Human Resources Generalist

About the role

Tampa Family Health Centers is seeking an experienced HR Generalist IV – Employee Relations to manage complex employee relations matters, workplace investigations, corrective-action support, performance concerns, policy interpretation, and conflict resolution. This advanced HR practitioner serves as a trusted resource to employees and leaders and independently manages assigned cases within established authority and escalation protocols. Matters involving significant legal, regulatory, reputational, or workplace-safety risk are escalated to HR leadership and, when appropriate, employment counsel.

Responsibilities

• Receive, assess, document, and manage employee relations complaints and concerns, including matters involving workplace conflict, inappropriate conduct, bullying, professionalism, communication, policy violations, and performance concerns.
• Conduct timely, objective, and well-documented workplace investigations; interview complainants, respondents, witnesses, and other relevant parties.
• Gather and evaluate relevant documentation, electronic communications, policies, records, and other available evidence.
• Prepare investigation summaries, factual findings, and recommendations for HR leadership review, and maintain accurate, confidential case files.
• Advise managers on employee performance, conduct, attendance, workplace behavior, and policy compliance.
• Review proposed corrective actions for consistency, supporting documentation, and alignment with policy and established practice; support warnings, performance improvement plans, and related processes.
• Participate in termination reviews, prepare or review supporting documentation, and assist with employee separation meetings as assigned.
• Assess employee relations matters for potential discrimination, harassment, retaliation, accommodation, leave, wage-and-hour, workplace-violence, safety, or other compliance implications.
• Coordinate workplace violence, threats, suspected impairment, and other safety-related employee matters with appropriate leaders and departments.
• Support conflict resolution and mediation efforts where appropriate, and advise leaders on consistent application of organizational policies and employee relations practices.
• Track cases and risk classifications, identify recurring patterns across departments, managers, locations, or policies, and ensure moderate- and high-risk matters are escalated promptly.
• Partner with HR leadership and employment counsel on complex or legally sensitive matters.
• Support responses to administrative charges, agency inquiries, litigation holds, unemployment claims, and other employment-related matters as assigned.
• Monitor corrective-action and performance-management trends; develop recurring dashboards and reports and recommend manager training, policy clarification, or process improvements.
• Maintain strict confidentiality and safeguard sensitive employee information.
• Perform other HR duties consistent with the scope and level of the position.

Qualifications

• Bachelor’s degree from an accredited college or university in Human Resources, Business Administration, Organizational Leadership, Labor and Employment Relations, Management, or a closely related field required.
• Minimum of five years of progressively responsible professional Human Resources experience, including direct employee relations responsibility.
• Experience conducting or materially participating in workplace investigations, corrective actions, performance management, employee complaints, policy interpretation, and employee separations.
• Demonstrated experience independently managing sensitive, confidential employee matters and recognizing when escalation to senior HR leadership or employment counsel is necessary.
• Experience advising managers on complex employee relations and performance matters.
• Formal training or demonstrated advanced knowledge in workplace investigations, employee relations, performance management, corrective action, conflict resolution, policy interpretation, discrimination, harassment, retaliation, and employment-law fundamentals.
• Healthcare, community health center, FQHC, or other regulated healthcare environment experience preferred.
• HRM-CP, SHRM-SCP, PHR, SPHR, or equivalent HR certification preferred.
• Formal workplace-investigation training or certification, and training in workplace violence, reasonable accommodation, and leave-related employment protections, are also preferred.