Human Resources Generalist

• Bachelor’s degree in human resources, business administration, Organizational Development or related field required. PHR/SPHR and/or SHRM-CP or SHRM-SCP preferred. Solid knowledge of and the ability to apply local, federal and state employment and EEO laws regulations, ordinances and policies.

• 3+ years of experience in related field, required, specifically in Employee Relations or HR Generalist roles with a focus in Employee Relations2+ years working complex Employee Relations issues, FMLA, ADA, Title VII, and other state and federal regulations required. Experience handling workplace investigations and/or EEOC charges is strongly preferred. Bilingual in Spanish is a plus.

• Principles, practices, and procedures of human resources and organizational development, including methods and techniques of employee counseling, management, and supervisory procedures and practices; applicable federal, state, and local laws, regulations, ordinances, and policies, methods of improving productivity, efficiencies, and communications in the workplace.

Fort Bend County is ranked as one of the fastest growing counties in the nation.  We have capitalized on not only the creed of our location, but on the “quality of life” for our families to call home.  Our employees are the key to our success and the heartbeat of our foundation.  The diversity and inclusivity of our community is our strength and at the forefront of a workplace environment welcoming to all.  Live Here! Work Here!

Responsibilities

• Ensures equitable application of organization policies and procedures while applying sound knowledge of relevant employee relations and applicable state and federal compliance laws.

• Works collaboratively and maintains strong working relationships with County leaders. Consult and provides guidance to ensure disciplinary actions and other sensitive employee matters are handled in a fair and consistent manner throughout the County. This includes advising on appropriate disciplinary action including coaching, counseling, and termination. Prepares leaders for disciplinary conversations by drafting talking points and counseling documents. May participate in escalated counseling meetings or terminations or serve as a witness.

• Serves as the main point of contact for employees when they have any concerns such as a dispute with their leadership or another employee, a complaint of discrimination or harassment, questions regarding any interpretation or application of the Employee Information Manual, a work-related guideline, or any other County program or initiative.

• Conduct and manage complex employment-related investigations, end-to-end, including conducting intake meetings, background research, investigative interviews, and debrief meetings for workplace investigations for EEO, and/or sensitive employee relations situations such as allegations of discrimination, harassment, Title VII violations, retaliation, misconduct, hostile work environment, and termination determinations.​

• Responsible for unemployment claims management: Advises supervisors and managers on termination actions, responds to claims for unemployment, assesses the need for appeal on unfavorable claims, and prepares the County’s response in Appeal Hearings.

• Maintains required Employee Relations documentation and files including intake and investigative notes, supporting documents, and final reports.

• Implements programs to enhance productivity and reduce liability through improved communications and human resource practices. These include but are not limited to guidelines, performance management, employee counseling, employee and supervisory training, hiring processes, and corporate programs.

• Analyzes and interprets exit interview feedback, summarizes findings, and makes recommendations to department leaders based on trends and concerns.

• Jointly develops practical implementation plans to resolve ER issues that consider the overall culture/past practices of the organization with the goal of maintaining a positive, engaged work environment. Proactively develops and maintains technical knowledge in employment law and HR/ER, remaining up to date on current trends and best practices.

• Determines non-training related causes of performance gaps and influences leadership and staff members to address work environment obstacles.

• HR Policy Management – Partners with assistant director, CHRO, and functional HR leads to review, update, and communicate human resource policies, procedures, laws, standards, and other government regulations.

• Participates in activities and duties related to emergency management during a local state of disaster as directed by appropriate county managers.