Harris Health
About Us
Community Health Choice, Inc. (Community) is a non‑profit managed‑care organization (MCO) licensed by the Texas Department of Insurance. Through its network of more than 10,000 providers and 94 hospitals, Community serves over 400,000 members with the following programs: Medicaid State of Texas Access Reform (STAR) program for low‑income children and pregnant women Children’s Health Insurance Program (CHIP) for children of low‑income parents, including CHIP Perinatal benefits for unborn children of pregnant women who do not qualify for Medicaid STAR Health Insurance Marketplace Plans that offer individual health coverage that includes preventive care, emergency services, prescription drugs, and hospitalization available to all, regardless of pre‑existing conditions Community Health Choice (HMO D‑SNP), a Medicare Advantage Dual Special Needs plan for people with both Medicare and Medicaid that combines Medicare Part A and Part B benefits, Medicare Part D prescription drug coverage, and Medicaid benefits with additional health benefits like dental, vision, transportation, and more Improving members’ experiences is at the heart of every Community position. We strive every day to make sure that our members have access to the high‑quality health care they need and deserve. Community is accredited by URAC for its health plan operations and offers care management programs for asthma, diabetes, and high‑risk pregnancy. An affiliate of the Harris Health System (Harris Health), Community is financially self‑sufficient and receives no financial support from Harris Health or from Harris County taxpayers. Job Summary
The Senior Employee Relations Partner serves as a trusted senior advisor and strategic partner to leadership and employees on matters related to workplace culture, performance, compliance, and risk mitigation. The Partner provides advanced employee relations consultation and collaborates cross‑functionally with Legal, Compliance, and Human Resources Centers of Excellence (COE) including Human Resources Business Partners (HRBP), Talent Acquisition (TA), Total Rewards, and Employee Learning & Experience to promote an equitable, compliant, and high‑performing work environment. The Partner independently conducts complex, high‑risk investigations, provides strategic consultation to senior leadership, influences organizational culture through Employee Relations insights, and mentors Employee Relations team members. This role handles the most legally sensitive cases, including director‑level and above issues, discrimination, harassment, retaliation, and workplace misconduct investigations. Job Specifications and Core Competencies
Complex, High‑Risk Investigations & Legal Defensibility Independently lead complex investigations involving allegations of discrimination, harassment, retaliation, hostile work environment, leadership misconduct, ethics violations, and policy breaches Serve as Employee Relations primary investigator for senior leadership and elevate executive concerns to upper leadership Write comprehensive, legally defensible investigative reports Partner with Compliance and Legal on legally significant cases to ensure Employee Relations practices align with federal, state, and local employment laws (Title VII, ADA, FMLA, ADEA, etc.) and support initiatives to strengthen compliance readiness and audit preparedness Assess patterns of behavior and identify systemic risk areas needing organizational intervention Strategic Consultation Serve as a subject‑matter expert for senior leaders on performance, culture, behavior, conflict resolution, and corrective action strategy Identify organizational risks and recommend preventative measures Provide strategic input into organizational culture, psychological safety, team climate, and leadership accountability trends Coach and train leaders through complex and high‑risk Employee Relations matters Influence leaders to adopt best practices in communication, documentation, and decision‑making Mentoring, Quality Assurance & Capability Building Review investigative work of team members to ensure quality, neutrality, completeness, and compliance Coach and train team members on investigation techniques, case guidance, report writing, documentation standards, and communication strategies to develop team capability Serve as an escalation point for technical or legal guidance Conduct training and onboarding of new Employee Relations staff Support quality assurance standards and participate in HR annual policy review Organizational Impact & Culture Reinforcement Promote a culture of professionalism, accountability, equity, and psychological safety Drive consistency and alignment across departments to ensure equitable treatment and fair application of policy Coach and train leaders on performance management, difficult conversations, and building high‑performing teams Educate new leaders during New Leadership Orientation and serve as backup for new hire orientation on employee relations matters Partner with HR Business Partners and Employee Learning & Experience to assist leaders on retention, skill readiness, and succession planning priorities Provide progressive recommendations to reduce employee relations escalations and strengthen leader capability enterprise‑wide Data, Trend Analysis & Reporting Analyze complex data sets to identify Employee Relations trends, root causes, and emerging risks across business units Assist with presenting findings and recommendations to HR leadership and senior leadership Track Employee Relations KPIs: investigation timeliness, corrective action patterns, turnover drivers, repeat case trends, and leadership escalations Other Duties as Assigned Support cross‑functional projects, department initiatives, and HR‑led organizational priorities Contribute to departmental goals, including process improvement plans Reports to: Manager, Employee Relations Qualifications
