Regional Human Resources Generalist

About Duke Manufacturing

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Founded in 1925, Duke Manufacturing is a privately held manufacturer of foodservice equipment. Duke has more than 600 employees and U.S. manufacturing facilities totaling over 600,000 square feet.

The company serves markets through six sales offices and distribution centers around the globe, a software development center in the Philippines, and more than 200 contract service centers across the U.S., Canada, Europe, Asia, and Latin America.

Why Join Duke?

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At Duke, Human Resources is more than a support function - we are solutions partners who work alongside leaders to build strong teams, develop people, and create an environment where employees can do their best work.

We're looking for a Regional HR Generalist who enjoys building relationships, solving problems, and helping managers and supervisors navigate the people side of the business. This role will support leaders and employees across our Sedalia and St. Louis, Missouri facilities, providing hands-on HR guidance and helping drive consistent, effective HR practices across locations.

This is a great opportunity for an HR professional who enjoys variety, collaboration, and continuous learning. In addition to day-to-day HR partnership, you'll have opportunities to take ownership of HR projects and initiatives in areas such as compensation analysis, performance management, HR data analytics and reporting, employee engagement, or process improvement.

This is a hybrid position, with the flexibility to work from either our Sedalia or St. Louis facility, with an expectation of working onsite 2–3 days per week and traveling between locations as business needs require.

Job Summary

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The Regional HR Generalist provides hands-on HR support and partnership to managers, supervisors, and employees across Duke's Sedalia and St. Louis facilities. This position works closely with facility leadership and the broader HR team to support effective HR practices, employee engagement, talent acquisition, performance management, employee relations, and organizational development.

As a trusted resource to managers and supervisors, the Regional HR Generalist provides practical guidance, helps identify solutions to employee and organizational challenges, and supports the consistent application of company policies and processes.

The position builds strong working relationships across locations and collaborates with other HR team members to ensure employees and leaders receive responsive, effective HR support.

In addition to generalist responsibilities, this role will coordinate and lead assigned HR projects and initiatives, with opportunities to develop deeper expertise in areas aligned with individual strengths and business priorities.

Essential Functions

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1. Build strong relationships and provide HR partnership to managers and supervisors.

• Develop effective working relationships with managers, supervisors, and employees across assigned facilities.
• Serve as an accessible and approachable resource for day-to-day HR questions, employee concerns, and people-related challenges.
• Coach and guide supervisors and managers on employee relations matters, performance concerns, conflict resolution, and the consistent application of HR policies and practices.
• Help managers identify practical solutions that support both employee needs and business objectives.
• Maintain visibility and an active HR presence across assigned locations and departments.
• Partner with other HR team members to ensure consistent HR practices and a positive employee experience across facilities.

2. Support talent acquisition and workforce planning.

• Partner with hiring managers to identify staffing needs, develop recruiting strategies, and support workforce planning.
• Coordinate and support recruiting activities, including job postings, candidate sourcing, screening, interviewing, and selection.
• Maintain accurate and timely information in the applicant tracking system.
• Support internal job opportunities, employee movement, and career development processes.
• Build relationships with local colleges, workforce development organizations, and community partners to support talent pipelines.
• Participate in career fairs, community events, and other recruiting initiatives as needed.

3. Support employee engagement, development, and company culture.

• Support employee engagement initiatives that strengthen Duke's culture and reinforce company Values.
• Partner with managers to create meaningful onboarding experiences for new employees.
• Coordinate employee recognition, celebrations, wellness activities, and other engagement initiatives.
• Support training and development programs, including identifying opportunities to strengthen leadership and employee capabilities.
• Assist managers with employee development planning and career growth opportunities.
• Support initiatives that promote continuous improvement and employee involvement.

4. Provide guidance and support on HR policies, programs, and processes.

• Interpret and communicate company policies, practices, and procedures to managers and employees.
• Provide general guidance on employee leave, FMLA, ADA, workers' compensation, and other HR-related matters, partnering with appropriate subject matter experts when needed.
• Support compliance with applicable employment laws and regulations.
• Coordinate employee lifecycle activities, including hires, promotions, transfers, performance reviews, and terminations.
• Partner with HR Services to ensure employee records and HRIS information are accurate and maintained appropriately.
• Assist with HR reporting, recordkeeping, and other administrative processes as needed.

5. Support performance management and employee development.

• Coordinate and support the company's performance management process.
• Assist managers and supervisors with employee performance conversations, development plans, and improvement plans.
• Provide guidance on performance documentation, corrective action, and disciplinary processes.
• Help managers navigate employee performance concerns and identify appropriate next steps.
• Support consistent application of performance management practices across locations.

6. Lead and participate in HR projects and continuous improvement initiatives.

• Take ownership of assigned HR projects and initiatives that support business and HR team priorities.
• Lead or coordinate projects in areas aligned with individual strengths and interests, which may include:

+ Compensation analysis and wage competitiveness.

+ Performance management and talent development.

+ HR data analytics, reporting, and metrics.

+ Employee engagement and organizational culture.

+ HR processes, systems, and continuous improvement.

+ Talent acquisition and workforce planning.

• Collaborate with HR team members and business leaders to implement improvements and achieve project objectives.
• Share knowledge, best practices, and project outcomes with the broader HR team.

Job Qualifications

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• Bachelor's degree in Human Resources, Business Administration, or a related field, or equivalent combination of education and relevant HR experience.
• 3+ years of progressive HR experience in a Generalist or related HR role preferred.
• Ability to build relationships and establish credibility with employees, supervisors, and managers at all levels.
• Strong interpersonal, communication, and problem-solving skills, including the ability to navigate employee relations matters with professionalism and sound judgment.
• Ability to listen, consult, coach, and influence others to achieve positive outcomes.
• Strong organizational skills and the ability to manage multiple priorities across different locations.
• Analytical and critical-thinking skills, including the ability to interpret data, identify trends, and support informed decision-making.
• Proficiency with Microsoft Office applications, particularly Excel, and the ability to learn and utilize HRIS, ATS, and other business systems.
• Ability to coordinate projects, facilitate initiatives, and follow through on commitments.
• Manufacturing or multi-location HR experience, knowledge of employee engagement practices (including Gallup Q12), and familiarity with Lean principles are preferred.

Workplace Environmental Conditions

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• Typical office and manufacturing plant environment.
• Hybrid work arrangement, with an expectation of working onsite at the Sedalia or St. Louis facility 2–3 days per week.
• Periodic travel between Sedalia and St. Louis facilities, as business needs require.
• Occasional overnight travel may be required (less than 20%).

Tools Used to Perform Essential Functions

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• Equipment: Personal computer, copier, and other typical office equipment.
• Software: Microsoft Office 365 Suite (Outlook, Excel, Word, PowerPoint), HRIS and ATS databases, and other browser-based software programs and applications.

Duke Manufacturing is an Equal Opportunity Employer.

EOE