Mid Level HR Generalist Jobs
Mid level hr generalist jobs go to HR professionals ready to own full project cycles, guide junior staff, and make policy and process decisions without close supervision. Openings run across Manufacturing, Food & Beverage, and Technology & Software, with Aramark, Mashgin, and Ingersoll-Rand among the employers hiring at this level now.
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Showing 5 of 243+ Mid Level HR Generalist jobs
Responsibilities
- Apprenticeship & PWA Management: Serve as the primary function lead for the strategy, administration, and regulatory compliance of all registered apprenticeship programs.
- Prevailing Wage & Davis-Bacon Compliance: Partner closely with the Payroll and Asset Optimization teams to review, monitor, and audit worker classifications, and wage determinations for Davis-Bacon and PWA-governed projects.
- Labor Relations & Union Support: Support the HR Director with collective bargaining agreement (CBA) negotiations, grievance discussions, and targeted labor meetings regarding the integration of apprenticeship pathways and PWA program structures.
- Safety & Regulatory Compliance: Oversee and maintain the HR team's compliance standards for Department of Transportation (DOT) programs and Occupational Safety and Health Administration (OSHA) reporting and record-keeping requirements.
- Employee Relations: Serve as a trusted advisor to employees and managers, providing high-level guidance to proactively address and resolve complex issues while ensuring fair and consistent application of company policies and collective bargaining agreements.
- Reporting & Analytics: Prepare highly accurate HR compliance reporting data, audit findings, and labor metrics to create presentations for senior leadership meetings.
- Other HR Work: Handle advanced HR operational projects as assigned by the HR Director.
Experience & Qualifications
- Education: Bachelor's degree in Human Resources, Business, Organization Development, or a related field preferred.
- Experience: Minimum of 5+ years of progressive HR experience, with an emphasis on managing registered apprenticeship programs and navigating the Davis-Bacon Act / Prevailing Wage Act requirements.
- Labor Relations: Proven experience working within unionized environments and supporting collective bargaining agreement compliance is preferred.
- Compliance Knowledge: Direct familiarity with DOT clearinghouse regulations, OSHA regulated employee files and certified payroll workflows.
- Systems & Tools: Advanced proficiency using Human Resources Information Systems (HRIS) and standard business software (Word, PowerPoint, Excel) to track compliance metrics.
- Confidentiality & Ethics: Proven ability to handle highly sensitive wage, labor, and employee data with the utmost confidentiality.
- Communication: Exceptional interpersonal and communication skills required to influence, collaborate, and partner across multi-functional teams (including Payroll and Asset Optimization).
- Mindset: An agile, proactive problem-solver capable of anticipating regulatory compliance challenges and implementing risk-mitigation strategies.
- Travel: Ability to travel up to 10% of the time.
Compensation & Benefits
- Salary Range: $95,000 - $110,000 per year (commensurate with experience)
- Bonus: Eligible for a 5% Variable Bonus program.
Equal Opportunity Employer
This employer is required to notify all applicants of their rights pursuant to federal employment laws. For further information, please review the Know Your Rights (https://www.eeoc.gov/poster) notice from the Department of Labor.
Responsibilities
- Apprenticeship & PWA Management: Serve as the primary function lead for the strategy, administration, and regulatory compliance of all registered apprenticeship programs.
- Prevailing Wage & Davis-Bacon Compliance: Partner closely with the Payroll and Asset Optimization teams to review, monitor, and audit worker classifications, and wage determinations for Davis-Bacon and PWA-governed projects.
- Labor Relations & Union Support: Support the HR Director with collective bargaining agreement (CBA) negotiations, grievance discussions, and targeted labor meetings regarding the integration of apprenticeship pathways and PWA program structures.
- Safety & Regulatory Compliance: Oversee and maintain the HR team's compliance standards for Department of Transportation (DOT) programs and Occupational Safety and Health Administration (OSHA) reporting and record-keeping requirements.
