Human Resources Generalist

• Join a team that nourishes life from farm to table! Upstate Niagara Cooperative,
• proudly owned by 200+ local family farms, is one of America’s largest and most
• stable dairy cooperatives. Guided by farmer- and employee-led values, we process
• and market high-quality milk, yogurt, dips, sour cream, cottage cheese, and more
• under our trusted brands: Upstate Farms®, Bison®, Milk for Life®, and Intense
• Milk®. Here, you’ll support sustainable farming, strong communities, and the
• mission to deliver fresh, local dairy to families every day.

Job Summary

• The HR Generalist plays an important role in supporting the day-to-day
• operations of the Human Resources function at the corporate location. This role
• provides hands-on HR support across a broad range of employee and organizational
• needs, including employee relations, onboarding and orientation, talent
• acquisition, employee lifecycle changes, HRIS administration, engagement,
• learning and development, and HR programs and initiatives.

• The HR Generalist serves as a resource to employees, leaders, and the HR team,
• helping to ensure HR processes are administered consistently, efficiently, and
• in alignment with company policies and practices. This role requires strong
• judgment, organization, attention to detail, confidentiality, and the ability to
• build effective relationships with employees and leaders at all levels of the
• organization.

Key Responsibilities

• HR Operations & Employee Support
• Provide day-to-day HR support and guidance to employees and leaders on HR

policies, procedures, programs, and employee-related questions.

• Lead employee relations matters, including documentation, investigations,

performance management, attendance concerns, and policy-related issues.

• Maintain accurate and organized employee records and HR documentation in

accordance with company policies and applicable requirements.

• Process and maintain employee information and employment changes within the

• HRIS, including promotions, transfers, job changes, compensation changes,
• organizational changes, and terminations.

• Assist with the administration and communication of HR policies, programs,

and initiatives.

• Maintain confidentiality and exercise appropriate judgment when handling

sensitive employee and business information.

• Prepare HR reports, tracking documents, and other information to support HR

decision-making and business needs.

• Assist with HR compliance activities, audits, and required employment

documentation.

DOT Compliance Support

• Support HR and operational teams with administrative aspects of DOT

compliance requirements.

• Maintain required DOT documentation, certifications, testing records, and

compliance tracking.

• Coordinate required DOT testing, documentation, and follow-up as needed.

Talent Acquisition, Onboarding & Employment Changes

• Support the recruitment and selection process by candidate communication,

interviews, and other recruiting activities.

• Partner with Talent Acquisition and hiring leaders to ensure a positive and

efficient candidate experience.

• Lead and facilitate new employee orientation sessions and ensure new hires

receive required information, resources, and company policies.

• Coordinate with HR, IT, Payroll, and department leaders to ensure new

• employees are prepared for their first day and successfully integrated into
• the organization.

• Support core employee lifecycle processes, including promotions, transfers,

job changes, organizational updates, and offboarding.

• Assist with exit and separation processes, including documentation, system

updates, and coordination with appropriate internal teams.

Employee Relations & Investigations

• Serve as a resource to employees and leaders regarding workplace concerns,

policies, performance expectations, and employee relations matters.

• Receive and respond to employee concerns and conduct or assist with

investigations, including interviews, documentation, and follow-up.

• Partner with HR leadership and managers to address employee issues

consistently and determine appropriate next steps.

• Support performance management, coaching, corrective action, and related

documentation.

• Escalate complex or sensitive employee relations matters to appropriate HR

leadership.

• Maintain confidentiality and sound judgment when handling sensitive employee

matters and identify recurring issues or trends for HR leadership.

Employee Engagement & Recognition

• Support the planning and execution of employee engagement, recognition, and

culture initiatives.

• Coordinate employee events, recognition programs, surveys, and other

initiatives that support a positive workplace culture.

• Partner with HR leadership and other departments to promote participation in

engagement initiatives.

Learning & Development

• Support the coordination and administration of corporate training and

development programs.

• Coordinate training logistics, communications, attendance tracking, and

required documentation for corporate trainings.

• Maintain training records and support completion of required corporate

training.

• Partner with HR leadership and internal stakeholders to support corporate

employee development initiatives.

HRIS & Reporting

• Maintain accurate employee data within the HRIS and support the timely

processing of employees and organizational changes.

• Assist with HRIS data audits and corrections to ensure data integrity.
• Generate routine HR reports and assist with analysis of HR data as requested.
• Support HR technology initiatives, system updates, and process improvements.

Duties as Assigned

• Participate in HR projects and initiatives that support organizational and

business priorities.

• Identify opportunities to improve HR processes, employee experiences, and

administrative efficiency.

• Perform other duties and responsibilities as assigned.

Qualifications

• Education
• Bachelor’s degree in Human Resources, Business Administration, or a related

field preferred

• Equivalent combination of education and relevant HR experience may be

considered.

Experience

• 3+ years of progressive experience in Human Resources, preferably in an HR

Generalist, HR Coordinator, HR Specialist, or similar role.

• Experience supporting employee relations, onboarding, recruiting, HRIS

administration, and employee lifecycle processes preferred.

Skills

• Working knowledge of HR practices, policies, and employee relations.
• Experience with employee investigations, documentation, and HRIS systems.
• Strong verbal and written communication skills.
• Strong organizational, problem-solving, and time-management skills.
• Proficiency with Microsoft Office and HR systems.

Competencies

• Sound Judgment & Confidentiality: Handles sensitive employee matters with

discretion and professionalism.

• Communication & Relationship Building: Builds trust and communicates

effectively with employees and leaders at all levels.

• Problem Solving: Approaches employee and business issues with a practical,

solutions-oriented mindset.

• Accountability: Takes ownership, follows through, and ensures work is

completed accurately and timely.

• Collaboration & Adaptability: Works effectively with others and adjusts to

changing priorities and business needs.

Pay

• $69,000-$83,400 per year*
• The salary range listed for this position represents the good faith and

• reasonable minimum and maximum pay for this role at the time of posting.  Actual
• compensation may vary based on factors including, but not limited to,
• experience, skills, training, knowledge, education, and overall qualifications.
• The posted salary range reflects just one component of our total rewards
• package. Other components of the total rewards package may include participation
• in group health and/or dental insurance, retirement plan, wellness program, paid
• time away from work, and paid holidays.

• Upstate Niagara Cooperative, Inc. is committed to equal employment opportunity
• for all, without regard to race, religion, color, national origin, citizenship,
• sex, sexual orientation, gender identity, age, veteran status, disability,
• genetic information, or any other protected characteristic.