Senior Human Resources Generalist, Employee Relations

Overview

The work we do at FDB has never been more important—and we are looking for talented candidates to join us. We are growing our locations, our capabilities, and our teams, and looking for passionate, mission-driven people like you who want to make a real difference in people’s lives. Join FDB and help create the next vaccine, cure, or gene therapy in partnership with some of the most innovative biopharma companies across the globe. We are proud to cultivate a culture that will fuel your passion, energy and drive - what FDB call Genki. 

External US

College Station, Texas may be a small, university town, but the lively cultural scene and local amenities make it a great place for families as well as those who want the ease of small-town life and the convenience of living close to the vibrant pulse of big cities. Eighty-seven percent of Texas' population lives within a 180-mile radius, so we are in the center of it all in Texas. And our site is nestled in the hub of innovation, representing a source of pride for the area.

 

The Human Resources Generalist, Employee Relations will be responsible for driving positive workplace initiatives; monitoring employee well-being; investigating and reporting to the Supervisor / Director of Human Resources the results of investigations, coordinating disciplinary actions and claims of potential discrimination or harassment; providing proposed solutions as well as developing a close partnership between Human Resources and employees/managers to enhance the working experience.   As a member of the Human Resources team, the Senior HR Generalist, Employee Relations acts as an information source in all aspects of Human Resources during the initial 360 days of employment, to ensure an atmosphere that fosters continuous growth and promotes positive company culture. This role will also be an integral part of investigations to ensure smooth coordination and collection of pertinent information.  Additionally, the individual assigned to this role is responsible for identifying trending issues, assessing root causes, and making recommendations on how to address systemic concerns.

 

Reports to                Director/Associate Manager/Supervisor, Human Resources

Work Location         College Station, TX 

Travel                         As needed

 

 

Primary Responsibilities:

• Interact with leaders and employees to find ways to enhance the working experience of employees and increase engagement.
• Establish rapport with employees at all levels; gather feedback and represent employee perspectives to advise managers on communication and change strategies.
• Analyze data and recommend strategy for building, maintaining, and fostering an engaged workforce.
• Work with key HR and business leaders to identify strategies that drive engagement and positive employee relations.
• Keep a keen eye on developing issues that could have employee relations ramifications and provide ongoing current feedback to the HR Director.
• With guidance and collaboration from the HR Director, follow best practices for managing escalated employee relations issues.
• Investigate designated employee complaints by conducting investigations and "pulse checks"; advise Director, HR regarding recommended actions.
• Maintains good communication and positive relationships with employees to promote employee Helps counsel employees on issues related to EEO, ADA, performance, potential discrimination / harassment, and termination guidelines.
• Identify and drive philosophies and programs to foster constructive employee relations and enhance a positive work environment.
• Identify and develop proposals to increase employee retention.
• Gather, analyze and interpret data and metrics to develop recommendations and strategies for a positive atmosphere that fosters continuous growth and promotes positive company culture.
• Assists in developing, delivering, and monitoring Performance Improvement Plans and addresses corrective action and conflict resolution.
• Entrench in early employee life cycle experience.
• Follow up with employees in the first 90 days of employment and at regular intervals during the first year of employment to capture their experience and recommend appropriate improvements to the company culture.
• Identify and make recommendations for areas of improvement in all departments based on feedback received.
• Report feedback and develop metrics regarding changes identified and retention opportunities.
• Coordinate with the HR Supervisor/Director to address employee concerns for those potentially in the “risk zone”.
• Model Rewards and Recognition for achievements, exceptional work, etc.