- Employee Relations: Serve as a trusted advisor to employees and managers, providing high-level guidance to proactively address and resolve complex issues while ensuring fair and consistent application of company policies and collective bargaining agreements.
- Reporting & Analytics: Prepare highly accurate HR compliance reporting data, audit findings, and labor metrics to create presentations for senior leadership meetings.
- Other HR Work: Handle advanced HR operational projects as assigned by the HR Director.
Experience & Qualifications
- Education: Bachelor's degree in Human Resources, Business, Organization Development, or a related field preferred.
- Experience: Minimum of 5+ years of progressive HR experience, with an emphasis on managing registered apprenticeship programs and navigating the Davis-Bacon Act / Prevailing Wage Act requirements.
- Labor Relations: Proven experience working within unionized environments and supporting collective bargaining agreement compliance is preferred.
- Compliance Knowledge: Direct familiarity with DOT clearinghouse regulations, OSHA regulated employee files and certified payroll workflows.
- Systems & Tools: Advanced proficiency using Human Resources Information Systems (HRIS) and standard business software (Word, PowerPoint, Excel) to track compliance metrics.
- Confidentiality & Ethics: Proven ability to handle highly sensitive wage, labor, and employee data with the utmost confidentiality.
- Communication: Exceptional interpersonal and communication skills required to influence, collaborate, and partner across multi-functional teams (including Payroll and Asset Optimization).
- Mindset: An agile, proactive problem-solver capable of anticipating regulatory compliance challenges and implementing risk-mitigation strategies.
- Travel: Ability to travel up to 10% of the time.
Compensation & Benefits
- Salary Range: $95,000 - $110,000 per year (commensurate with experience)
- Bonus: Eligible for a 5% Variable Bonus program.
Equal Opportunity Employer
This employer is required to notify all applicants of their rights pursuant to federal employment laws. For further information, please review the Know Your Rights (https://www.eeoc.gov/poster) notice from the Department of Labor.
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Find Mid Level HR Generalist JobsMid Level HR Generalist Job Market
Who's Hiring
- Aramark3
- Mashgin3
- Ingersoll-Rand3
- Jabil2
- Quanex2
Top Industries Hiring
- Manufacturing17
- Food & Beverage14
- Technology & Software12
- Retail11
- Construction & Real Estate11
Mid Level HR Generalist Jobs: Frequently Asked Questions
How do I get a mid level hr generalist job?
Position your experience around ownership, not just tasks. Highlight projects you led end to end, such as rolling out a new onboarding program, managing an open enrollment cycle, or driving a compliance audit independently. Recruiters at this level want to see that you can operate without hand-holding, so frame your resume around outcomes and decisions you owned, not duties you assisted with.
Which companies hire mid level hr generalists?
Companies hiring mid level hr generalists right now include Aramark, Mashgin, and Ingersoll-Rand, based on current listings on Migrate Mate as of July 2026. Hiring at this level comes from a wide range of employers, from large corporations building out structured HR teams to mid-size companies that need generalists who can handle multiple functions without a deep specialist bench.
Are there remote mid level hr generalist jobs?
Yes, remote and hybrid options are a real and growing part of this market. About 13% of mid level hr generalist openings are remote or hybrid as of July 2026, though availability varies by industry and company size. Roles involving high-volume employee relations or on-site workforce management tend to require more in-person presence than those focused on policy, systems, or project work.
How do I move up to a mid level hr generalist role?
The move from entry level to mid level comes from deepening ownership over time. Early-career HR professionals grow into this tier by taking on increasingly complex work, such as managing a full recruiting cycle, administering benefits independently, or leading a process improvement project. Building measurable impact, such as reducing time-to-hire or improving retention in a specific team, signals readiness for mid level responsibilities.
Which industries hire the most mid level hr generalists?
Mid Level hr generalist roles concentrate in Manufacturing, Food & Beverage, and Technology & Software, based on current listings on Migrate Mate as of July 2026. These sectors tend to have large, distributed workforces and ongoing compliance demands that require generalists with enough experience to manage competing priorities and support business leaders without constant guidance from senior HR staff.