Human Resources Generalist – Western Operations

Location: Houston/Stafford, Texas
Reports to: Human Resources Manager

At T. Baker Smith, our people bring Heart, Knowledge, and Grit to the work we do. We’re looking for a Human Resources Generalist who enjoys building relationships, helping associates find answers, and giving leaders practical support across our Western Operations offices.

In this role, you’ll be a familiar HR contact for associates while working closely with the broader HR team. You’ll help create a welcoming experience for new associates, support people programs throughout their careers, and use reliable HR information to help us understand and respond to workforce needs.

What you’ll do

• Be a trusted HR contact for associates in assigned offices, helping with everyday questions and connecting more complex matters with the right HR team member.
• Partner with hiring team to support recruiting, offers, onboarding, and a strong start for new associates.
• Help coordinate associate development, benefits enrollment, wellness, engagement, and other programs that support our people.
• Maintain accurate HR records and help turn workforce data into clear, useful information for leaders.
• Use HR systems and workforce data to spot trends, improve processes, and help leaders make informed people decisions.
• Look for practical ways to improve HR processes and the associate experience.
• Visit assigned offices, stay connected to local needs, and assist with daily office operations when needed.

What you’ll bring

• A bachelor’s degree in human resources or a related field, or an equivalent combination of education, training, and experience.
• Approximately five years of progressive HR experience across multiple areas of human resources.
• Hands-on experience with HRIS and other people systems, including maintaining accurate records, improving workflows, and producing workforce reports.
• Strong analytical skills and the ability to turn HR data into clear, useful insights
• Sound judgment, discretion, and a thoughtful approach to associate concerns.
• Strong communication and follow-through, with the ability to balance priorities across multiple offices.
• Experience supporting multiple locations, improving HR processes, or preparing workforce reports is a plus. A SHRM-CP or PHR credential is also welcome.

This is a full-time position based in our Houston/Stafford office, with travel to other TBS locations as business needs require. If you enjoy helping people and want to make HR support both personal and practical, we’d like to hear from you.

Experience comes in different forms; many skills are transferable – and passion goes a long way. Here at TBS, we are in the business of cultivating people, and you are set up to succeed if you identify strongly with these values / behaviors; Growth oriented, Trustworthy, Responsive, Works hard, smart, & safe, Builds a positive team & family spirit, and are Enthusiastic & energetic.

We also know that diversity of background and thought can enhance problem-solving and encourage more creative thinking, which is why we are dedicated to adding new perspectives to the team.

Our purpose is investing in people to enhance communities and that commitment has endured for over 100 years. We pride ourselves in doing this by recruiting, hiring, and retaining diverse, passionate, and forward-thinking talent. T. Baker Smith is an equal opportunity employer, and we are dedicated to providing an inclusive and diverse environment for all associates.

Job Requirements:

POSITION DESCRIPTION

Position Title

Human Resources Generalist

Accountable To

Human Resources Manager

Target Ratio

Direct (billable) hours / Total hours worked 0%

Position Purpose

The Human Resources Generalist supports associates and leaders in an assigned operations region. The position provides consistent, responsive HR guidance across the associate life cycle, coordinates with firmwide HR specialists, maintains accurate records and supports programs that strengthen the associate experience. The business partner brings regional needs and workforce trends to the Human Resources Manager and helps leaders apply TBS policies and practices consistently.

Accountability Chart Responsibilities

• Regional associate support
• Hire and onboarding
• Associate relations and engagement
• Benefits and development support
• HR systems, records and workforce analytics

Essential Functions

Regional associate support

• Serve as the first point of HR contact in assigned offices. Answer routine questions, advise on firm policies and practices, and refer specialized or approval matters to the appropriate HR team member or Human Resources Manager.

• Build relationships through regular office visits. Identify local needs, share trends with the HR team, and follow through on associate and leader requests.

• Support leaders with Associate Development Plans, retention concerns, separations, and other routine people matters. Document actions and promptly escalate sensitive, complex, or high-impact matters.

• Coordinate requests and annual reviews for nonstandard flexible work arrangements under firm guidelines.

• Support the resolution of associate issues and conflicts, aiming for positive and efficient outcomes.

• Respond to and provide assistance with internal and external HR related inquiries or requests.

• Ensure confidentiality on all work-related matters; position requires a high degree of discretion, flexibility and patience.

• Attentively manage associate requests and effectively handle associate relations with promptness and courtesy.

Hiring and onboarding

• Partner with the Talent Acquisition Specialist and hiring leaders on recruiting needs, interviews, candidate communication, offer materials, recruitment events and local hiring activities as assigned.
• Coordinate pre-employment requirements, onboarding documentation, orientation, system entries, and supervisor handoffs so new associates receive a consistent welcome.

