Senior Human Resources Generalist

JOIN OUR TEAM! Are you an experienced Human Resources professional who thrives on building strong workplace relationships, solving complex challenges, and supporting organizational success? We are seeking a collaborative, customer-focused Senior Human Resources Generalist to join our Human Resources team. This position offers an opportunity to play a key role in shaping workforce initiatives, supporting City leadership, and delivering high-quality human resources services that positively impact employees and the community we serve. Position Summary Under the general supervision of the Human Resources Director, the Senior Human Resources Generalist performs a broad range of professional human resources functions in support of City operations and workforce initiatives. The role provides leadership and expertise in recruitment and talent acquisition, employee relations, compensation and classification, benefits administration, performance management, training and development, policy implementation, and regulatory compliance. The Senior HR Generalist serves as a trusted advisor to management and employees, providing guidance on complex personnel matters while ensuring compliance with federal, state, and local employment laws. The position also conducts workforce analysis, prepares reports and recommendations, and supports strategic initiatives that promote organizational effectiveness, employee engagement, and operational excellence. The ideal candidate is a strategic thinker, skilled communicator, and collaborative partner who can balance competing priorities while maintaining the highest level of professionalism, discretion, and customer service. Salary is DOQ. Salary Range is $68,057 - $75,129 annually What You’ll Do Strategic Human Resources Leadership Partner with City leadership and management to provide consultation, workforce analysis, and solutions for complex human resources challenges. Support organizational initiatives that improve operational efficiency, employee engagement, and service delivery. Research workforce trends and develop recommendations to enhance HR programs, policies, and practices. Participate in departmental planning, budgeting, and special projects. Compensation, Classification, and Organizational Development Administer and support compensation and classification programs. Conduct market salary surveys and compensation analyses to maintain competitive pay practices. Collaborate with leadership on organizational structure, workforce planning, and career progression initiatives. Provide guidance on classification reviews and compensation‑related matters. Recruitment and Talent Acquisition Manage full‑cycle recruitment activities, including job postings, applicant screening, interview coordination, and onboarding. Partner with hiring managers to attract and retain qualified talent. Conduct new employee orientations and ensure completion of required employment documentation. Support workforce planning and talent acquisition strategies. Employee Relations and Performance Management Serve as a resource to employees and supervisors regarding personnel policies, workplace concerns, and employment procedures. Conduct workplace investigations and assist with resolving employee relations matters. Support performance management programs, employee recognition initiatives, and talent development efforts. Promote positive employee relations and a respectful workplace culture. Compliance and Risk Management Ensure compliance with applicable federal, state, and local employment laws and City policies. Serve as an expert on HR policies, procedures, and regulatory requirements. Coordinate workers' compensation activities and support risk management initiatives. Assist with policy development and continuous process improvement efforts. Benefits Administration and Employee Services Administer employee benefits programs and related communications. Provide guidance to employees regarding benefits enrollment and eligibility. Coordinate benefit fairs, educational programs, and wellness initiatives. Ensure compliance with HIPAA, ACA, and other applicable regulations. Training, Development, and Organizational Effectiveness Coordinate employee training and professional development opportunities. Collaborate with leadership to identify workforce needs and develop effective solutions. Participate in organizational development and workforce planning initiatives. Support employee engagement and recognition programs. Data Analysis and Reporting Analyze workforce data and prepare reports, presentations, and recommendations. Monitor HR program effectiveness and identify opportunities for improvement. Maintain HR records and support HR technology systems, including NeoGov and related platforms. Ensure accuracy and integrity of personnel data and records. Collaboration and Stakeholder Engagement Build and maintain effective relationships with employees, managers, department leaders, and external partners. Serve as a liaison between Human Resources and City departments. Communicate HR policies, programs, and initiatives clearly and effectively. Leadership Expectations This position may provide leadership, mentoring, training, and guidance to staff and project teams while fostering a collaborative, service‑oriented, and high‑performing workplace culture. Work Schedule Position is designated as an on‑site role and requires regular in‑office attendance during standard business hours, Monday – Friday, 8:00 a.m. – 5:00 p.m. Regular and consistent attendance for the assigned work hours is essential. Time scheduled off should be managed so as to not interfere with the ability to accomplish tasks, including special projects, and assignments. Special Requirements Must be able to work holidays, weekends, or after hours for special events, meetings or during emergency situations as required. What We’re Looking For Education Bachelor’s degree from an accredited college or university in Human Resources Management, Public Administration, Business Administration, Organizational Development, or a closely related field. A Master’s degree in Human Resources Management, Public Administration, Business Administration, Organizational Leadership, or a related field may substitute for up to one (1) year of the required experience, where applicable. Experience Five (5) years of progressively responsible professional human resources experience in recruitment, employee relations, compensation and classification, benefits administration, performance management, training and development, and employment law compliance. Experience conducting workplace