HR Generalist

Overview About ERMCO Electric Research and Manufacturing Cooperative, Inc. (ERMCO) is the leading manufacturer of distribution transformers and engineered electrical solutions, serving electric utilities, Original Equipment Manufacturers (OEMs), and industrial customers across North America. Headquartered in Dyersburg, Tenn., ERMCO delivers reliable, high-quality products that power homes, businesses, and communities across North America. With a commitment to safety, operational excellence, and continuous improvement, ERMCO is at the forefront of supporting grid modernization and energy transition. Our vertically integrated operations, customer-focused culture, and investment in people and technology make ERMCO the Most Valued Partner for delivering resilient, sustainable power infrastructure for the future. Job Summary To excel as a Senior Human Resources Generalist supporting our R&D Engineering organization, you will be a collaborative, proactive, and solutions-oriented HR professional who understands that effective Human Resources support extends beyond administration. You will stay attuned to the pulse of the business, its people, culture, technical capabilities, and organizational priorities while building trusted partnerships across all levels of the organization. You will work closely with engineering leaders, people managers, employees, and the broader Human Resources team to create an environment where highly skilled technical talent can perform, develop, innovate, and grow. Success requires intellectual curiosity, sound judgment, confidentiality, and the ability to use workforce data and employee insights to anticipate needs and help leaders make informed people decisions. You will independently resolve routine HR matters while appropriately escalating complex, sensitive, high-risk, or precedent-setting situations. This role will be onsite in Raleigh, NC. Relocation assistance is available.  Responsibilities Business Partnership & Frontline Leadership Coaching Develop a strong understanding of R&D Engineering objectives, technical disciplines, project priorities, staffing requirements, workforce capabilities, and emerging talent challenges. Build trusted relationships with engineering leaders and employees and translate business needs into practical, consistent HR actions and solutions. Coach supervisors and managers on attendance, performance, employee relations, policy application, communication, corrective action, and effective people leadership. Help leaders prepare for difficult conversations, establish clear expectations, provide timely feedback, and address concerns promptly, respectfully, and consistently. Identify recurring leadership or organizational capability gaps and partner with HR leadership and Talent Development on appropriate coaching, training, or development solutions. Employee Relations & Escalation Judgment Serve as an accessible and trusted HR resource for employees and managers regarding workplace concerns, policies, performance, interpersonal issues, and general employment matters. Independently assess and resolve routine employee-relations matters while escalating complex, sensitive, high-risk, or precedent-setting matters to HR leadership, Legal, or the appropriate Center of Excellence. Lead or support workplace investigations, including interviews, fact gathering, documentation, findings, and recommended next steps in partnership with HR leadership and Legal, as appropriate. Support disciplinary discussions, corrective actions, performance-related conversations, and employment decisions while promoting consistency, fairness, and appropriate documentation. Identify patterns in employee-relations activity and recommend proactive interventions when issues indicate broader leadership, cultural, process, or organizational concerns. Performance & Talent Management Support performance management, including goal setting, performance reviews, coaching, development planning, corrective action, and performance improvement. Coach managers in identifying and addressing performance, capability, behavioral, and employee-relations concerns with appropriate and consistent solutions. Partner with leaders on talent reviews, succession planning, career development, and identification of high-potential and critical technical talent. Identify technical and leadership capability gaps and support development, mentoring, knowledge transfer, and career progression strategies. Monitor performance and talent activities for quality, consistency, and alignment with organizational priorities. Identify retention risks for critical talent and partner with leaders and HR Centers of Excellence on targeted strategies. Workforce Planning, Attendance & Organizational Trends Monitor staffing levels, vacancies, turnover, retention, attendance, leave utilization, overtime where applicable, internal movement, and other relevant workforce indicators. Partner with engineering leadership to understand resource requirements associated with project demands, organizational growth, new technical capabilities, and changing business priorities. Analyze attendance, overtime, turnover, absenteeism, and staffing trends; identify root causes and partner with leaders on corrective or preventive strategies. Support workforce planning by providing insights regarding staffing, skills, succession risk, organizational capability, and talent availability. Employee Engagement & Retention Analyze employee feedback, turnover information, exit data, engagement results, and employee-relations trends to identify opportunities for improvement. Partner with leaders to develop practical action plans addressing engagement, retention, communication, leadership, recognition, and workplace-culture opportunities. Support employee listening initiatives, recognition programs, focus groups, surveys, and other engagement activities; monitor progres