Sr HR Generalist

About the role

Senior Human Resources (HR) Generalist responsible for providing subject‑matter‑expert HR support to assigned business units/clients. Functions include employee‑relations consultation/conflict resolution, policy interpretation and application, management consultation, talent acquisition, workforce data analysis, performance‑appraisal training, and application of benefit and compensation programs. The role requires high emotional intelligence, critical‑thinking and decision‑making skills, the ability to shift rapidly among functional areas, anticipate HR needs, meet deadlines, and serve as a role model by training and guiding other HR team members.

Responsibilities

People Essential Functions

• Participate in employee‑relations activities such as conflict resolution, counseling managers and staff of varying complexity, and conducting follow‑up, exit, and focus‑group interviews.
• Coach, train, and guide client managers and staff on employee‑relations, policy interpretation, procedures, benefits, compensation, job description development, payroll, turnover, employee satisfaction, performance management, and legal issues (e.g., FMLA, ADA, sexual harassment).
• Serve as a role model and mentor to peers.
• Recommend improvements to department turnover, retention, and employee‑engagement scores.
• Collaborate with HR colleagues system‑wide on initiatives.
• Consult with management to assess performance‑improvement needs and develop action plans.

Service Essential Functions

• Develop and execute HR strategies with HR leadership and operations to support business objectives, improve retention, and meet strategic goals.
• Engage with client groups to understand operational objectives and culture.
• Attend client department meetings to provide HR updates and receive operational changes.
• Identify HR intervention opportunities to achieve business goals.
• Support proactive workforce planning, monitor turnover and time‑to‑fill trends, and assist with staffing challenges.
• Partner with recruitment colleagues and management to remove barriers to filling positions; may participate directly in recruitment.
• Deliver training for new‑employee orientation, management education, and supervisor‑skill development in various settings.
• Identify opportunities and recommend improvements to management skills.

Quality/Safety Essential Functions

• Interpret HR policies and procedures for employees and managers.
• Recommend policy, procedure, and process improvements to the HR Director and management; may develop new policies.
• Educate staff on new policies and procedures.
• Conduct investigations for EEOC charges, business‑practice complaints, and Texas Workforce Unemployment claims; provide options and summary reports for leadership.
• Gather and interpret workforce data, conduct analysis, prepare summary reports, and develop strategies to improve HR metrics.

Finance Essential Functions

• Explain compensation policies and recommendations to management.
• Lead or participate in compensation activities such as job‑description development, counseling on compensation issues, compensation analysis, and recommendation formulation.
• Advise management on handling critical compensation conversations.
• Develop business cases supporting compensation changes and collaborate with compensation colleagues.
• Use resources efficiently and prioritize tasks independently while assisting coworkers as needed.

Growth/Innovation Essential Functions

• Support change‑management initiatives and work with Organizational Development to design and implement change strategies.
• Identify personal development needs and take appropriate action.
• Ensure regular career discussions with management and keep the My Development Plan current.

Requirements

• Bachelor’s degree.
• Four years of Human Resources experience, with at least three years at a higher level directly related to employee/labor relations, organizational consulting, recruitment, compensation, and/or benefits administration.

Qualifications

• Preferred certifications: PHR (Professional in Human Resources) – HRCI, SPHR (Senior Professional in Human Resources) – HRCI, SHRM‑CP (Certified Professional in HR) – SHRM, or SHRM‑SCP (Senior Certified Professional in HR) – SHRM.

Skills and Abilities

• Demonstrated competence to safely perform the assigned job, validated through ongoing assessments.
• Proficiency in spoken, written, and reading English, especially for activities impacting patient or employee safety.
• Effective communication with patients, physicians, families, and co‑workers using a customer‑service focus and positive language.
• Strong interpersonal and teamwork skills across all healthcare team levels; commitment to excellent customer service for applicants, leaders, staff, physicians, and co‑workers.
• Ability to influence and partner with client groups to achieve positive organizational results.
• Intermediate proficiency with Microsoft Office (Outlook, Excel, Word, PowerPoint).
• Skill in identifying and utilizing resources to accomplish high‑priority tasks.
• Thorough knowledge of Federal and State employment laws, regulations, and legislation.
• Excellent organizational skills and attention to detail.
• Adaptability to changing responsibilities and multiple tasks.
• Capability to handle challenging situations with sound judgment and critical‑thinking.
• Application of change‑management practices.
• Ability to collect, interpret, and analyze data and make sound recommendations.

Additional Information

• Work attire: Business professional (uniform and scrubs not required).
• On‑call: Not required.
• Travel: May require travel within the Houston metropolitan area and outside the Houston metropolitan area.