investigations, administering human resources programs, and providing consultation to management and employees. Experience analyzing and interpreting employment laws, regulations, policies, and organizational data. Preferred Qualifications Municipal, county, state, or other public‑sector human resources experience. Professional HR certification such as SHRM‑CP, SHRM‑SCP, PHR, or SPHR. Experience with compensation studies, classification systems, and workforce analytics. Experience using HRIS and applicant tracking systems, including NeoGov. Licenses and Certificates Must have and maintain a valid Texas Driver License and an acceptable driving record throughout employment with the City. Human Resources Expertise Comprehensive knowledge of public‑sector and municipal human resources principles, practices, and procedures. Strong understanding of federal, state, and local employment laws and regulations, including those governing recruitment, compensation, benefits, employee relations, workplace safety, and personnel administration. Experience across multiple human resources disciplines, including recruitment and talent acquisition, classification and compensation, employee relations, performance management, benefits administration, training and development, and workforce planning. Knowledge of organizational development, talent management, employee engagement, succession planning, and workforce strategy. Experience conducting compensation studies, salary surveys, classification reviews, and workforce analyses to support organizational goals and competitive pay practices. Knowledge of workplace investigations, conflict resolution practices, risk management, workers' compensation administration, and regulatory compliance requirements. Familiarity with Human Resources Information Systems (HRIS), applicant tracking systems, and related technologies, including NeoGov, Tyler Technologies, or comparable platforms. Understanding of project management principles, process improvement methodologies, budget administration, and organizational effectiveness practices. Professional Skills Exceptional interpersonal and relationship‑building skills with the ability to establish credibility and work effectively with employees, managers, executive leadership, elected officials, and community stakeholders. Strong analytical and critical‑thinking skills with the ability to evaluate complex issues, interpret data, identify trends, and develop practical recommendations. Excellent verbal and written communication skills, including the ability to prepare reports, policies, presentations, correspondence, and other professional documents. Strong employee relations and conflict‑resolution skills, including experience conducting investigations, facilitating discussions, and resolving workplace concerns. Demonstrated ability to coach, influence, and advise leaders and employees on sensitive personnel matters. Effective project management and organizational skills with the ability to prioritize competing demands and manage multiple assignments simultaneously. Proficiency in Microsoft Office Suite and HR technology platforms, including applicant tracking, records management, and reporting systems. Strong attention to detail and commitment to accuracy when handling personnel records, reports, and confidential information. Ability to facilitate meetings, employee orientations, training sessions, and collaborative discussions. Strong customer service skills with a commitment to providing responsive, solution‑oriented support. Success in This Role Requires The ability to serve as a trusted advisor and strategic partner to City leadership, managers, and employees. Sound judgment, discretion, and professionalism when handling complex, sensitive, and confidential matters. The ability to interpret and consistently apply employment laws, policies, procedures, and best practices. The ability to analyze workforce needs, identify opportunities for improvement, and develop both short‑ and long‑term solutions that support organizational objectives. The ability to navigate employee relations issues with fairness, objectivity, diplomacy, and confidentiality. The ability to build consensus and foster collaborative relationships among individuals with diverse backgrounds, perspectives, and interests. The ability to communicate complex human resources concepts clearly and effectively to audiences at all organizational levels. The ability to adapt to changing priorities, organizational needs, regulatory requirements, and workplace challenges. The ability to independently manage multiple projects and deadlines while maintaining a high level of quality and attention to detail. The ability to work effectively in a fast‑paced environment that requires flexibility, responsiveness, and strong problem‑solving skills. The ability to maintain the highest standards of confidentiality and protect sensitive personnel and organizational information. The ability to provide exceptional customer service and respond effectively to the needs of employees, applicants, leadership, elected officials, and the public. The ability to establish and maintain productive working relationships with internal and external stakeholders while promoting a collaborative and service‑oriented culture. A commitment to continuous learning and professional development to stay current with evolving human resources practices, employment laws, and municipal operations. Why Join Us Opportunity to make a meaningful impact on employees and the community. Collaborative and supportive work environment. Professional growth and development opportunities. Engaging and diverse human resources responsibilities. Ability to contribute to strategic initiatives that shape the future of the organization. Employment is contingent on passing post‑offer, pre‑employment drug testing/physical, and criminal background investigation. The City of Bastrop is an Equal Employment Opportunity Employer (EEO) and values diversity in its workforce. As an EEO employer, the City provides equal employment opportunities to all employees and applicants for employment and prohibits discrimination and harassment of any type without regard to race, color, religion, age, sex, national origin, disability status, genetics, protected veteran status, sexual orientation, gender identity or expression, or any other characteristic protected by federal, state, or local laws. This policy applies to all terms and conditions of employment, including recruiting, hiring, placement, promotion, termination, layoff, recall, transfer, leaves of absence, compensation, and training. #J-18808-Ljbffr