Senior HR Generalist

At Houston Methodist, the Senior Human Resources (HR) Generalist position is responsible for performing HR responsibilities at the subject matter expert level providing expertise and direct support to assigned business units/clients in functional areas such as employee relations consultation/conflict resolution, policy interpretation and application, management consultation, talent acquisition, workforce data analysis, performance appraisal training; applies an accurate working knowledge of benefit and compensation programs and processes. This role requires a high degree of emotional intelligence and critical thinking/decision making skills to work with all levels of management and staff in an effective and positive manner. The Senior HR Generalist must be able to rapidly shift from one functional area to another successfully to anticipate HR related needs within their respective client groups, complete assignments and meet important deadlines. This position serves as a role model within the HR department, providing training and guidance to other HR team members as appropriate.

Requirements:

PEOPLE ESSENTIAL FUNCTIONS

• Participates in various activities related to employee relations to include conflict resolution, providing counseling to managers and staff of low to high complexity, and conducting interviews (follow-up, exit, focus group). Works with client managers and staff to coach, train and guide in regards to employee relations, policy interpretation, procedures, benefits, compensation, job description development, payroll, turnover, employee satisfaction, performance management, conflict resolution, and legal issues (e.g., FMLA, ADA, sexual harassment, etc.).

• Serves as a role model and mentors peers as needed. Recommends opportunities for improvement of department score for turnover/retention/employee engagement.

• Works in collaboration with HR colleagues around the system in other functional areas and/or entities on system initiatives.

• Consults with management regarding the assessment of performance improvement needs and the development of associated action plans.

SERVICE ESSENTIAL FUNCTIONS

• Participates in the development and execution of strategies in collaboration with HR leadership, human resources staff and operations' leadership to support business objectives, such as improving retention and employee satisfaction and meeting department and hospital strategic goals.

• Participates in client activities to build knowledge of the operational objectives and the culture of assigned workgroups. Attends client department meetings to give HR updates and receive updates on operational changes. Identifies opportunities and develops solutions for HR intervention to aid in the achievement of business goals.

• Supports management efforts in workforce planning in a proactive manner. Monitors trends such as turnover and time to fill to support clients with staffing challenges. Partners with recruitment colleagues and management groups to identify and remove barriers to filling positions. May participate directly in recruitment endeavors.

• Participates in the delivery of training related to new employee orientation, management education and supervisor skills development; training settings may include large class settings, small groups, and individual education. Identifies opportunities and makes recommendations for improving management skills.

QUALITY/SAFETY ESSENTIAL FUNCTIONS

• Interprets human resources policy and procedures to employees and managers. Makes recommendations to HR Director and management on identified opportunities for policy, procedure, and process improvement. May develop policies and procedures. Provides education of new policies and procedures.

• Conducts investigations for a variety of issues to include EEOC charges, business practice complaints, and Texas Workforce Unemployment Claims. Identifies appropriate options for management/senior leadership consideration, makes recommendations as necessary, and writes summary reports to support employment-related business decisions.

• Proactively gathers and interprets data; identifies opportunities for improvement. Conducts workforce data analysis, prepares summary reports, and develops and recommends strategies and actions indicated by such data to improve HR metrics.

FINANCE ESSENTIAL FUNCTIONS

• Explains compensation policy and recommendations to management to gain acceptance and understanding. Leads or participates in activities related to compensation such as job description development, providing counsel to management on compensation related issues, compensation analysis and development of recommendations. Advises management on handling crucial compensation conversations. Identifies business cases that support a modified compensation recommendation and partners with compensation colleagues for a joint solution.

• Uses resources efficiently; does not waste supplies. Self-motivated to independently manage time effectively and prioritize daily tasks, assisting coworkers as needed.

GROWTH/INNOVATION ESSENTIAL FUNCTIONS

• Supports change management initiatives; works with Organizational Development to identify, develop and implement change management strategies.

• Seeks opportunities to identify self-developmental needs and takes appropriate action. Ensures own career discussions occur with appropriate management. Completes and updates the My Development Plan on an on-going basis.

This job description is not intended to be all-inclusive; the employee will also perform other reasonably related business/job duties as assigned. Houston Methodist reserves the right to revise job duties and responsibilities as the need arises.

Qualifications:

EDUCATION

• Bachelor's degree

WORK EXPERIENCE

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

LICENSES AND CERTIFICATIONS - REQUIRED

• N/A

LICENSES AND CERTIFICATIONS - PREFERRED

• PHR - Professional in Human Resources OR
• SPHR - Senior Professional in Human Resources -- from the Human Resource Certification Institute (HRCI) OR
• Human Resources SHRM-CP OR
• Human Resources SHRM-SCP -- from the Society for Human Resource Management (SHRM)

KNOWLEDGE, SKILLS, AND ABILITIES

• Demonstrates the skills and competencies necessary to safely perform the assigned job, determined through on-going skills, competency assessments, and performance evaluations

• Sufficient proficiency in speaking, reading, and writing the English language necessary to perform the essential functions of this job, especially with regard to activities impacting patient or employee safety or security

• Ability to effectively communicate with patients, physicians, family members and co-workers in a manner consistent with a customer service focus and application of positive language principles

• Exhibits strong interpersonal and teamwork skills with all levels of the healthcare team and assures delivery of excellent customer service to all applicants, HM leaders and staff, physicians and co-workers

• Ability to interact, influence, and partner with client groups to achieve positive results for the organization

• Intermediate proficiency with MS Office products, including Outlook, Excel, Word, and PowerPoint

• Ability to identify and effectively utilize resources to accomplish multiple tasks with high priority

• Strong knowledge and application of Federal and State employment laws, regulations and legislation

• Strong organizational skills and attention to detail

• Ability to adapt to changing responsibilities and multiple tasks

• Capable of handling and challenging/difficult situations

• Demonstrates sound judgment and executes proficient critical thinking skills

• Ability to apply change management practices

• Ability to collect, interpret, and analyze data and make sound recommendations

SUPPLEMENTAL REQUIREMENTS

WORK ATTIRE

• Uniform No
• Scrubs No
• Business professional Yes
• Other (department approved) No

ON-CALL*
*Note that employees may be required to be on-call during emergencies (ie. DIsaster, Severe Weather Events, etc) regardless of selection below.

• On Call* No

TRAVEL**
**Travel specifications may vary by department**

• May require travel within the Houston Metropolitan area Yes
• May require travel outside Houston Metropolitan area Yes