HR Generalist

The Human Resources Generalist is responsible for supporting daily HR operations and providing comprehensive human resources services across the organization under the direction of the Director of Human Resources. This role may be responsible for key HR functions including, but not limited to, talent acquisition, onboarding, employee relations, coaching/counseling of employees, policy administration, compliance, and employee engagement initiatives. The HR Generalist serves as a trusted resource for employees and leadership while helping maintain a positive, productive, and compliant workplace culture. The person in this position is also responsible for implementing initiatives which will increase employee retention and other related HR functions for all Texas Family Care Network employees. Responsibilities 1. Support/Service Delivery Handles routine employee relations questions and concerns related to HR policies, practices, disciplinary matters, performance evaluation, etc. Investigates problems such as working conditions, disciplinary actions, employee complaints, and compliance concerns. Provides guidance and recommendations for problem/issue resolution. Notifies leadership appropriately of concerns and investigations in the programs for which they are responsible. Participates in meetings and other activities internal to Texas Family Care Network; specifically, but not limited to monthly HR staff meetings. Collaborates with Texas Family Care Network management and administrative staff as needed. Advises and assists Program/Department leadership on disciplinary actions and corrective action plans. Coordinates efforts with the internal training department and trains program/department leadership on Human Resource related topics, procedures, etc. Assists the Director of Human Resources in responding to various governmental and provider surveys detailing workforce characteristics. Is responsible for completing tasks, projects, and assignments in furtherance of the organization’s strategic goals and to ensure HR best practices. Assists Director of Human Resources with annual open enrollment process and any related benefit matters during the year. Meets timelines and deadlines as prescribed by the Director of Human Resources and assists with the interviewing process, by developing questions, working with the hiring manager to identify interview panel members, coordinating interviews, and participating in interviews, as appropriate. Pre-screens applicants through phone interviews and/or other methods. Works with new hires to obtain all of the necessary documents, clearances, and information for onboarding prior to their first day. Contacts new hires regarding background check results to gain additional information and make recommendations on hiring decisions based on regulations and laws. Ensures that new hires are welcomed into the organization and address all of their immediate needs and questions. Works with the hiring managers to “nest” the new employee and provide support for the employee during the beginning of their employment. Responsible for tracking applicants and maintenance of applications/resumes. Receives and responds to new hire inquiries related to the hiring process, material covered in orientation, and system issues. Assists with troubleshooting system issues and understand when additional support is needed from a vendor. Assists with special projects or other HR related tasks to support the HR function for Texas Family Care Network. Collaborates with Texas Family Care Network management and administrative staff as needed. Utilizes Microsoft Office Suite to fulfill the objectives of the department and organization. Provides HR support such as ordering office supplies, scheduling appointments, scheduling meeting rooms, etc. 2. Quality Improvement Works to advance applicant pool to ensure we are finding the most successful applicants for hiring managers to consider. Offers new ideas to enhance the service we provide to stakeholders, both internally and externally. 3. Communication Answers routine questions about HR topics from supervisors and employees. Provides programs with feedback, support, and analysis for various HR topics. Conducts surveys as requested. Consults with Program/Department Directors on position vacancies and the strategy to be used in the hiring progress and provides support in the staffing of their budgeted positions. Engages Marketing to assist with developing recruitment materials for the organization. Communicates regularly with Senior Talent Acquisition and Retention Coordinator on an ongoing basis via phone, email, and written messages. Seeks to provide guidance and/or suggestions surrounding hiring best practices and our hiring process. Ensures that all required postings are on program bulletin boards. 4. Supervision Receive supervision. Receive supervision from and actively communicate with supervisor on an ongoing basis throughout the week by phone, email, written message and when possible, in person regarding program matters. Promotes and demonstrates appropriate respect for cultural diversity among coworkers and all work‑related contacts. 6. Community Engagement Conducts presentations at various organizations and/or schools/ colleges/ universities. Maintains positive relationships with community organizations, high schools, colleges, and universities to identify current and/or future talent. Represents the organization at internal and external career fairs. 7. Documentation Maintains data within the HRIS and other HR systems or tracking. Confirms accuracy of all data entered and assures information. Enters new hires into HRIS systems, and uploads files into electronic employee personnel file. Enters background check requests through various portals or systems and obtains results of background checks. Verifies and assures new hire documents are legitimate and valid. Maintains accurate documentation of meeting minutes, as requested. Ensures that personnel files are maintained in accordance with applicable laws and policies and assists internal and external auditors. Ensures all new hires complete the necessary pre‑employment paperwork and background requirements. Verifies that all required paperwork is legible, accurate, and uses professional language and meets timelines as prescribed by the HR Director. 8. Financial/Budget Understands the purpose and acceptable uses for purchases. Reconcile monthly credit card statements in accordance with procedures. Supports payroll, including new hires, terminations, and workflows in the HRIS, etc. Supports payroll audit requests, reconciliations, and year‑end procedures. 9. Risk Management and Safety Ensures work is compliant with local, state, and federal employment laws and regulations, as well as internal organization policy. Maintains confidentiality with all records and correspondence. Completes online learning and policy acknowledgements by due date. Attends and participates in all required trainings. Qualifications Education/Credentials/Licensure Bachelor’s Degree in Human Resources or related field required. SPHR/PHR or SHRM-CP/SHRM-SCP Certification preferred. Valid state driver’s license and safe driving record. Reliable transportation and current and valid auto insurance. Experience Three to five years’ experience in a Human Resources department with responsibility for employee relations. Supervisory experience preferred. Clearances DPS DFPS FBI CBCU Eligibility Determination Child Abuse Clearances 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 notice from the Department of Labor. #J-18808-Ljbffr