Senior Human Resources Generalist

Houston Housing Authority; Houston (TX); On-site; USD 70,000 - 90,000; Full time

Job summary

The Houston Housing Authority seeks a Senior Human Resources Generalist to support leadership in HR operations and drive effective HR solutions. This role requires expertise in recruitment, employee relations, compensation, and compliance with legal requirements.

Qualifications

• Minimum five years of experience in human resources.
• Strong computer skills and ability to learn new software.

Responsibilities

• Develop and implement HR initiatives and operations.
• Coordinate with HR staff for onboarding and orientation.
• Lead benefits planning and administration.

Skills

Knowledge of HR regulations

Employee relations

Training administration

Benefits administration

Education

Bachelor’s degree in human resources or related field

PHR or SHRM-CP certification

Tools

HRIS systems

MS Word

Excel

PowerPoint

Outlook

Job description

Summary

The Senior Human Resources (HR) Generalist provides high-level support to both the Assistant Director and Director of Human Resources in the development, implementation, and administration of HR initiatives and operations. This position is responsible for performing a wide range of senior-level HR duties in the areas of recruitment, compensation, benefits administration, employee relations, compliance, training, and staff development. The Senior HR Generalist plays a key role in ensuring that HR practices and policies align with the Houston Housing Authority’s (“HHA” or “Authority”) mission, values, and strategic goals. Working closely with HR leadership, the incumbent helps drive effective HR solutions and supports the overall efficiency and effectiveness of the department.

Essential Duties And Responsibilities

• Assist in ensuring that Human Resources staff members are cross-trained in their respective areas within HR in order to provide service continuity at all times
• Researches and develops staffing strategies and implementation plans to identify talent within and outside the organization for positions of responsibility; identifies appropriate and effective external sources for candidates for all levels within the company.
• Ensures that all new hire employment forms and insurance forms are completed and provided to payroll on a timely basis; distributes completed requisition forms to appropriate hiring managers.
• Examines and assists in the development of personnel policies and procedures regarding benefits and other HR areas as needed. Uniformly enforces policies, standards and procedures. Ensures all employees understand policies and procedures.
• Coordinates with HR staff to conduct New Employee Orientation.
• Develops educational workshops for maximum utilization of the benefits programs. Participates in special task force committees to identify action areas needing attention.
• Monitors, evaluates, and recommends modifications to compensation and benefits policies to ensure that programs are current, competitive, and in compliance with legal requirements, while simultaneously analyzing for cost-control and risk assessment; analyzes and evaluates services, coverage, and options available to determine programs best meeting needs of the Authority.
• Works as a business partner to assist various functional areas with involvement in all facets, including, but not limited to, employee relations, including proactive employee relations initiatives, coaching, facilitation, conflict resolution, and effective communication.
• Periodically conducts and participates in wage surveys for all Authority positions.
• Conducts review of merit increase recommendations, conducts pay equity analysis and performs job evaluations; reviews promotion and salary increase recommendations and provides input to management.
• Leads benefits planning and administration, including, but not limited to, annual benefits planning, annual enrollments, resolving claims, performing change reporting, approving invoices for payment, and communicating benefit information to employees.
• Develops and maintains affirmative action program, files EE0-1 reporting, and maintains other records, reports, and logs to conform to local, state, and federal EEO regulations.
• Consults with managers and health care professionals to evaluate the need for accommodations, return-to-work, light-duty, and other responses for disabled employees; develops and implements these as legally required; processes disability retirements securing necessary forms, medical information, and any other information required.
• Ensures maintenance of personnel and medical files in compliance with federal and state laws.
• Examines and assists in the development of personnel policies and procedures regarding benefits and other HR areas as needed. Uniformly enforces policies, standards and procedures. Ensures all employees understand policies and procedures.
• Assists the Director of HR and/or the Assistant HR Director in implementing, coordinating, and monitoring of a comprehensive Authority-wide training and career development program which includes: leadership development, career planning/monitoring, mentoring, development of individual training plans, overall objectives and available resources, timeframes, scope of training programs, possible approaches, needs assessments, and training priorities.
• Assist the HR Director and/or the Assistant HR Director with the Authority’s performance management program. Works with supervisors to address performance concerns, including drafting and/or reviewing performance evaluations; reviews and provides input for performance evaluations, and coaches supervisors on providing performance feedback.
• Coordinates grievance process and assists with formal grievance resolutions. Analyzes and offers guidance and advice to Authority staff throughout the grievance process to ensure correct processing and identifies solution options. Secures the assistance of an outside consultant(s) when necessary to present Authority position through binding arbitration steps. Implements identified solution or binding arbitration directives.
• Keeps abreast of the new legal issues in the federal and state HR arenas; stays mindful of acceptable legal practices in the daily operations of the workplace and diligently enforces policies in a manner consistent with applicable laws.
• Objectively and thoroughly conducts formal and informal investigations related to employee misconduct and recommends disciplinary actions; prepares detailed and factual reports in response to employee relations matters, compliance issues, and investigations in a timely manner.
• Monitors and administers Authority operations and initiatives related to Equal Employment Opportunity (EEO), Age Discrimination in Employment Act (ADEA), Health Insurance and Portability and Accountability Act (HIPAA), Family and Medical Leave Act (FMLA), American with Disabilities Act (ADA), and other employment and legal issues; consults with managers regarding employment issues.
• Assist in completing exit interviews. Generates turnover reports
• Acts as a back up to Assistant HR Director, HR Specialist, and the HR Generalist in the areas of recruitment, compensation, benefits, training, and staff development,
• Leads the administration of the HHA employee compensation program.
• Leads the payroll process and ensures that all HRIS system changes are processed accurately and timely.
• Oversees FMLA, Worker’s Compensation, and Accommodation Requests programs.
• Oversees the payroll process and ensures that all HRIS system changes are processed accurately and timely.
• Completes other related duties as assigned.
  
