Field HR Generalist

Forgen•Houston, TX

3d•Hybrid

About The Position

The Field Human Resources Generalist delivers consistent People Operations support across the employee lifecycle for assigned offices, regions, and jobsites. The role combines centralized HR service delivery with hands-on field support by coordinating onboarding and pre-employment requirements, processing employee changes, maintaining records, addressing routine employee and supervisor questions, supporting employee-relations intake, and implementing People programs. The position applies established policies and procedures, provides local context and follow-through, and escalates complex, sensitive, high-risk, or precedent-setting matters to the Senior Human Resources Generalist or People Operations leadership. Primary role focus: End-to-end Level 2 HR service delivery, including centralized employee-lifecycle execution, regional relationships, and jobsite support.

Requirements

Bachelor degree in Human Resources, Business Administration, or a related field, or an equivalent combination of education and relevant experience.
Two to four years of HR generalist, employee-facing HR, or employee-lifecycle experience.
Working knowledge of HR practices and core requirements related to EEO, wage and hour, leave, accommodations, workers compensation, employee records, and employee relations.
Experience using an HRIS/HCM platform and Microsoft Office, including Excel and Outlook.
Strong interpersonal, organization, documentation, customer service, problem-solving, and written and verbal communication skills.
Ability to manage multiple priorities, work effectively with office and field employees, maintain confidentiality, apply established procedures, and escalate appropriately.
Ability to travel to offices and jobsites, including occasional overnight travel, and safely work in active construction environments.
Valid driver license, motor vehicle record meeting company standards, and ability to drive on company business.

Nice To Haves

Experience in construction, industrial services, field operations, a craft workforce, or a multi-site or geographically dispersed organization.
Experience with ADP, Viewpoint, benefits or leave intake, certified payroll, prevailing wage, client clearance, or craft onboarding requirements.
SHRM-CP or PHR certification.

Responsibilities

Serve as a day-to-day HR contact for assigned employees, supervisors, offices, and jobsites; resolve routine questions regarding People processes, policies, employee records, and resource routing, and escalate matters outside established authority.
Build effective working relationships with project managers, superintendents, craft supervisors, employees, and centralized People partners to ensure local needs are understood and addressed.
Coordinate onboarding from accepted offer through completion of pre-employment, employment eligibility, orientation, employee record, jobsite badging, and client-clearance requirements in partnership with the People Coordinator, Talent Acquisition, HRIS, Payroll, Benefits, Safety, and hiring leaders.
Process and track approved employee lifecycle changes, including transfers, reporting relationships, locations, compensation, leaves, status changes, layoffs, terminations, resignations, and rehires.
Coordinate drug screens, physicals, background checks, project or client clearances, employment verifications, and other third-party or jobsite requirements.
Provide guidance on standard policies and procedures, document employee-relations concerns, and support initial fact gathering; assist with interviews, records collection, and follow-up actions under the direction of the assigned investigation lead.
Support leave and accommodation intake by gathering required information, communicating process expectations, and partnering with the Benefits/Leave team; do not independently approve or deny leave or accommodations.
Coordinate approved offboarding and termination logistics, unemployment claim information, exit documentation, and handoffs to HRIS, Payroll, Benefits, Safety, and other partners.
Maintain complete and accurate employee files, case intake notes, trackers, forms, and supporting documentation in accordance with retention, confidentiality, and access requirements.
Prepare recurring reports, audit data, monitor pending items, identify recurring service gaps or workforce trends, and communicate findings to People Operations leadership.
Support workforce-planning discussions by gathering hiring and staffing needs from operations leaders and providing regional, field, and jobsite context to Talent Acquisition.
Coordinate local implementation of policy updates, open enrollment, training, engagement activities, compliance initiatives, and People programs.
Provide procedural guidance and task direction to the People Coordinator for assigned activities without serving as the position manager unless separately assigned.
Partner with the HRIS Analyst on transactions, data corrections, workflow issues, reporting needs, and recurring system trends; do not independently alter system configuration or security.
Travel to assigned offices and jobsites to maintain appropriate visibility and perform additional assignments as directed.