Oil-Dri Corporation of America
Human Resources Generalist
Oil-Dri Corporation of America, Blue Mountain, Mississippi, United States, 38610
Human Resources Generalist
Oil-Dri Corporation of America
is a leading manufacturer and supplier of specialty sorbent products for consumer and business-to-business markets. Oil-Dri’s products are sold in pet care, animal health, fluids purification, agricultural, sports field, industrial, and automotive markets. The company is family‑controlled and emphasizes honesty, integrity, and accountability.
Role Overview The Human Resources Generalist supports the daily functions of the Human Resources department at our manufacturing location, ensuring alignment with company values and compliance standards. This role encompasses recruitment, onboarding, teammate relations, benefits administration, HRIS data integrity, compliance, training, and engagement initiatives.
Key Responsibilities Talent Acquisition & Recruitment
Partner with the Talent Acquisition Specialist on recruiting efforts, assisting with candidate sourcing, job postings, job/career fairs, and the creation of passive talent pipelines.
Represent the company at plant and community events.
Collaborate on marketing materials, enhance social media presence, and support employer branding to attract talent and boost morale.
Onboarding & Orientation
Facilitate new hire orientation, including company culture, policies, history, and values.
Partner with TA on documentation, then lead in‑person HR orientation sessions.
Document and refine the onboarding process with time studies, identify improvement opportunities, and recommend changes to HRIS and payroll systems.
Establish structured check‑ins with new hires and supervisors at 30/60/90‑day intervals to promote retention and integration.
Benefits Administration
Manage teammate benefit enrollment, changes, and terminations, ensuring accurate record‑keeping.
Audit benefits reports to confirm timely completion and prevent errors.
Educate teammates on benefits, insurance, and available programs; coordinate vendor‑led educational sessions and wellness initiatives (e.g., health fairs, gym reimbursement, retirement planning).
HRIS & Data Integrity
Maintain the accuracy of HRIS data (Dayforce), including new hire information, attendance reporting, and disciplinary documentation.
Generate and analyze HR reports to support decision‑making and compliance.
Teammate Relations & Engagement
Maintain visible presence on the plant floor, attend team huddles, and proactively engage with teammates to address employment‑related inquiries.
Employee Relations, Discipline & Investigations
Advise supervisors on teammate discipline, performance, and termination matters.
Partner in investigations, ensuring documentation and process compliance.
Conduct policy training sessions for supervisors and teammates to reinforce consistency and understanding.
Compliance
Ensure compliance with federal, state, and local employment laws, including postings, documentation, and training requirements.
Conduct audits of I‑9s, records, and HR processes.
Support workplace safety, leave administration (FMLA, STD, WC), and compliance training efforts in collaboration with HR Business Partners.
Training & Development
Support administration of employability, aptitude, and skills assessments.
Coach managers and teammates interviewing, career planning, and development.
Collaborate with training vendors and use the learning portal to deliver voluntary courses on health, finance, and professional growth.
Special Projects & Programs
Lead or support projects and events such as open enrollment, holiday celebrations, health fairs, and company picnics.
Promote initiatives through effective communication (flyers, plant presence, emails) to maximize teammate participation.
Other Responsibilities
Coordinate processes between HR and plant leadership to ensure smooth handoffs and communication.
Continuously seek opportunities to improve teammate experience, engagement, and organizational culture.
Qualifications Education
Bachelor’s degree in Human Resources, Business Administration, or related field (or equivalent work experience).
HR Certification would be ideal.
Minimum of 3+ years of progressive experience in Human Resources.
Skills & Abilities
Manufacturing or industrial HR experience strongly preferred.
Knowledge of employment laws, compliance practices, and HR best practices.
Proficiency with HRIS (Dayforce preferred) and Microsoft Office Suite.
Strong communication, interpersonal, and problem‑solving skills with the ability to build trust at all levels of the organization.
Demonstrated ability to manage multiple priorities, maintain confidentiality, and exercise sound judgment.