Associate relations and engagement

• Listen to associate concerns, support timely and fair follow-up, maintain appropriate records and refer investigations or significant employment decisions to the Human Resources Manager.
• Help coordinate Gallup Q12 activities and follow-up, regional associate events, wellness initiatives and other efforts to strengthen engagement and retention.

Benefits, learning and development

• Answer routine benefits and wellness questions, assist with enrollment and open enrollment, maintain assigned benefits records, and refer complex or vendor-specific matters to the responsible team member or provider.
• Support Associate Development Plans, training coordination, learning records, license tracking and firmwide learning activities; administer assigned programs in coordination with the HR team.

HR systems, records and workforce analytics

• Maintain timely and accurate personnel records and transactions in the HRIS, applicant tracking system and related tools; protect personnel, employment eligibility, medical and compensation information according to applicable requirements and firm practices.
• Validate HR data, reconcile discrepancies across systems and work with the appropriate teams to improve the completeness and reliability of associate records.
• Prepare recurring workforce reports that give leaders a clear view of staffing trends and needs across the firm.
• Assist with salary research, total compensation reports and other compensation analyses as assigned; describe data limitations and protect confidential information.
• Recommend improvements to HR processes, documentation, systems and reporting in partnership with the HR team.
• Analyze workforce trends over time, identify patterns that warrant follow-up and present clear summaries to the Human Resources Manager and leaders. Explain definitions, data limitations and relevant context so the findings can support sound decisions.
• Support analyses for workforce planning, recruiting, engagement, development and retention initiatives, including appropriate use of Gallup Q12 and Associate Development Plan information when assigned.
• Assist with salary research, total compensation reports and other compensation analyses as assigned; handle individual compensation data confidentially.
• Recommend improvements to HR processes, data collection, system workflows and reporting in partnership with the HR team; use appropriate access controls and protect confidentiality when reporting.

Regional and functional assignments

Each Human Resources Generalist carries out the core responsibilities described above. The Human Resources Manager assigns program ownership and regional priorities based on team capacity and business needs. team capacity and business needs.

Current areas of emphasis are:

• Central Operations: benefits administration and records, learning management, Associate Development Plan administration, wellness and engagement program coordination.
• Western Operations: people systems, HR data quality, workforce reporting and analytics, and process improvements; regular support of assigned Western Operations offices.

These emphases do not limit either position’s responsibility to provide broad regional HR support or to assist with firmwide priorities.

Firmwide Functions

• Must be 100% on the same page with the TBS COMPASS.
• Meet or exceed the bar on the TBS People Analyzer.
• Adhere to the TBS Policies and Practices and TBS Safety Best Practices and Guidelines.
• Perform duties, as assigned or as apparent, to add value to projects and exceed client expectations.
• Meet or exceed personal target utilization rate.

Supervisory Responsibilities

None.

Physical Requirements

While performing the duties of this job, the employee is occasionally required to stand; walk; sit; use hands to operate, handle, maneuver and manipulate objects, tools or controls; reach with hands and arms; use manual dexterity to operate computer keyboard, calculator, and telephone; talk and hear; climb stairs; balance; stoop, kneel. Specific vision abilities required by the job include close vision, distance vision, color vision, peripheral vision, depth perception, and the ability to adjust focus.

Minimum Requirements

• Bachelor’s degree in human resources or a related field, or equivalent education, training and experience; approximately five years of progressive HR experience.
• Experience across several HR functions, including associate relations, onboarding, records, benefits or learning support, and advising leaders on routine people matters.
• Ability to handle sensitive issues with judgment, discretion, diplomacy and timely follow-through; strong written, verbal and listening skills.
• Proficiency with Microsoft Office and experience with HR information systems and applicant tracking tools; ability to maintain accurate records and explain workforce data clearly.
• Ability to work across multiple priorities and offices and to travel within the assigned region as business needs require.

Preferred Qualifications:

• Experience supporting multiple offices
• Experience improving HRIS workflows or preparing workforce reports
• Professional HR credential such as SHRM-CP or PHR.

Work Environment

While performing the duties of this job, the associate is generally in both a typical office and outside environment and thus, is exposed to the noise, dust, smells, and other environmental factors present in such an environment.

Hours of Work and Travel

This is a full-time, exempt position, requiring 40+ hours per week. Nights and weekend commitments to the firm, its associates and clients could be required. This position requires travel to visit TBS office locations, clients, tour project sites, and other locations periodically to represent the fir.. Nights away from home could be required.