Human Resources Generalist

Overview

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

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.

• 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.

• 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.

• 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.

• 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,…