Senior Human Resources Generalist

Embrey Management Services LTD.•San Antonio, TX

3d•Onsite

About The Position

As the Senior Human Resources Generalist, you will serve as a strategic advisor and trusted partner to business leaders, employees, and HR colleagues, providing expertise in employee relations, performance management, leave administration, accommodations, workplace investigations, and employment law compliance. This is a senior-level individual contributor role responsible for leading complex employee relations matters, coaching leaders through performance management challenges, supporting leave and accommodation processes, and mitigating organizational risk while fostering a positive employee experience.

Requirements

Bachelor's degree in Human Resources, Business Administration, or a related field.
Minimum of 8 years of progressive Human Resources experience.
Minimum of 5 years of significant Employee Relations experience, including workplace investigations.
Minimum of 3 years of leave administration and accommodation management experience.
Demonstrated experience supporting organizations with 500+ employees.
Experience supporting geographically dispersed and multi-state operations.
Experience supporting large hourly, field-based, operational, or frontline employee populations.
Strong working knowledge of multi-state employment laws, FMLA, ADA and reasonable accommodations, FLSA, Title VII, wage and hour regulations, state and local employment laws and leave requirements.
Experience partnering directly with employment counsel on complex employee matters.
Experience supporting organizational growth and change initiatives.
Proven ability to independently manage complex and sensitive employment matters.
Strong conflict resolution, consulting, influencing, and problem-solving skills.
Excellent written communication, investigation, and documentation skills.
Ability to manage competing priorities in a fast-paced, high-volume environment.

Nice To Haves

SHRM-CP, SHRM-SCP, PHR, or SPHR certification preferred.
Experience supporting real estate development or construction industries preferred.
Experience working with third-party leave administrators preferred.

Responsibilities

Serve as a trusted advisor to leaders on employee relations matters, organizational effectiveness, performance concerns, and employment-related risk.
Manage a high volume of complex employee relations cases across multiple states and business functions.
Conduct thorough, objective, and timely investigations involving employee complaints, policy violations, misconduct, harassment, discrimination, retaliation, attendance issues, and workplace conflicts.
Assess risk and recommend appropriate solutions that balance business objectives, employee experience, and legal compliance.
Partner with managers to resolve employee relations concerns and create positive workplace outcomes.
Provide guidance regarding disciplinary actions, corrective action, employee conduct issues, and involuntary separations.
Ensure consistent interpretation and application of company policies and employment practices.
Partner closely with Legal and Human Resources leadership on sensitive employee matters, investigations, and employment decisions.
Analyze employee relations trends and recommend proactive solutions to improve engagement, retention, and workplace culture.
Maintain accurate, thorough, and legally defensible documentation related to investigations and employee relations matters.
Serve as a strategic advisor to leaders on performance management practices and employee development strategies.
Coach managers through performance-related concerns, including goal setting, performance feedback, documentation, performance improvement plans (PIPs), and corrective action processes.
Provide guidance and recommendations regarding employee performance issues, productivity concerns, behavioral challenges, and conduct-related matters.
Review performance-related documentation to ensure consistency, fairness, and compliance with company policies and employment laws.
Partner with leaders and HR colleagues to address underperformance and facilitate appropriate performance management outcomes.
Support managers in navigating difficult employee conversations and delivering constructive feedback.
Assess potential risks associated with performance-related employment decisions and recommend appropriate courses of action.
Promote leadership accountability and strengthen manager effectiveness through proactive consultation and coaching.
Support and oversee leave of absence processes, including FMLA, ADA, state and local leave programs, military leave, personal leave, and company-sponsored leave programs.
Serve as a subject matter expert on leave administration, reasonable accommodations, and return-to-work practices.
Partner with employees, managers, Benefits, and third-party administrators to ensure effective and compliant leave management.
Facilitate the interactive process and provide guidance regarding workplace accommodations.
Advise leaders on leave-related employee relations matters, attendance concerns, and accommodation requests.
Ensure compliance with federal, state, and local leave and disability regulations.
Monitor leave trends and identify opportunities to improve employee experience and operational effectiveness.
Additional duties as assigned.