Houston Methodist
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Senior HR Generalist
role at
Houston Methodist .
Come lead with us at Houston Methodist Willowbrook Hospital.
At Houston Methodist, the Senior Human Resources (HR) Generalist position is responsible for performing HR responsibilities at the subject matter expert level, providing expertise and direct support to assigned business units and clients in functional areas such as employee relations, policy interpretation, management consultation, talent acquisition, workforce data analysis, and performance appraisal training. The role requires a high degree of emotional intelligence, critical thinking, and decision‑making skills and the ability to shift quickly between functional areas to meet deadlines and support client groups.
The Senior HR Generalist serves as a role model within the HR department, providing training and guidance to other HR team members as appropriate.
FLSA Status
Exempt
Qualifications Education
Bachelor's degree
Experience
Four years of Human Resources experience with at least three of those years at a higher level directly related to employee/labor relations, organizational consulting, recruitment, compensation, and/or benefits administration.
Licenses and Certifications
Preferred: PHR, SPHR, SHRM-CP, or SHRM-SCP from HRCI or 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.
Proficiency in speaking, reading, and writing English, especially pertaining to patient or employee safety.
Ability to communicate with patients, physicians, family members, and co‑workers in a customer‑service focused manner.
Strong interpersonal and teamwork skills with all levels of the healthcare team, assuring delivery of excellent customer service to applicants, leaders, staff, and physicians.
Ability to influence client groups to achieve positive results for the organization.
Intermediate proficiency with MS Office products (Outlook, Excel, Word, PowerPoint).
Ability to identify and effectively utilize resources to accomplish multiple tasks with high priority.
Strong knowledge of Federal and State employment laws, regulations and legislation.
Strong organizational skills and attention to detail.
Ability to adapt to changing responsibilities and multiple tasks.
Capability to handle challenging or difficult situations.
Demonstrates sound judgment and proficient critical‑thinking skills.
Ability to apply change‑management practices.
Ability to collect, interpret, and analyze data and make sound recommendations.
Essential Functions People Essential Functions
Participates in activities related to employee relations, including conflict resolution, counseling to managers and staff of low to high complexity, and conducting interviews.
Guides managers and staff through employee relations, policy interpretation, procedures, benefits, compensation, job descriptions, payroll, turnover, employee satisfaction, performance management, conflict resolution, and legal issues such as FMLA, ADA, and sexual harassment.
Serves as a role model and mentors peers as needed, recommending opportunities for improvement in turnover, retention, and employee engagement.
Collaborates with HR colleagues on system initiatives and works with management to address performance improvement needs through action plans.
Service Essential Functions
Develops and executes strategies with HR leadership, staff, and operations to support business objectives like improving retention and employee satisfaction.
Attends client department meetings to provide HR updates and learn about operational changes; identifies opportunities and develops solutions to aid business goals.
Supports proactive workforce planning, monitors trends such as turnover and time‑to‑fill, and partners with recruitment colleagues to remove barriers to filling positions.
Delivers training on new employee orientation, management education, and supervisor skills; recommends improvements to management skill development.
Quality/Safety Essential Functions
Interprets HR policy and procedures; recommends improvements to HR Director and management and may develop policies and procedures.
Conducts investigations for EEOC charges, business practice complaints, and workforce claims; writes summary reports to support decisions.
Gathers and interprets workforce data; prepares summary reports and recommends strategies to improve HR metrics.
Finance Essential Functions
Explains compensation policy and recommendations to management to gain acceptance and understanding.
Leads or participates in compensation activities such as job description development, compensation analysis, and recommendations.
Advises management on handling compensation conversations and partners with compensation colleagues on solutions.
Manages time efficiently and prioritizes tasks to support coworkers.
Growth/Innovation Essential Functions
Supports change‑management initiatives and works with Organizational Development to implement strategies.
Seeks self‑development opportunities and maintains career discussions with management, updating the My Development Plan continuously.
Supplemental Requirements Work Attire
Uniform: No
Scrubs: No
Business professional: Yes
Other (department approved): No
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
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Senior HR Generalist
role at
Houston Methodist .
