Senior HR Generalist

Geosyntec Consultants is seeking a Sr. Human Resources Generalist to serve as a consultative partner to designated business groups, aligning people practices with business priorities and providing employee relations guidance and HR support throughout the employee lifecycle. This position will be based in one of our western United States locations such Houston, TX. At the company’s discretion hybrid and remote work options may be available. Working under the direction of the Human Resources Manager, you will build effective relationships with managers and employees; provide practical guidance grounded in HR policies, employment practices, and organizational context; and use relevant workforce data and insights to inform recommendations and support sound business decisions.

Geosyntec is an innovative, international engineering and consulting firm serving private and public-sector clients to address new ventures and complex problems involving our environment, natural resources, energy, and civil infrastructure. Our engineers, scientists, technical and project employees serve our clients from offices across the world. Ranked by ENR as one of the top environmental engineering design firms, Geosyntec is internationally known for its technical leadership, broad experience, and exceptional client service.

We invest in our people. Each employee is unique, and your career at Geosyntec will be too. We offer competitive pay and benefits, and well-being programs to support you and your family.

To Learn More Visit: http://www.geosyntec.com/careers/.

The duties and responsibilities of the position include but are not limited to the following:

• →Partner with managers to understand workforce priorities, needs and organizational challenges and translates them into effective people solutions and actions.
• →Coach managers to establish clear expectations, provide meaningful feedback, address employee concerns promptly, and manage performance consistently and effectively.
• →Utilize employee and workforce data to help the HR core team evaluate organizational needs, identify emerging concerns, and make informed people decisions.
• →Conduct exit interviews and monitor feedback and relevant workforce trends to help identify engagement or retention concerns and recommend practical actions.
• →Provide consultative employee relations support, conduct objective workplace investigations, and consider relevant case information and patterns when recommending solutions.
• →Provide support to managers in performance review process.
• →Advise managers about steps in progressive discipline system and counsel on employment issues.
• →Support managers and employees through transfers, management transitions, and other workforce changes.
• →Apply working knowledge of HR reporting and workforce data to recognize trends, support analysis, and inform employee relations and business recommendations.
• →Collaborate with talent acquisition, compensation, benefits, HR operations, and other HR colleagues to deliver coordinated support and solutions to the business.
• →Use available workforce data, employee feedback, and HR reporting to recognize trends, test assumptions, and inform employee relations and business recommendations.
• →Promote consistent application of HR policies, programs, and employment practices while considering business circumstances, employee needs, legal requirements, and organizational risk.
• →Build manager capability by providing coaching, tools, and guidance that enable leaders to address employee matters directly and effectively.
• →Maintain current knowledge of employment laws, HR practices, and business developments relevant to supported groups.
• →Work with the hiring team to prepare offer letters, performing final review for employee offers below a designated level, ensuring appropriate salary and position level, in line with company processes.
• →Oversee accurate preparation and maintenance of Employee Agreements, Confidentiality Agreements, and Repayment Agreements for new hires and inter-office transfers.
• →Audit HRIS system data entry for new hires (exclusive of insurance data), payroll actions, changes, transfers, terminations, etc.
• →Partner with employees and management to communicate Human Resources policies, procedures, programs and legal compliance requirements.
• →Assist with the development of training related to management skills and other HR functions.
• →Develop and document procedures related to areas of responsibility.
• →Prepare ad-hoc reports as needed.
• →Lead or contribute to HR initiatives and projects that support organizational priorities and improve the employee and manager experience.

• A Bachelor of Science degree with at least 7 years of progressive professional experience in discipline; or over 11 years of relevant experience supplemented by coursework in field or any equivalent combination of experience and training. (required)
• Certification in related field (i.e. PHR, CCP, SHRM-CP, CHRP, etc.). (preferred)
• Progressive professional experience includes performing increasingly complex and varied technical and project assignments. (required)
• Wide-ranging knowledge of compensation related issues, current HR processes, practices and employment laws. (required)
• Knowledge of business systems and MS Business tools. (required)
• Prior experience with an HR management software package or equivalent database system. (required)
• Ability to efficiently and effectively manage individual workload including ability to independently prioritize and deal with tight timeframes and conflicting demands. (required)
• Familiarity with project management concepts and applications. (required)
• Ability to manage multiple tasks simultaneously. (required)
• Ability to effectively work on and/or lead teams. (required)
• Excellent communication skills to interpret complex documents; respond effectively to complicated inquiries or complaints; author reports, correspondence and presentations; and make effective oral presentations to all stakeholders. (required)
• Ability to identify problems and think independently about alternatives to solve problems. (required)
• Ability to deal with multi-faceted complex interpersonal situations. (required)
• Ability to apply sound judgment in balancing employee needs, business objectives, policy consistency, confidentiality, legal compliance, and data privacy. (required)

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