Senior HR Generalist

Annual Pay Range: $ 80,000 - $90,000 About Miller Industries: Miller Industries makes the coolest, the biggest, and the baddest towing and recovery vehicles in the world! You've seen our vehicles on such television shows as "Highway Thru Hell", "Wrecked", and "Hustle and Tow". We're extremely proud of the work we do and the quality of product we produce - this is why we hire only the best people. Do you have what it takes to be part of the World's Largest Manufacturer of Towing and Recovery Equipment? From the beginning we've been innovators; we're constantly finding ways to improve our product, grow our company, and make the Miller experience better! At Miller we have your back, you'll quickly learn that you're part of something special. When you see one of our towing and recovery vehicles rolling down the road, you'll feel pride for the work you're a part of. We are currently looking for driven individuals that share our vision. Some of the specific things that sets us apart from the rest include: Bonuses (twice a year) based on company and plant performance Regular performance evaluations and merit increases Tuition Reimbursement Professional Development programs Career Advancement opportunities Family Day Outings Free on-site Annual Health & Wellness Screenings Summary The Senior HR Generalist serves as a strategic and hands-on partner to employees, supervisors, and leadership across the organization. This role supports all core HR functions-including recruitment, employee relations, benefits and leave administration, compliance, compensation support, performance management, onboarding, HRIS updates, and training. The role requires strong judgment, high confidentiality, and the ability to influence and coach leaders while maintaining an employee-centered mindset. Collaborates with HR peers to support departmental needs by delegating, directing, and shared management of the departmental workflow. Essential Duties and Responsibilities Talent Acquisition & Onboarding Manage full cycle recruiting for hourly, skilled trades, and professional roles, ensuring an inclusive and efficient hiring process. Partner with managers to define staffing needs, review job descriptions, and maintain updated role documentation. Coordinate job postings, applicant screening, interviewing, and selection. Support internship, career fair, and community partnership recruiting initiatives. Lead structured onboarding programs and new hire orientation to ensure a smooth transition and strong first-year experience. Employee Relations & HR Partnership Serve as the designated backup to the HR Manager for employee relations investigations, ensuring continuity, timely follow up, and consistent application of policies when complex or sensitive issues arise. Serve as a trusted resource for employees and leaders by addressing concerns, resolving conflicts, and promoting a positive and respectful work environment. Conduct investigations into employee issues, policy violations, and workplace concerns. Coach managers on effective feedback, documentation, and performance improvement processes. Promote consistent application of company policies and practices across departments. Performance Management & Development Support the performance review cycle, goalsetting, corrective action, and development planning. Assist leaders with talent assessments, succession discussions, and skills gap identification. Recommend and coordinate training programs to strengthen leadership capability and workforce skill development. Benefits, Leave Management & Total Rewards Support Administer benefits programs (health, dental, vision, disability, life insurance, 401(k)), serving as the employee point of contact for benefits-related inquiries. Manage leave programs (FMLA, ADA, personal, disability, workers' comp) ensuring compliance and timely communication. Manage workers' compensation claims from initial incident reporting through return-to-work coordination, including communication with carriers, documentation, follow-up, and compliance with state requirements. Support compensation processes such as market pricing, internal equity reviews, offer recommendations, and pay adjustments. Partner with HRIS to maintain accurate employee data, job codes, pay grades, and organizational structure updates. Compliance, Reporting & Policy Administration Maintain working knowledge of federal and state employment laws (FLSA, FMLA, ADA, EEO, OSHA) and ensure HR practices remain compliant. Support HR audits, affirmative action reporting, and government reporting requirements. Update HR policies, procedures, and employee handbook content as needed. Maintain accurate employee records, documentation, and electronic files. HR Systems, Analytics & Process Improvement Run HR metrics including turnover, headcount, time-to-fill, DEI dashboards, and workforce trends. Identify HR process gaps and propose improvements to increase efficiency and service quality. Assist with HR technology initiatives, system upgrades, workflow optimization, and automation opportunities. Contribute to cross-functional HR projects such as pay structure updates, engagement initiatives, or culture-building efforts. Culture, Inclusion & Engagement Support DEI initiatives through inclusive recruiting practices and employee education. Assist with employee engagement programs, communication campaigns, recognition initiatives, and surveying. Promote safety and reinforce company values in daily HR interactions. Other duties may be assigned. Qualifications Qualifications: To perform this job successfully, an individual must be able to perform each essential duty satisfactorily. The requirements listed below are representative of the knowledge, skill, and/or ability required. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions. Bachelor's degree in Human Resources, Business, or related field; or equivalent experience. 5+yearsprogressive HR experience with exposure to multiple HR disciplines (recruiting, employee relations, benefits, compliance, HRIS). Demonstrated experience conducting employee relations investigations, including interviewing involved parties, assessing credibility, documenting findings, and recommending appropriate outcomes with fairness, consistency, and sound judgment. Experience in a manufacturing environment strongly preferred. Working knowledge of employment laws and HR best practices. Strong computer skills, including HRIS and Microsoft Office (Excel, Word, PowerPoint). Ability to handle sensitive information with discretion and sound judgment. Strong interpersonal, coaching, and communication skills; able to build trust and influence at all levels. SHRMCP or SHRMSCP preferred. Role Characteristics Hands-on and adaptable: Comfortable in both strategic and administrative work. Strong relationship builder: Able to partner with leaders, employees, and cross-functional teams. Data-driven: Uses metrics to guide decisions and identify trends. Problem solver: Balances compliance, business needs, and employee experience. Continuous learner: Stays current on HR trends, practices, and legal changes. Education and Experience: Benefits: Medical Insurance Dental Insurance Company Matched 401(k) AD&D, Disability & Basic Life - no cost to you! Tuition Reimbursement Professional Development programs Career Advancement opportunities 9 paid holidays each year. Paid Vacation We don't just give lip service to our innovation in the recovery industry; in 2019 we unveiled the FIRST & ONLY Rotator in the world capable of lifting 200,000 lbs. To watch how this amazing vehicle came to be please click on the following link: The Century M100. For more awesome information on Miller Industries check out more links below: Introduction to Miller Industries Ooltewah, TN Large Wrecker Plant Tour Ooltewah, TN Small Wrecker Plant Tour Ooltewah TN, Paint Process Tour Hermitage, PA Plant Tour The Century M100, 100-Ton Rotator Miller Industries is an equal opportunity employer. All employment decisions are based on business needs, job requirements, and individual qualifications, without regard to race, color, religion, sex (including pregnancy, sexual orientation, and gender identity), national origin, age, disability, protected veteran status, genetic information, or any other characteristic protected by applicable law.

Created: 2026-03-10