401(k) with 6% match (Fully Vested at 2 Years)
Annual Incentive Bonus
Annual Merit increase opportunity
Employee Stock Purchase Plan
Paid Holidays
Fitness & Gym Reimbursement
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is a leading manufacturer and supplier of specialty sorbent products for consumer and business-to-business markets. Oil-Dri’s products are sold in pet care, animal health, fluids purification, agricultural, sports field, industrial, and automotive markets. The company is family‑controlled and emphasizes honesty, integrity, and accountability.
Role Overview The Human Resources Generalist supports the daily functions of the Human Resources department at our manufacturing location, ensuring alignment with company values and compliance standards. This role encompasses recruitment, onboarding, teammate relations, benefits administration, HRIS data integrity, compliance, training, and engagement initiatives.
Key Responsibilities Talent Acquisition & Recruitment
Partner with the Talent Acquisition Specialist on recruiting efforts, assisting with candidate sourcing, job postings, job/career fairs, and the creation of passive talent pipelines.
Represent the company at plant and community events.
Collaborate on marketing materials, enhance social media presence, and support employer branding to attract talent and boost morale.
Onboarding & Orientation
Facilitate new hire orientation, including company culture, policies, history, and values.
Partner with TA on documentation, then lead in‑person HR orientation sessions.
Document and refine the onboarding process with time studies, identify improvement opportunities, and recommend changes to HRIS and payroll systems.
Establish structured check‑ins with new hires and supervisors at 30/60/90‑day intervals to promote retention and integration.
Benefits Administration
Manage teammate benefit enrollment, changes, and terminations, ensuring accurate record‑keeping.
Audit benefits reports to confirm timely completion and prevent errors.
Educate teammates on benefits, insurance, and available programs; coordinate vendor‑led educational sessions and wellness initiatives (e.g., health fairs, gym reimbursement, retirement planning).
HRIS & Data Integrity
Maintain the accuracy of HRIS data (Dayforce), including new hire information, attendance reporting, and disciplinary documentation.
Generate and analyze HR reports to support decision‑making and compliance.
Teammate Relations & Engagement
Maintain visible presence on the plant floor, attend team huddles, and proactively engage with teammates to address employment‑related inquiries.
Employee Relations, Discipline & Investigations
Advise supervisors on teammate discipline, performance, and termination matters.
Partner in investigations, ensuring documentation and process compliance.
Conduct policy training sessions for supervisors and teammates to reinforce consistency and understanding.
Compliance
Ensure compliance with federal, state, and local employment laws, including postings, documentation, and training requirements.
Conduct audits of I‑9s, records, and HR processes.
Support workplace safety, leave administration (FMLA, STD, WC), and compliance training efforts in collaboration with HR Business Partners.
Training & Development
Support administration of employability, aptitude, and skills assessments.
Coach managers and teammates interviewing, career planning, and development.
Collaborate with training vendors and use the learning portal to deliver voluntary courses on health, finance, and professional growth.
Special Projects & Programs
Lead or support projects and events such as open enrollment, holiday celebrations, health fairs, and company picnics.
Promote initiatives through effective communication (flyers, plant presence, emails) to maximize teammate participation.
Other Responsibilities
Coordinate processes between HR and plant leadership to ensure smooth handoffs and communication.
Continuously seek opportunities to improve teammate experience, engagement, and organizational culture.
Qualifications Education
Bachelor’s degree in Human Resources, Business Administration, or related field (or equivalent work experience).
HR Certification would be ideal.
Minimum of 3+ years of progressive experience in Human Resources.
Skills & Abilities
Manufacturing or industrial HR experience strongly preferred.
Knowledge of employment laws, compliance practices, and HR best practices.
Proficiency with HRIS (Dayforce preferred) and Microsoft Office Suite.
Strong communication, interpersonal, and problem‑solving skills with the ability to build trust at all levels of the organization.
Demonstrated ability to manage multiple priorities, maintain confidentiality, and exercise sound judgment.
401(k) with 6% match (Fully Vested at 2 Years)
Annual Incentive Bonus
Annual Merit increase opportunity
Employee Stock Purchase Plan
Paid Holidays
Fitness & Gym Reimbursement
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