What are the responsibilities and job description for the Human Resources Generalist IV position at Tampa Family Health Centers?
The HR Generalist IV – Employee Relations is an advanced HR practitioner responsible for managing 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 employee relations 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.
Essential Duties & Functions
- 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.
- Provide guidance to managers regarding employee performance, conduct, attendance, workplace behavior, and policy compliance.
- Review proposed corrective actions for consistency, supporting documentation, and adherence to 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 regarding 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.
Education, Certifications, Licenses, & Training
- 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.
- Human Resources certification such as SHRM-CP, SHRM-SCP, PHR, SPHR, or equivalent is preferred.
- 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 required.
- Formal workplace-investigation training or certification preferred.
- Training related to workplace violence, reasonable accommodation, leave-related employment protections, and other high-risk employee relations matters preferred.
- Must maintain all organizationally required training and certifications applicable to the position.
Required Years of Experience
- Minimum of five (5) years of progressively responsible professional Human Resources experience required, 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 required.
- Demonstrated experience independently managing sensitive and confidential employee matters and determining when escalation to senior HR leadership or employment counsel is necessary required.
- Experience supporting managers with complex employee relations and performance matters required.
- Healthcare, community health center, FQHC, or other regulated healthcare environment experience preferred.
Required Knowledge, Skills, and/or Abilities
- 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
- Familiarity with healthcare workforce compliance requirements preferred
- High degree of discretion, independence, objectivity, and professional judgment
- Ability to recommend improvements without assuming ownership of the operational process being audited
Physical & Mental Demands
- Frequently required to sit; occasionally required to stand and walk.
- Frequently required to talk and/or communicate both expressively & receptively.
- Occasionally required to lift and/or move up to 25 pounds.
- Occasionally required to bend, twist, climb, and reach.
- Moderate concentration/intensity, which includes prolonged mental effort with limited opportunity for breaks.
- Normal memory, taking into consideration the amount and type of information.
- Moderate level of complexity for decision making.
- Must be able to handle normal levels of intensity.
Work Environment
- May be exposed to infectious waste, diseases, conditions, etc., including viruses.
- The noise level in the work environment in usually moderate to loud.
- May work in open area at times and exposed to various distractions.
All Tampa Family Health Centers’ staff are required to follow and uphold Tampa Family Health Centers’ Mission, Vision, and Values, Tampa Family Health Centers’ Policies and Procedures, The Code of Ethics and Compliance Plan. In addition, the following competencies are expectations for all employees:
Respectful and Courteous to Others - Employees refrain from disruptive and disrespectful behaviors that could be offensive to patients and employees, potentially creating a disruptive work environment.
Upholds Confidentiality of All Sensitive Data - Employees respect the rights of privacy of our patients and employees including adhering to all HIPPA compliance regulations.
Values Cultural Differences - Employees are courteous and respectful in interactions with employees, patients, and our community.
Responsive - Employees respond quickly, graciously, and appropriately to employees and patients.
Clear and Effective Communication - Employees are personally accountable to foster positive and clear communication with all employees and patients.
Teamwork and Adaptability - Employees contribute positively to the Tampa Family Health Centers team and are committed to treating others with courtesy, honesty, and respect. Exhibits ability to handle and adapt to changing work environments or unexpected events. Ability to change methods approach to best fit situations.
It is policy of Tampa Family Health Centers to provide equal employment opportunity (EEO) to all persons regardless of age, color, national origin, citizenship status, physical or mental disability, race, religion, creed, gender, sex, sexuality, gender identity and/or expression, genetic information, marital status, status regarding public assistance, veteran status, or any other characteristic protected by federal, state, or local law. In addition, Tampa Family Health Centers will provide reasonable accommodations for qualified individuals with disabilities