Human Resources Generalist

Tampa Family Health Centers•Tampa, FL

3h•Onsite

About The Position

Tampa Family Health Centers is seeking an experienced HR Generalist IV – Employee Relations to manage complex employee relations matters, workplace investigations, corrective-action support, performance concerns, policy interpretation, and conflict resolution. This advanced HR practitioner serves as a trusted resource to employees and leaders and independently manages assigned cases within established authority and escalation protocols. Matters involving significant legal, regulatory, reputational, or workplace-safety risk are escalated to HR leadership and, when appropriate, employment counsel.

Requirements

Bachelor’s degree from an accredited college or university in Human Resources, Business Administration, Organizational Leadership, Labor and Employment Relations, Management, or a closely related field required.
Minimum of five years of progressively responsible professional Human Resources experience, including direct employee relations responsibility.
Experience conducting or materially participating in workplace investigations, corrective actions, performance management, employee complaints, policy interpretation, and employee separations.
Demonstrated experience independently managing sensitive, confidential employee matters and recognizing when escalation to senior HR leadership or employment counsel is necessary.
Experience advising managers on complex employee relations and performance matters.
Formal training or demonstrated advanced knowledge in workplace investigations, employee relations, performance management, corrective action, conflict resolution, policy interpretation, discrimination, harassment, retaliation, and employment-law fundamentals.
Advanced knowledge of employee relations principles and employment practices, including discrimination, harassment, retaliation, accommodation, leave, wage-and-hour, and related employment-law concepts.
Demonstrated workplace investigation skills, including interviewing, fact-finding, evidence assessment, and clear case documentation.
Ability to remain objective when accounts conflict and to distinguish performance, conduct, policy, compliance, and legal-risk issues.
Strong judgment in assessing case severity, determining when to escalate, and advising leaders while supporting consistent practices across departments.
Excellent written communication and case-documentation skills, with the ability to handle highly confidential and sensitive matters.
Strong conflict-management and interpersonal skills, including the ability to work effectively with employees, managers, executive leadership, and employment counsel.

Nice To Haves

Healthcare, community health center, FQHC, or other regulated healthcare environment experience preferred.
HRM-CP, SHRM-SCP, PHR, SPHR, or equivalent HR certification preferred.
Formal workplace-investigation training or certification, and training in workplace violence, reasonable accommodation, and leave-related employment protections, are also preferred.
Must maintain all organizationally required training and certifications applicable to the position.

Responsibilities

Receive, assess, document, and manage employee relations complaints and concerns, including matters involving workplace conflict, inappropriate conduct, bullying, professionalism, communication, policy violations, and performance concerns.
Conduct timely, objective, and well-documented workplace investigations; interview complainants, respondents, witnesses, and other relevant parties.
Gather and evaluate relevant documentation, electronic communications, policies, records, and other available evidence.
Prepare investigation summaries, factual findings, and recommendations for HR leadership review, and maintain accurate, confidential case files.
Advise managers on employee performance, conduct, attendance, workplace behavior, and policy compliance.
Review proposed corrective actions for consistency, supporting documentation, and alignment with policy and established practice; support warnings, performance improvement plans, and related processes.
Participate in termination reviews, prepare or review supporting documentation, and assist with employee separation meetings as assigned.
Assess employee relations matters for potential discrimination, harassment, retaliation, accommodation, leave, wage-and-hour, workplace-violence, safety, or other compliance implications.
Coordinate workplace violence, threats, suspected impairment, and other safety-related employee matters with appropriate leaders and departments.
Support conflict resolution and mediation efforts where appropriate, and advise leaders on consistent application of organizational policies and employee relations practices.
Track cases and risk classifications, identify recurring patterns across departments, managers, locations, or policies, and ensure moderate- and high-risk matters are escalated promptly.
Partner with HR leadership and employment counsel on complex or legally sensitive matters.
Support responses to administrative charges, agency inquiries, litigation holds, unemployment claims, and other employment-related matters as assigned.
Monitor corrective-action and performance-management trends; develop recurring dashboards and reports and recommend manager training, policy clarification, or process improvements.
Maintain strict confidentiality and safeguard sensitive employee information.
Perform other HR duties consistent with the scope and level of the position.