Sr. Human Resources Generalist

BOYS & GIRLS CLUBS OF GREATER HOUSTON INC. Houston, TX $65000.00 per year
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PRIMARY FUNCTION:

Senior Human Resources (HR) Generalist position is responsible for performing HR responsibilities at the subject matter expert level providing expertise and direct support to leaders and team members of BGCGH 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 and understanding of benefit and compensation programs and processes. This role requires a high degree of emotional intelligence, confidentiality 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 day-to-day operations, complete assignments and meet important deadlines. This position serves as a key role model within the HR department, providing training and guidance to other HR team members as appropriate.

 

KEY ROLES:

PEOPLE - 25%

  • 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 department 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 turnover/retention/employee engagement.
  • Works in collaboration with HR colleagues around the department in other functional areas and/or entities on organization initiatives.
  • Consults with director regarding the assessment of performance improvement needs and the development of associated action plans.

 

SERVICE - 20%

  • 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 organization strategic goals.
  • Participates in department activities to build knowledge of the operational objectives and the culture of the organization. Attends various 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, as necessary.
  • Supports management efforts in workforce planning in a proactive manner. Monitors trends such as turnover and time to fill to support departments 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 - 25%

  • 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 - 15%

  • Reviews bi-weekly payroll and ensures key personnel changes and deliverables are ready for payroll.
  • Explains compensation policy and recommendations to management to gain acceptance and understanding. 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, when required. Advises management on handling crucial compensation conversations. Identifies business cases that support a modified compensation recommendation and works with HR Director for further analysis.
  • Uses resources efficiently; does not waste supplies. Self-motivated to independently manage time effectively and prioritize daily tasks, assisting coworkers as needed.

GROWTH/INNOVATION - 15%

  • Supports change management initiatives; works with HR Director 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.

This job description is not intended to be all inclusive; the employee will also perform other reasonably related business/job duties as assigned.

 RELATIONSHIPS:

INTERNAL: Maintain close, daily contact with Director, Human Resources to receive/provide information, discuss issues, explain or interpret guidelines/instructions; instruct and advise/counsel.

EXTERNAL: Maintain contact as needed with community health groups, sister Boys & Girls Clubs, and others to promote targeted outreach initiatives.

 

MINIMUM QUALIFICATIONS:

 ·       Bachelors degree from an accredited college or university, or equivalent experience.

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

·       Prior supervisor experience, preferred.

·       Strong communication skills, both oral and written.

·       Strong computer skills.

·       Ability to recruit, train, supervise and motivate staff.

 

KNOWLEDGE, SKILLS AND ABILITIES REQUIRED:

 ·       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 employee safety or security

·       Ability to effectively communicate with leaders, vendors, 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 team and assures delivery of excellent customer service to all applicants, leaders and co-workers.

·       Ability to interact, influence, and partner with department 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.

 

CERTIFICATIONS/LICENSES:

·       Professional in Human Resources (PHR) or Senior Professional in Human Resources (SPHR) from the Human Resource Certification Institute (HRCI) or Certified Professional (SHRM-CP) or Senior Certified Professional (SHRM-SCP) from the Society for Human Resource Management (SHRM) preferred

PHYSICAL REQUIREMENTS/ WORK ENVIRONMENT:

The physical demands described here are representative of those that must be met by an employee to successfully perform the essential functions of this job.  Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions.

While performing the duties of this job, the employee is regularly required to stand; walk; use hands to fingers, handle, feel; reach with hands and arms; climb or balance; stoop, kneel, crouch, or crawl; talk or hear; taste or smell.  The employee frequently is required to sit.  The employee must regularly lift and/or move up to 30lbs.   Specific vision abilities required by this job include close vision, distance vision, color vision, peripheral vision, depth perception and ability to adjust focus. 

DISCLAIMER:

The information presented indicates the general nature of work and level of work expected of employees in this classification.  It is not designed to contain, or to be interpreted as, a comprehensive inventory of all duties, responsibilities, qualifications and objectives required of employees assigned to this job.

BOYS & GIRLS CLUBS OF GREATER HOUSTON INC. is an EEO employer - M/F/Vets/Disabled
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