  

Knowledge, Skills, And Abilities

• Knowledge of local, state, and federal human resources and employment regulations, laws, and practices.
• Knowledge of the purposes, policies, and regulations of the HHA as established by the Board of Commissioners; knowledge of HHA personnel policies and procedures.
• Knowledge of recruitment, benefits, compensation, employee relations, and training administration principles.
• Knowledge of equal employment opportunity; Title VII of the Civil Rights Act of 1964 and related amendments, and the laws, rules, regulations and procedures that govern recruitment and employment activities.
• Knowledge of recruitment practices and procedures related to public employers, including employment, interviewing, and applicant tracking software operations.
• Knowledge of the major functions of compensation administration, including the principles and practices of position classification, job evaluation, performance evaluation, and compensation/salary administration. Demonstrated knowledge of compensation-related quantitative concepts.
• Knowledge of various of health care and retirement benefit plans, their eligibility requirements, cost enrollment, billing procedures, and benefits administration.
• Knowledge of personnel law, with an in-depth knowledge of the laws governing the areas of employee benefits, compensation, and wage issues, including applicable federal and state laws and regulations governing the provision of company benefits (i.e. pension plans, 457 plans, COBRA, ERISA).
• Skill in analyzing, comparing, and evaluating compensation and benefit plans.
• Skill in data organization, implementation, and efficient use of Human Resource Information Systems.
• Skill in organization, problem-solving, and decision making.
• Skill in effective verbal and written communication in order to prepare and conduct presentations, training seminars, and workshops.
• Ability to establish and maintain effective working relationships with co-workers, vendors, consultants, contractors, residents, HUD, and local, state, and federal officials; ability to communicate with people from a broad range of socioeconomic backgrounds.
• Ability to understand, act on, and interpret policies, regulations, and procedures as set forth by the Housing Authority and/or HUD.
• Ability to effectively express ideas, concepts, and statistics through writing reports, agendas, contracts, memos, letters, and other documents
  
  

COMPLEXITY/ SCOPE OF WORK

• The employee performs a moderate number of routine and generally related tasks without supervisory direction.
• Instructions to the employee may be general or specific in nature.
• Courses of action are determined by established procedures and/or the Director of Human Resources, Training and Development.
• The employee may make decisions regarding unusual circumstances on occasion, or in the absence of the Director of Human Resources, Training and Development and/or the Assistant Director of HR.
• The employee's work is reviewed periodically for accuracy, completion, and compliance with the policies and procedures.
• Tasks may occasionally have to be coordinated, integrated, and/or prioritized.
• The employee refers to Houston Housing Authority and HUD guidelines, Federal Mandates, and to the Houston Housing Authority's personnel policies and procedures in performing work. These guidelines cover most job-related situations, although the employee must use independent judgment in making decisions. If guidelines do not cover a situation, the employee consults the Director of Human Resources, Training and Development.
  
  

SUPERVISORY CONTROLS

• The employee has supervisory responsibilities as determined by the Director of Human Resources, Training and Development.
  
  

Minimum Qualifications

Bachelor’s degree in human resources, business administration, or related field and a minimum of five (5) years of experience in human resources. PHR or SHRM-CP certification preferred. An equivalent combination of education and experience may be considered.

Some positions may require possession of a valid driver’s license and the ability to be insurable under the Authority’s automobile insurance plan at the standard rate.

Technical Skills

To perform this job successfully, the employee should have strong computer skills (e.g. MS Word, Excel, PowerPoint, and Outlook). Must have the ability to learn other computer software programs as required by assigned tasks.

Physical Demands

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.

To perform this job successfully, the employee is frequently required to remain in a stationary position. Daily movements include sitting; standing; reaching and grasping; operating computers and other office equipment; moving about the office; and attending onsite and offsite meetings. The employee must be able to exchange information in person, in writing, and via telephone. The employee must occasionally transport up to 25 pounds.

Work Environment

The work environment characteristics described here are representative of those an employee encounters while performing the essential functions of this job. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions.

Office environment. The noise level in the work environment is moderate.

DISCLAIMER

The above statements are intended to describe the general nature and level of work being performed by people assigned to this classification. They are not intended to be construed as an exhaustive list of all responsibilities, duties, and skills required of personnel so classified.