Position Overview Join a transformational growth initiative and play a key role in launching and scaling Second Shift operations at one of North America's largest commercial truck manufacturing facilities. The Senior Human Resources Generalist - 2nd shift serves as an HR partner to the Plant HR Manager and manufacturing leadership team, driving employee engagement, workforce planning, organizational effectiveness, employee relations, and continuous improvement across the operation. This highly visible role is instrumental in the successful startup and stabilization of our Second Shift expansion, supporting the effort to hire and onboard 1,100 employees at our 3 million square foot manufacturing plant in South San Antonio, where we proudly build Class 6, 7, and 8 commercial trucks. We're looking for an experienced manufacturing HR professional who thrives in fast-paced environments, influences through collaboration, builds strong partnerships, and is energized by the opportunity to help shape the future of a growing operation from the ground up. Be part of the team driving one of the company's most significant growth and expansion initiatives! Shift Schedule: Monday-Thursday, 6:00 PM-4:30 AM (2nd Shift) This position supports a manufacturing environment and requires flexibility to meet operational needs. The Senior HR Generalist will initially begin on 1st Shift (Mon - Thurs 5:30 AM - 4:00 PM) to complete training, onboarding, and establish key plant partnerships before transitioning to the assigned 2nd Shift schedule around Q1 2027. During the 2nd Shift launch, this role will dotted-line report to the Launch HR Program Manager to support workforce readiness, process support, and operational stabilization. A 10% shift differential is provided once transitioned to the assigned 2nd Shift schedule. Schedules and start times may vary based on business needs. Responsibilities + Business partner to the Plant HR Manager and manufacturing leadership team by providing advanced guidance and support across employee relations, workforce planning, talent management, HR programs, and organizational effectiveness initiatives. + Support the HR Program Manager and launch team to execute a successful implementation of the 2nd Shift operations, including workforce readiness, staffing execution, onboarding, training alignment, employee communications, and change management activities. + Initially support 1st Shift operations to complete training, onboarding, establish key partnerships, gain familiarity with plant processes and operations, and transition effectively into dedicated 2nd Shift HR support. + Transition to dedicated HR support for the 2nd Shift production team by building relationships with leaders and employees, addressing workforce needs, and ensuring consistent application of HR policies and practices. + Serve as a trusted advisor to Business Team Leaders, Managers, and Supervisors by providing coaching and guidance related to employee relations, attendance, performance management, policy interpretation, and leadership practices. + Lead and independently manage complex employee relations matters, including investigations, workplace concerns, corrective actions, performance issues, and terminations, while ensuring consistency, compliance, and appropriate documentation. + Analyze employee relations trends and workforce data to identify root causes, recommend solutions, and implement proactive strategies that improve employee engagement, retention, and operational performance. + Partner with Talent Acquisition and business leaders to support workforce planning initiatives, including staffing strategies, recruiting efforts, candidate selection, onboarding readiness, and production ramp-up activities. + Support the development and implementation of HR processes, routines, and leadership expectations required to support successful shift launches and ongoing plant operations. + Analyze workforce metrics, including turnover, absenteeism, staffing levels, engagement results, and retention trends, to identify opportunities and provide data-driven recommendations to leadership. + Lead assigned HR projects and continuous improvement initiatives focused on workforce stability, employee experience, operational effectiveness, and process improvements. + Prepare and deliver HR reports, dashboards, presentations, and workforce analytics to support leadership decision-making and business objectives. + Maintain compliance with company policies, employment laws, EEO requirements, and HR procedures while ensuring accurate documentation and recordkeeping practices. + Support compensation planning, performance management processes, workforce planning goals, and implementation of employee programs and initiatives. + Mentor, coach, and provide guidance to less experienced HR team members and serve as a resource for HR best practices and process improvement opportunities. + Build and maintain strong partnerships