Human Resources Advisor Senior (Employee Relations) - Austin Facilities Management

City of Austin•Austin, TX

7d•$72,220 - $90,280•Onsite

About The Position

The Human Resources Advisor Senior provides advanced, independent human resources support to management and employee groups across a broad range of HR issues, with a focus on employee relations. The role partners with leaders to address complex workplace concerns, conduct investigations, advise on employee conduct and performance matters, and help foster a respectful, compliant, and productive work environment. It implements HR services and programs in one or more areas and provides operational oversight, advice, and analysis to support HR decisions and processes. The position is based on-site at Austin Facilities Management in Austin, Texas. The usual schedule is Monday through Friday, 7:30 a.m. to 4:30 p.m.; hours may vary with business needs, and evening, weekend, holiday, or on-call work may be required. The position is non-exempt. It may provide leadership, work assignments, evaluation, training, and guidance to others. Travel between work locations may be required.

Requirements

Bachelor’s degree from an accredited college or university in a related field and four years of HR experience; one additional year of experience may substitute for education, up to a maximum of four years of substitution.
Knowledge of federal, state, and local laws and ordinances governing personnel activities.
Knowledge of City practices, policies, and procedures and of HR program administration and management.
Knowledge of coaching and leading others, critical thinking and analysis, and customer service principles.
Skill in maintaining HR program and process documentation, data, schedules, records, and files.
Strong oral and written communication skills.
Ability to manage multiple tasks, prioritize, plan, organize, and coordinate deadlines and work demands.
Ability to analyze data and solve problems, and to assign and monitor work performed.
Ability to handle hostility, conflict, uncertainty, frequent interruptions, and changing priorities.
Ability to train others and maintain knowledge in specialized HR areas.
Ability to establish and maintain effective working relationships with City employees and the public.
Ability to read, write, and speak English fluently.
Ability to perform the essential functions of the job, with or without reasonable accommodations.
A complete employment application is required; employment history and supplemental-question responses must be detailed and supported by the application.
A criminal background check may be required, depending on the responsibilities of the position.

Nice To Haves

Experience conducting workplace investigations into discrimination, harassment, retaliation, and other policy violations, including writing investigative summaries.
Experience advising and supporting supervisors and managers in handling employee behavior and performance issues.
Experience partnering with management to develop and document policies and procedures.
Experience developing and delivering training on policies and procedures.
SHRM-CP, SHRM-SCP, PHR, or SPHR certification, or ability to obtain a certification within six months of hire.
Ability to travel to more than one work location.

Responsibilities

Partner with senior leaders and management on HR program analysis, implementation, and administration, providing operational oversight, advice, and analytical support.
Manage and resolve complex HR issues, develop solutions for programs and processes, and monitor agreed-upon actions through resolution.
Advise and influence management on sound HR decisions and counsel managers and employee groups on HR issues, regulations, programs, policies, and procedures.
Interpret applicable systems, policies, procedures, strategies, workflows, and regulations, and monitor compliance with policies, laws, regulations, and program objectives.
Identify and analyze HR issues using morale indicators and personnel measures such as surveys, turnover, and grievances; recommend solutions and corrective action programs as needed.
Investigate complaints involving discrimination, harassment, retaliation, and other alleged policy violations, and prepare investigative summaries.
Address workplace concerns and employee conduct and performance issues, recommending appropriate management responses.
Provide training to managers and supervisors on HR topics, policies, procedures, and processes.
Research, gather, analyze, and evaluate data; monitor program trends; perform quality checks; and develop and maintain management reporting to support decisions and policy development.
Maintain HR system data, files, records, and reports; transmit program data files to vendors; and develop, monitor, and implement information-tracking systems.
As applicable, provide leadership, work assignments, evaluation, training, and guidance to others.