HR Generalist

At Houston Methodist, the Human Resources (HR) Generalist position is responsible for performing HR responsibilities of a low to moderate complexity, providing support for assigned units/clients for routine core HR functional areas including but not limited to employee relations, policy review and application, and talent management; applies a working knowledge of leave/benefit administration and compensation processes. The HR Generalist role provides education and guidance on HR related inquiries from employees and management, elevating issues as appropriate and/or leveraging various additional support departments (i.e., payroll, benefits, immigration, etc.) to deliver high-quality HR services.

FLSA STATUS
Exempt

QUALIFICATIONS

EDUCATION

• Bachelor’s degree; may consider internal candidate with additional four years of experience (in addition to the minimum experience requirements listed below) in lieu of degree

EXPERIENCE

• Two years of human resources or related experience

LICENSES AND CERTIFICATIONS
Preferred

• PHR - Professional in Human Resources (HRCI) from the Human Resource Certification Institute (HRCI) or
• SHRM-CP - Certified Professional in HR (SHRM) from the Society for Human Resource Management (SHRM)

SKILLS AND ABILITIES

• Demonstrates the skills and competencies necessary to safely perform the assigned job, determined through ongoing skills, competency assessments, and performance evaluations
• Sufficient proficiency in speaking, reading, and writing the English language necessary to perform the essential functions of this job, especially with regard to activities impacting patient or employee safety or security
• Ability to effectively communicate with patients, physicians, family members and co-workers in a manner consistent with a customer service focus and application of positive language principles
• Exhibits strong interpersonal and teamwork skills with all levels of the healthcare team and assures delivery of excellent customer service to all applicants, HM leaders and staff, physicians and co-workers
• Ability to interact and partner with client groups to achieve positive results for the organization
• Knowledge of MS Office products, including Outlook, Excel, Word, and PowerPoint
• Ability to identify and effectively utilize resources to accomplish multiple tasks with high priority
• Strong organizational skills and attention to detail
• Ability to adapt to changing responsibilities and multiple tasks
• Capable of handling challenging/difficult situations
• Ability to collect, interpret and analyze data

ESSENTIAL FUNCTIONS

PEOPLE ESSENTIAL FUNCTIONS

• Provides routine advisement to managers on employee relations issues of low to moderate complexity. Fields initial employee concerns and works towards resolution, consulting with other HR colleagues on conflict resolution of a more complex nature.
• Contributes towards improving department score for turnover/retention/employee engagement, using peer-to-peer accountability.
• Communicates and works collaboratively regularly with HR specialty groups (i.e., Payroll, Benefits, etc.) to ensure consistency of information.
• Assists management with assessment of performance improvement needs and the development of associated action plans.

SERVICE ESSENTIAL FUNCTIONS

• Implements people strategies in collaboration with human resources specialists, HR management, and operations leadership to support business objectives.
• Participates in client activities to build knowledge of the operational objectives and the culture of assigned workgroups. Attends client department meetings to give HR updates and receive updates on operational changes.
• Assists with workforce planning activities, such as working with client groups to identify staffing challenges. Supports recruitment initiatives as directed.
• Assists with education sessions for employees and leadership, such as new employee orientation. May deliver presentations on basic topics to employees and/or managers.

QUALITY/SAFETY ESSENTIAL FUNCTIONS

• Interprets human resources policy and procedures to employees and managers. Makes recommendations to colleagues, human resources specialists, and management on identified opportunities for policy, procedure, and process improvement.
• Conducts investigations under general supervision for employee complaints, disputes, or concerns. Documents all related issues with guidance from HR management, and maintains appropriate records.
• Conducts data collection activities; generates and provides basic analysis to reports; and assists client groups with improvements to respective HR metrics.

FINANCE ESSENTIAL FUNCTIONS

• Educates management on compensation policy and recommendations to gain acceptance and understanding. Assists management in the decision making process of salary adjustments and salary discrepancies and assists in the job evaluation process.
• Uses resources efficiently; does not waste supplies. Self-motivated to independently manage time effectively and prioritize daily tasks, assisting coworkers as needed.

GROWTH/INNOVATION ESSENTIAL FUNCTIONS

• Participates in change management initiatives as instructed or required for client group.
• Seeks opportunities to identify self-developmental needs and takes appropriate action. Ensures own career discussions occur with appropriate management. Completes and updates the My Development Plan on an ongoing basis.

SUPPLEMENTAL REQUIREMENTS
WORK ATTIRE

• Uniform: No
• Scrubs: No
• Business professional: Yes
• Other (department approved): No

ON-CALL*
*Note that employees may be required to be on-call during emergencies (ie. Disaster, Severe Weather Events, etc) regardless of selection below.

• On Call* No

TRAVEL**
**Travel specifications may vary by department**

• May require travel within the Houston Metropolitan area Yes
• May require travel outside Houston Metropolitan area Yes

QUALIFICATIONS

EDUCATION

• Bachelor’s degree; may consider internal candidate with additional four years of experience (in addition to the minimum experience requirements listed below) in lieu of degree

EXPERIENCE

• Two years of human resources or related experience

LICENSES AND CERTIFICATIONS
Preferred

• PHR - Professional in Human Resources (HRCI) from the Human Resource Certification Institute (HRCI) or
• SHRM-CP - Certified Professional in HR (SHRM) from the Society for Human Resource Management (SHRM)