Human Resources Generalist

Mansfield Service Partnersis looking for a Human Resources Generalist for our Houston, TX location.

DESCRIPTION

The HR Generalist, reporting directly to the Director of Human Resources, offers an excellent opportunity for an early career HR professional to build broad, hands-on experience while supporting leaders across Mansfield. In this role, the HR Generalist navigates routine and complex employee relations and performance management scenarios. As the “guardian of compliance”, the HR Generalist assumes the responsibility for ensuring that our established processes and practices consistently yield the desired results while maintaining a vigilant focus on measuring what truly matters.

This role balances day-to-day HR operational functions and continuously exploring and owning innovative projects and initiatives. Beyond these core responsibilities, the HR Generalist occupies a pivotal cross-functional position within our HR team, actively contributing to assuring our employees' well-being. Moreover, active participation in talent management and employee engagement initiatives is a key facet of this role, providing opportunities to sharpen business partner skills along the way.

RESPONSIBILITIES

Pre-Employment and Onboarding (New Hire Set-Up, Compliance and Records Maintenance)

- Leads the process from pre-employment to onboarding, responsible for communicating with candidates and new hires to confirm first day details, including pre-employment background and drug screening requirements.

- Leads Welcome Session for all MSP hires, coordinates with Safety team to incorporate critical information for new hire success.

- Responsible for partnering with leaders to make enhancements and adjustments to our driver onboarding program and establishing metrics to measure impact and success.

- Creates new hire’s employment record/folder and files all corresponding documents.

- Keys new hires into ADP (HRIS, Payroll, Time & Labor) and any changes to existing employee records.

- Partners with leaders to support creation and completion of new hire onboarding plans, including weekly report outs on completion rates for new driver onboarding program.

- Owns and follows up on outstanding invoices related to pre-employment processes, including new vendor set up and partnering with AP/Accounting for trouble shooting as needed.

Employee Relations

- Stay knowledgeable of all employee-related company practices, policies, and benefits offerings and respond to inquiries.

- Advise management of risks associated with current business practices and recommend improvements by providing expertise in local, state, and federal employment laws.

- Assist managers in appropriate performance management practices up to and including termination processes.

- Train management in relevant HR policies and procedures

- Respond to governmental agency claims and hearings, including issues related to unemployment claims, EEOC inquiries, and other agency inquiries as needed.

- Conduct and/or assist with internal investigations and resolving employment-related issues and recommend remedial action(s) to management.

- Conduct exit interviews and prepare feedback for leadership reporting.

Talent & Performance Management

- Lead the execution of the performance management life-cycle from goal setting to mid-year and annual reviews. Own components of performance review processes, including creating and setting up forms in the system, daily reporting, and follow up as needed.

- Provide consultation and training to managers and employees on the performance management life-cycle (i.e., process, tools, responsibilities). Partner with leaders to administer performance management actions.

- Benchmark performance review trends and make recommendations to leadership.

- Support talent management activities, including succession planning, talent reviews, HIPO development, and other talent management activities.

- Serve as first line of defense for employee and assigned leader questions related to systems, processes, and policies or procedures.

Compliance

- Execute successful onboarding and offboarding of employees through various systems in compliance with role-specific requirements.

- Lead, research, and strategize HR Compliance efforts and provide practical compliance advice across a broad range of HR and employment-related matters such as employee classification, time and attendance, absence management, hiring and separation, job description management, performance management, diversity, discrimination, harassment, compensation, benefits, privacy, recordkeeping, and general employee relation needs.

- In connection with HR leadership and legal, identify potential areas of compliance vulnerability and risk; prioritize high and low-risk exposures and develop/implement corrective action plans to resolve issues; and provide general guidance on avoiding or dealing with similar situations in the future.

- Drive and ensure company-wide compliance with federal, state, and local employment and labor laws such as the DOL and IRS guidelines, I-9’s, EEO, ADA, USERRA, WARN Act, ADEA, Title VII, FLSA, background checks, drug screening, etc.

- Work with managers and outside counsel to ensure the collection and analysis of appropriate data to prepare for and develop the annual renewal of Affirmative Action Plans (AAP).

- Prepare and file annual OHSA reports.

- Assist with drafting internal HR policies and communications consistent with federal, state, and local employment laws; work with management to effectively communicate policy changes to all affected employees and maintain the HR SharePoint site.

- Prepare or assist legal counsel with preparing responses to inquiries such as personnel record subpoenas and/or matters or complaints associated with equal opportunity, wage and hour, ADA, unemployment, etc.

- Evaluate and standardize HR practices across multi-state business units where applicable; identify necessary variations and provide advice to tailor and implement practices as applicable.

Accommodation and Leave Management

- Serve as the primary contact for employees and leaders in navigating work accommodation needs from the inquiry of need through the review and approval/denial process.

- Ensure proper documentation, tracking, and compliance of all accommodation requests.

- Serve as a backup and support the company’s leave management processes, including FMLA, non-FMLA leave, and Worker’s Compensation.

Position Requirements

Formal Education & Certification

- Bachelor’s degree in Human Resources Management or similar field

- Professional certification from Society for Human Resources Management –Certified Professional (SHRM-CP) or Human Resources Certification Institute – Professional Human Resources (PHR) preferred

Knowledge & Experience

- 5 years of progressive HR experience with strong employee relations and performance management experience

- Proven ability to maintain high levels of confidentiality

- Superior employee relations and influencing skills

- Strong verbal and written communication skills

- Strong analytical skills

- Able to manage workflow and ownership of projects, with minimal oversight, in a fast-paced environment with multiple and sometimes changing priorities

- Experience working with: HRIS, Payroll, Applicant Tracking Systems, and Learning Management Systems.

- Outstanding interpersonal and leadership skills

- Able to work both in a team and independently to deliver results

Qualifications & Characteristics

- Ability to work well in fast-paced, team environment

- Ability to quickly analyze data and provide useful interpretations and next steps

- Excellent organizational and communication skills

- Innovative problem solver with emphasis on finding “win-win” solutions

- Excellent communication, engagement and diplomacy skills in dealing with employees at all levels of the organization

Work Environment

- 40-hour work week

- Sitting for extended periods of time

- Dexterity of hands and fingers to operate a computer keyboard, mouse, and other computer components

Benefits

- Comprehensive benefit package (health, dental, vision, Company paid: Life insurance, STD and LTD)

- 401(k) plan with company match

- Paid Time Offthat includes vacation days, sick leave, 8 paid holidays, 2 floating holidays and a paid day for volunteering at a non-profit agency

- Parental Leave

- Tuition Reimbursement

- Insurance Discount Programs

- Chaplain Program

All qualified applicants will receive consideration for employment without regard to race, color, religion, sex, sexual orientation, gender identity, national origin, disability, or veteran status.