Come lead with us at Houston Methodist Willowbrook Hospital.
At Houston Methodist, the Senior Human Resources (HR) Generalist position is responsible for performing HR responsibilities at the subject matter expert level, providing expertise and direct support to assigned business units and clients in functional areas such as employee relations, policy interpretation, management consultation, talent acquisition, workforce data analysis, and performance appraisal training. The role requires a high degree of emotional intelligence, critical thinking, and decision‑making skills and the ability to shift quickly between functional areas to meet deadlines and support client groups.
The Senior HR Generalist serves as a role model within the HR department, providing training and guidance to other HR team members as appropriate.
FLSA Status
Exempt
Qualifications Education
Bachelor's degree
Experience
Four years of Human Resources experience with at least three of those years at a higher level directly related to employee/labor relations, organizational consulting, recruitment, compensation, and/or benefits administration.
Licenses and Certifications
Preferred: PHR, SPHR, SHRM-CP, or SHRM-SCP from HRCI or 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.
Proficiency in speaking, reading, and writing English, especially pertaining to patient or employee safety.
Ability to communicate with patients, physicians, family members, and co‑workers in a customer‑service focused manner.
Strong interpersonal and teamwork skills with all levels of the healthcare team, assuring delivery of excellent customer service to applicants, leaders, staff, and physicians.
Ability to influence client groups to achieve positive results for the organization.
Intermediate proficiency with MS Office products (Outlook, Excel, Word, PowerPoint).
Ability to identify and effectively utilize resources to accomplish multiple tasks with high priority.
Strong knowledge of Federal and State employment laws, regulations and legislation.
Strong organizational skills and attention to detail.
Ability to adapt to changing responsibilities and multiple tasks.
Capability to handle challenging or difficult situations.
Demonstrates sound judgment and proficient critical‑thinking skills.
Ability to apply change‑management practices.
Ability to collect, interpret, and analyze data and make sound recommendations.
Essential Functions People Essential Functions
Participates in activities related to employee relations, including conflict resolution, counseling to managers and staff of low to high complexity, and conducting interviews.
Guides managers and staff through employee relations, policy interpretation, procedures, benefits, compensation, job descriptions, payroll, turnover, employee satisfaction, performance management, conflict resolution, and legal issues such as FMLA, ADA, and sexual harassment.
Serves as a role model and mentors peers as needed, recommending opportunities for improvement in turnover, retention, and employee engagement.
Collaborates with HR colleagues on system initiatives and works with management to address performance improvement needs through action plans.
Service Essential Functions
Develops and executes strategies with HR leadership, staff, and operations to support business objectives like improving retention and employee satisfaction.
Attends client department meetings to provide HR updates and learn about operational changes; identifies opportunities and develops solutions to aid business goals.
Supports proactive workforce planning, monitors trends such as turnover and time‑to‑fill, and partners with recruitment colleagues to remove barriers to filling positions.
Delivers training on new employee orientation, management education, and supervisor skills; recommends improvements to management skill development.
Quality/Safety Essential Functions
Interprets HR policy and procedures; recommends improvements to HR Director and management and may develop policies and procedures.
Conducts investigations for EEOC charges, business practice complaints, and workforce claims; writes summary reports to support decisions.
Gathers and interprets workforce data; prepares summary reports and recommends strategies to improve HR metrics.
Finance Essential Functions
Explains compensation policy and recommendations to management to gain acceptance and understanding.
Leads or participates in compensation activities such as job description development, compensation analysis, and recommendations.
Advises management on handling compensation conversations and partners with compensation colleagues on solutions.
Manages time efficiently and prioritizes tasks to support coworkers.
Growth/Innovation Essential Functions
Supports change‑management initiatives and works with Organizational Development to implement strategies.
Seeks self‑development opportunities and maintains career discussions with management, updating the My Development Plan continuously.
Supplemental Requirements Work Attire
Uniform: No
Scrubs: No
Business professional: Yes
Other (department approved): No
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
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