this position will work as part of the human resources team, assigned to and seated with a major business unit. The person in this role serves as a liaison between business unit and corporate HR functions developing and sharing HR best practices between business units, providing business insight regarding corporate HR functions, and offering strategic and practical HR advice to support business and company goals and mitigate risks, while creating and maintaining a consistent and positive experience for candidates and staff. The HR liaison (generalist) will participate in ongoing processes and initiatives that support the business and HR strategies. This is an opportunity to make a positive impact on the organization through teamwork and shared success.

The position will be focused on recruiting and engaging new technical staff in a fast-paced high-growth environment. Responsibilities include:

  • Staffing – Evaluating workloads; working with senior HR business partners, business leaders, and technical staff to identify staffing needs; evaluating and recommending methods of sourcing and recruiting candidates; developing job postings; screening resumes; coordinating interviews and interviewing, evaluating, and selecting candidates as part of a team; delivering offers; and assisting with new employee integration. Estimated time: 70%.

Approximately 30% of this individual’s time will be spent in a combination of activities as outlined below.

  • Additional business unit activities – Additional responsibilities may include analyzing and evaluating effectiveness of recruiting and staff development efforts; investigating and addressing employee concerns; interpreting HR policies; supporting talent management (including our award-winning coaching program); coordinating workload management plans, performance improvement plans, and disciplinary actions; and participating in salary setting and employee education activities.
  • Corporate HR initiatives and processes – Additional responsibilities include participating in (and possibly leading) HR processes and initiatives in areas such as annual feedback and salary setting, compensation, training and development, benchmarking and analyzing industry and competitive practices, talent management, and other HR efforts.


Minimum Qualifications

  • Bachelor’s degree in human resources or related area
  • 3 years of experience related to the job responsibilities described above, including full-cycle staffing and employee relations
  • Problem-solving and analytical skills; ability to utilize judgment and initiative in HR-related activities
  • Diplomatic, with excellent oral and written communication skills
  • Strong client-service focus with willingness to adjust approach and persevere to gain buy-in from key stakeholders and deliver results
  • Experience providing data and business insight to support recommendations
  • Flexible working style and willingness to occasionally modify personal schedule as required to meet project deadlines or client needs
  • Demonstrated ability to collaborate within a team and build and maintain relationships at multiple levels and across geographic office locations
  • Strong organizational skills including ability to prioritize and negotiate deadlines with multiple stakeholders
  • Knowledge of employment law
  • Strong computer skills with experience in Microsoft Office software, including creation of Excel spreadsheets and graphs
  • Legal authorization to work in the United States without the need for sponsorship
  • Acceptable driving record

Preferred Qualifications

  • Strong interest and aptitude for gathering, analyzing, reporting, and portraying data in a concise format using Excel, Word and PowerPoint
  • Master’s degree in human resources–related discipline
  • PHR/SPHR professional certification or equivalent
  • Technical recruiting experience with engineering, scientist, and/or technician positions
  • Expertise in developing behavioral and competency-based interview guides
  • Expertise in workforce planning
  • Experience in using HRIS and applicant processing systems
  • Proven success in promoting company’s unique value proposition organization to candidates
  • Familiar with other areas of human resources, including staff development, performance management, investigations, HRIS, employee engagement surveys, employment policies, compensation and benefits, and talent management
  • Experience with engineering, professional service, or consulting firms
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