SENIOR EMPLOYEE RELATIONS SPECIALIST

SENIOR EMPLOYEE RELATIONS SPECIALIST

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SENIOR EMPLOYEE RELATIONS SPECIALIST

Salary

$2,454.30 - $2,737.52 Biweekly

Location

Houston

Job Type

Full Time

Job Number

38911

Department

HUMAN RESOURCES

Division

HRD-PEOPLE & CLIENT SERVICES

Opening Date

06/10/2026

Closing Date

6/17/2026 11:59 PM Central

• Description

• Benefits

• Questions

POSITION OVERVIEW

Applications accepted from: All Persons interested

Division: Employee Relations

Reporting Location: 611 Walker Street & IAH (16922 John F. Kennedy Blvd) Multiple locations

Workdays & Hours: MONDAY – FRIDAY 8:00 AM – 5:00 PM* Subject to Change

DESCRIPTION OF DUTIES / ESSENTIAL FUNCTIONS

As a Senior Employee Relations Specialist, you will play a key role in fostering a positive, productive work environment for employees across the organization. You’ll serve as a trusted advisor, problem-solver, and subject-matter expert on employee relations matters—helping leaders navigate complex situations while ensuring compliance, consistency, and care.

This role is ideal for someone who enjoys building relationships, resolving challenges with empathy and professionalism, and strengthening organizational culture through thoughtful HR practices.

You will lead and support a wide range of employee relations activities, including:

· Build strong working relationships across departments to promote collaboration, trust, and open communication.

· Coach and advise managers on positive corrective action strategies that support employee success.

· Review and process corrective action recommendations to ensure fairness, consistency, and compliance.

· Prepare and refine HR documentation including reports, correspondence, and case summaries.

· Manage grievances and employee concerns while ensuring adherence to established rules, timelines, and procedures.

· Conduct thorough investigations into allegations of misconduct and recommend appropriate outcomes.

· Participate in Indefinite Suspension and Medical Separation meetings.

· Represent the department in Civil Service Commission Appeals and Unemployment Hearings.

· Develop and interpret HR procedures to support operational efficiency and regulatory compliance.

· Deliver training to departments on HR policies, updates, and best practices.

· Coordinate responses to EEOC complaints and ensure timely, accurate submissions.

· Assist with ADA accommodations, supporting employees’ access to equitable workplace solutions.

· Perform additional HR duties as needed to support departmental goals.

WORKING CONDITIONS:

This position is physically comfortable; the individual has discretion about walking, standing, etc. There are no major sources of discomfort in a normal office environment.

MINIMUM REQUIREMENTS

EDUCATION REOUIREMENTS

Requires a Bachelor's degree in Business Administration, Social Science, Liberal Arts, or a closely related field.

EXPERIENCE REOUIREMENTS

Three years of related professional experience in human resources are required. Pertinent experience at the professional level may be substituted for the education requirement on a year-for-year basis.

LICENSE REOUIREMENTS

None

PREFERENCES

Preference shall be given to eligible veteran applicants provided such persons possess the qualifications necessary For competent discharge of the duties involved in the position applied For, such persons are among the most qualified candidates For the position, and all other Factors in accordance with Executive Order 1-6. Experience Assisting in ADA Accommodation is highly Preferred.

Preference will be given to candidates with demonstrated experience managing ADA interactive processes, evaluating accommodation requests, and applying ADAAA requirements in employee relations contexts.

GENERAL INFORMATION

SELECTION/SKILLS TESTS REQUIRED

The selection process will involve application review and/or interview. Department may administer skills assessment test.

SAFETY IMPACT POSITION YES

This position is subject to random drug testing and if a promotional position, the candidate must pass an assignment drug test.

Pay Grade - 21

SALARY INFORMATION

Factors used in determining the salary offered include the candidate’s qualifications as well as the pay rates of other employees in this classification.

APPLICATION PROCEDURES

Only online applications will be accepted for this City of Houston job and must be received by the Human Resources Department during active posting period. Applications must be submitted online at: .

To view your detailed application status, please log-in to your online profile by visiting: call View phone number on click.appcast.io.

If you need special services or accommodations, call View phone number on click.appcast.io. (TTY 7-1-1)

If you need login assistance or technical support call View phone number on click.appcast.io.

Due to the high volume of applications received, the Hiring Department will contact you directly, should you be selected to advance in our recruitment process.

All new and rehires must pass a pre-employment drug test and are subject to a physical examination and verification of information.

Equal Opportunity Employer

The City of Houston is committed to recruiting and retaining a diverse workforce and providing a work environment that is free from discrimination and harassment based upon any legally protected status or protected characteristic, including but not limited to an individual's sex, race, color, ethnicity, national origin, age, religion, disability, sexual orientation, genetic information, veteran status, gender identity, or pregnancy.

