Human Resources Generalist IV

Tampa Family Health Centers•Tampa, FL

About The Position

The HR Generalist IV – Employee Relations is an advanced HR practitioner who manages employee relations matters, workplace investigations, corrective-action support, performance-related employee concerns, policy interpretation, conflict resolution, and other complex workplace matters. The position serves as an experienced HR resource to leaders and employees and independently manages assigned cases within established authority and escalation protocols. Matters involving significant legal, regulatory, reputational, workplace-safety, or organizational risk are escalated to HR leadership and/or employment counsel as appropriate. The role supports managers and employees on conduct, performance, attendance, workplace behavior, policy compliance, employee complaints, corrective action, and separations. It evaluates employee-relations matters for potential legal, compliance, and safety implications; tracks and analyzes case trends; prepares reports and recommendations; and maintains confidential records. The position also partners with HR leadership and employment counsel on complex matters and supports organizational policies, procedures, compliance expectations, and employee-relations practices. The position may involve exposure to infectious waste, diseases, and viruses; noise levels are usually moderate to loud, and work may take place in open areas with distractions. Physical demands include frequent sitting and communication, occasional standing and walking, and occasional lifting or moving of up to 25 pounds, bending, twisting, climbing, and reaching. The role requires moderate concentration and decision-making complexity, discretion, objectivity, and professional judgment. All staff are expected to uphold Tampa Family Health Centers’ mission, vision, values, policies, procedures, Code of Ethics, Compliance Plan, confidentiality, respectful communication, cultural awareness, responsiveness, teamwork, and adaptability. The organization provides equal employment opportunity and reasonable accommodations for qualified individuals with disabilities.

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.
At least five years of progressively responsible professional Human Resources experience, with demonstrated 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 and confidential employee matters and determining when escalation to senior HR leadership or employment counsel is necessary.
Experience supporting managers with 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.
Strong knowledge of HR compliance principles and employment record requirements.
Understanding of internal controls, auditing, monitoring, corrective-action tracking, and risk-based review.
Strong analytical and investigative skills.
Ability to distinguish isolated errors from systemic control deficiencies.
Strong documentation and report-writing skills.
Ability to analyze trends and communicate risk to leadership.
Knowledge of federal and applicable state employment requirements.
High degree of discretion, independence, objectivity, and professional judgment.
Ability to recommend improvements without assuming ownership of the operational process being audited.
Ability to meet the described physical and mental demands, including occasional lifting or moving of up to 25 pounds.
Must maintain all organizationally required training and certifications applicable to the position.

Nice To Haves

Human Resources certification such as SHRM-CP, SHRM-SCP, PHR, SPHR, or equivalent.
Formal workplace-investigation training or certification.
Training related to workplace violence, reasonable accommodation, leave-related employment protections, and other high-risk employee-relations matters.
Experience in healthcare, a community health center, an FQHC, or another regulated healthcare environment.
Familiarity with healthcare workforce compliance requirements.

Responsibilities

Receive, assess, document, and manage employee-relations complaints and concerns.
Conduct timely, objective, and appropriately documented workplace investigations.
Interview complainants, respondents, witnesses, and other relevant parties.
Gather and evaluate documentation, electronic communications, policies, records, and other available evidence.
Prepare investigation summaries, factual findings, and recommendations for HR leadership review.
Maintain accurate and confidential employee-relations case files.
Guide managers on employee performance, conduct, attendance, workplace behavior, and policy compliance.
Review proposed corrective actions for consistency, supporting documentation, and compliance with policy and established practice.
Support verbal warnings, written warnings, final warnings, performance improvement plans, and other corrective-action processes.
Participate in termination reviews and prepare or review supporting documentation.
Assist with employee separation meetings as assigned.
Evaluate employee-relations matters for potential discrimination, harassment, retaliation, workplace violence, safety, wage-and-hour, leave, accommodation, or other compliance implications.
Manage complaints involving workplace conflict, inappropriate conduct, bullying, professionalism, communication, policy violations, or performance concerns.
Coordinate workplace violence, threat, suspected impairment, and other safety-related employee matters with appropriate leadership and departments.
Support conflict-resolution and mediation efforts where appropriate.
Advise leaders on consistent application of organizational policies and employee-relations practices.
Identify patterns involving departments, managers, locations, policies, or recurring employee concerns.
Maintain employee-relations case tracking and risk classification.
Ensure appropriate and timely escalation of moderate- and high-risk matters.
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 employee-relations dashboards and reports.
Recommend manager training, policy clarification, process improvement, or other interventions based on employee-relations trends.
Maintain strict confidentiality and appropriately safeguard sensitive employee information.
Perform other HR duties consistent with the scope and level of the position.
Follow and uphold Tampa Family Health Centers’ mission, vision, values, policies and procedures, Code of Ethics, and Compliance Plan.
Contribute to respectful, courteous, confidential, culturally aware, responsive, clear, effective, collaborative, and adaptable interactions with employees, patients, and the community.