HR Generalist
Overview SNF is a specialty chemical group whose products, water-soluble polymers, contribute to treating, recycling, preserving water, saving energy, and reducing carbon footprint. A pioneer in soft chemistry, SNF has long been present on all continents, employing 8,150 people, including more than 2,300 in the USA. Innovation and movement toward a cleaner, less carbon-intensive world accelerates SNF’s growth. The HR Generalist will play a key role in supporting Corporate Functions by partnering with the HR Business Partner to deliver effective and responsive human resources support. This position will manage and support core HR processes, including HR transactions, job description creation and maintenance, compensation-related activities, maintaining employee records and documentation, employee inquiries, and employee engagement efforts. The role requires strong attention to detail, critical thinking, sound judgment, and a customer-service mindset to ensure HR programs and practices are implemented consistently while supporting a positive and engaged employee experience. LOCATION: Riceboro, GA Responsibilities Serve as a key resource for corporate employees regarding HR processes, timelines, and required forms. Maintain accurate, complete, and confidential employee files (digital and/or physical) in compliance with retention requirements. Track and manage documentation workflows including signatures, approvals, and record storage for Corporate HR transactions. Support preparation of documentation for employee relations matters, investigations, and compliance needs and ensures follow up actions and documentation is completed. Support offboarding activities including exit processes, system access coordination, and documentation. Provide administrative and operational support to the HR Business Partner and HR Vice President. Assist with preparing HR reports, meeting materials, org updates, employee communications, and workforce planning support. Support planning, communication, and execution of engagement initiatives including surveys, focus groups, events, and recognition programs. Track engagement action plans and assist leaders in executing engagement commitments. Partner with HRBP/VP to coordinate follow-up actions from engagement survey results. Support performance review cycles, documentation collection, and completion tracking. Assist with drafting performance documentation, coaching tools, and manager support materials. Provide guidance to employees and managers on performance processes, timelines, and documentation expectations. Support compensation processes including merit cycles, promotions, job changes, and market adjustments and ensuring appropriate approvals and timelines are in place. Assist in compiling and validating compensation data for analysis and reporting. Assists with compensation inquires to include reporting, history, etc. Assist in employee relations matters including intake documentation, meeting coordination, and case tracking. Support workplace investigations by preparing materials, documenting interviews (as assigned), and organizing evidence and case files. Support resolution implementation including follow-up documentation and employee communications under HRBP/VP direction. Serve as a first point of contact for routine HR policy questions by providing accurate guidance to employees and managers while escalating sensitive or high-risk issues to HRBP/VP. Assist with drafting FAQs and communication updates for policy rollouts and announcements via Connect, Email, etc. Assist leaders with drafting, updating, and maintaining job descriptions aligned to internal standards. Partner with HRBP to support job leveling, career ladder frameworks, and job architecture updates. Maintain job descriptions and version control within Job Description Management system (Payfactors). Coordinate job description review cycles to ensure accuracy, compliance, and consistency. Support HR initiatives such as process improvements, HR system updates, compliance & audit projects, training programs, and engagement rollouts. Qualifications EDUCATION: Bachelor's Degree - In Business, HR Management, or related field EXPERIENCE: 3-5 Years - Progressive experience in Human Resources roles. LICENSES AND CERTIFICATIONS: PHR - PHR or SHRM-CP not required, but a plus KNOWLEDGE, SKILLS, ABILITIES: Strong attention to detail and documentation discipline High confidentiality and sound judgment Strong follow-up and execution mindset Ability to manage multiple priorities in a fast-paced environment Comfortable supporting sensitive employee relations work Strong communication skills (written verbal) HR compliance awareness and ability to follow procedure BENEFITS: Competitive Salary Medical Benefits Dental Benefits Vision Benefits Flexible Spending Accounts 401(k) Savings Plan Vacation Days Incidental Days Paid Holidays Life Insurance Short-Term Disability Long-Term Disability Tuition Reimbursement Employee Development & Training The above statements are intended to describe the general nature and level of work being performed by employees assigned to this classification. They are not intended to be construed as an exhaustive list of all responsibilities, duties and skills required of employees assigned to this position. *LI-SNF