The city offers a competitive benefits program, including competitively priced health coverage and a defined contribution pension plan. Benefits include:

• Medical

• Dental

• Vision

• Wellness

• Supplemental Insurance

• Life insurance

• Long-term disability

• Retirement pension

• 457 deferred compensation plan

• Employee Assistance Program

• 10 days of vacation each year

• 13 city holidays, plus one floating holiday

• Compensable Sick Leave

• Personal Leave

• Flexible schedules

• Hybrid-Telework for eligible positions

• Professional development opportunities

• Transportation/parking plan

• Section 125 pretax deductions

• Dependent Care Reimbursement Plan

• Paid Prenatal, Parental and Infant Wellness Leaves

• Healthcare Flexible Spending Account

For plan details, visit

01

Are you a veteran who served on active duty in the Armed Forces (United States Army, Navy, Air Force, Marine Corps, or Coast Guard) for more than 90 consecutive days and received either an honorable discharge or a general discharge under honorable conditions?

• Yes

• No

02

What is the highest level of education you have completed?

• High School Diploma/GED

• Associate's Degree

• Bachelor's Degree or higher

• None of the above

03

What is your degree concentration?

• Human Resources

• Business Administration

• Social Science

• Liberal Arts

• Other closely related field

• I have no degree

04

How many "VERIFIABLE" years of work experience in Human Resources do you possess?

• Seven (7) or more years' experience

• Six (6) years' experience

• Five (5) years' experience

• Four (4) years' experience

• Three (3) years' experience

• Less than three (3) years' experience

05

When advising managers on corrective action, what best describes your level of experience, including reviewing supporting documentation and applying appropriate policies to determine the correct level of misconduct?

• No experience in this area

• Provide general, high-level guidance without reviewing documentation or applying policy standards

• Collaborate with managers to shape corrective action plans and assist in reviewing basic documentation

• Independently review supporting documents, interpret and apply relevant policies, and guide managers through the corrective action process including providing various options and risks associated with each.

06

How many years of experience do you have handling Employee Relations matters such as corrective/disciplinary actions, grievances, ADA accommodations, policy interpretation, investigations and providing guidance to management on employee issues?

• No Experience

• Less than 31years

• 1 years to less than 3 years

• 3-5 years

• 5+years

07

What level of experience do you have preparing HR correspondence such as corrective actions, reports, and case summaries?

• No experience

• Limited experience with basic HR documents

• Regularly prepare case-specific documentation

• Prepare complex or legally sensitive documentation

• Develop high-stakes reports for executive review or legal proceedings

08

When advising managers on corrective action, what best describes your level of experience, including reviewing supporting documentation and applying appropriate policies to determine the correct level of misconduct?

• No experience in this area

• Provide general, high-level guidance without reviewing documentation or applying policy standards

• Collaborate with managers to shape corrective action plans and assist in reviewing basic documentation.

• Independently review supporting documents, interpret and apply relevant policies, and guide managers through the corrective action process including providing various options and risks associated with each.

09

How would you rate your experience conducting workplace investigations into misconduct or policy violations?

• No experience

• Limited experience (assisted but did not lead)

• Moderate experience (led several investigations with guidance)

• Extensive experience (independently led multiple investigations)

• Expert experience (led complex, multi-party or high-risk investigations)

10

What is the depth of your experience managing employee grievances, concerns, and related casework while adhering to required timelines and procedural deadlines?

• No direct experience managing grievances

• Basic experience assisting or observing the process, with limited exposure to timelines

• Independently handled straightforward grievances and met standard timelines with minimal support

• Managed a wide range of grievance cases, and met standard timelines with minimal to no support

11

Which option best reflects your experience with ADA compliance and the interactive process?

• I have no experience with ADA or workplace accommodations

• I have basic familiarity with ADA requirements but have not led cases

• I have participated in ADA interactive process discussions

• I have independently managed ADA accommodation cases from intake through resolution

• I have extensive experience leading complex ADA cases, including medical documentation review, undue hardship analysis, and collaboration with legal or disability management teams

12

What volume of Employee Relations cases or workload are you most accustomed to managing at one time?

• Fewer than 5 active cases at a time

• 5–10 active cases at a time

• 10–20 active cases at a time

• 20–35 active cases at a time

• More than 35 active cases at a time, including complex and high-risk matter

13

How would you describe your ability to use critical thinking and a solution-oriented approach when addressing Employee Relations issues?

• I rely heavily on direction from others and do not typically propose solutions

• I can identify basic issues but need guidance to develop solutions

• I independently analyze situations and provide practical recommendations for routine ER matters

• I consistently use critical thinking to solve complex ER issues and propose effective, policy-aligned solutions

• I am considered a strategic problem-solver who anticipates risks, identifies root causes, and develops comprehensive, proactive solutions for high-risk or sensitive ER situations

Required Question