Bachelor’s degree in Human Resources, Public Administration, Psychology, or related field (required) Master’s degree in Human Resources, Business, or Organizational Development or related field (preferred) Certification: SHRMP‑CP, SCP, HRCI‑PHR, or SPHR (preferred) Six years in Employee Relations role or equivalent (required) Experience in complex, high‑risk investigations, performance management, and compliance advisory (required) Experience delivering training to leaders on Employee Relations principles, policies, and best practices (required) High proficiency with HR Information Systems, Microsoft Office (Word, Excel, PowerPoint, Outlook), and HRIS software (required) Advanced MS Office skills (preferred) Other Required
Strategic influence and leadership impact: consult with Directors, VPs, and Executive leaders; make sound recommendations in high‑pressure situations Advanced investigative expertise: mastery of witness interviewing techniques, analysis of conflicting evidence, legal‑style documentation, neutrality, due process, and fairness Complex consultation skills, ability to seek information and work effectively with all levels of employees Exposure to Title VII, ADA, FMLA, ADEA, and related laws Ability to manage a high volume of Employee Relations cases and build strong working relationships across the organization Excellent planning, organization, and time‑management skills; attention to detail; ability to handle multiple tasks in a fast‑paced environment Demonstrated knowledge of employment law; applies legal reasoning without overstepping attorney functions Seniority Level
Mid‑Senior level Employment Type
Full‑time Job Function
Human Resources Industries
Hospitals and Health Care
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Community Health Choice, Inc. (Community) is a non‑profit managed‑care organization (MCO) licensed by the Texas Department of Insurance. Through its network of more than 10,000 providers and 94 hospitals, Community serves over 400,000 members with the following programs: Medicaid State of Texas Access Reform (STAR) program for low‑income children and pregnant women Children’s Health Insurance Program (CHIP) for children of low‑income parents, including CHIP Perinatal benefits for unborn children of pregnant women who do not qualify for Medicaid STAR Health Insurance Marketplace Plans that offer individual health coverage that includes preventive care, emergency services, prescription drugs, and hospitalization available to all, regardless of pre‑existing conditions Community Health Choice (HMO D‑SNP), a Medicare Advantage Dual Special Needs plan for people with both Medicare and Medicaid that combines Medicare Part A and Part B benefits, Medicare Part D prescription drug coverage, and Medicaid benefits with additional health benefits like dental, vision, transportation, and more Improving members’ experiences is at the heart of every Community position. We strive every day to make sure that our members have access to the high‑quality health care they need and deserve. Community is accredited by URAC for its health plan operations and offers care management programs for asthma, diabetes, and high‑risk pregnancy. An affiliate of the Harris Health System (Harris Health), Community is financially self‑sufficient and receives no financial support from Harris Health or from Harris County taxpayers. Job Summary
The Senior Employee Relations Partner serves as a trusted senior advisor and strategic partner to leadership and employees on matters related to workplace culture, performance, compliance, and risk mitigation. The Partner provides advanced employee relations consultation and collaborates cross‑functionally with Legal, Compliance, and Human Resources Centers of Excellence (COE) including Human Resources Business Partners (HRBP), Talent Acquisition (TA), Total Rewards, and Employee Learning & Experience to promote an equitable, compliant, and high‑performing work environment. The Partner independently conducts complex, high‑risk investigations, provides strategic consultation to senior leadership, influences organizational culture through Employee Relations insights, and mentors Employee Relations team members. This role handles the most legally sensitive cases, including director‑level and above issues, discrimination, harassment, retaliation, and workplace misconduct investigations. Job Specifications and Core Competencies
Complex, High‑Risk Investigations & Legal Defensibility Independently lead complex investigations involving allegations of discrimination, harassment, retaliation, hostile work environment, leadership misconduct, ethics violations, and policy breaches Serve as Employee Relations primary investigator for senior leadership and elevate executive concerns to upper leadership Write comprehensive, legally defensible investigative reports Partner with Compliance and Legal on legally significant cases to ensure Employee Relations practices align with federal, state, and local employment laws (Title VII, ADA, FMLA, ADEA, etc.) and support initiatives to strengthen compliance readiness and audit preparedness Assess patterns of behavior and identify systemic risk areas needing organizational intervention Strategic Consultation Serve as a subject‑matter expert for senior leaders on performance, culture, behavior, conflict resolution, and corrective action strategy Identify organizational risks and recommend preventative measures Provide strategic input into organizational culture, psychological safety, team climate, and leadership accountability trends Coach and train leaders through complex and high‑risk Employee Relations matters Influence leaders to adopt best practices in communication, documentation, and decision‑making Mentoring, Quality Assurance & Capability Building Review investigative work of team members to ensure quality, neutrality, completeness, and compliance Coach and train team members on investigation techniques, case guidance, report writing, documentation standards, and communication strategies to develop team capability Serve as an escalation point for technical or legal guidance Conduct training and onboarding of new Employee Relations staff Support quality assurance standards and participate in HR annual policy review Organizational Impact & Culture Reinforcement Promote a culture of professionalism, accountability, equity, and psychological safety Drive consistency and alignment across departments to ensure equitable treatment and fair application of policy Coach and train leaders on performance management, difficult conversations, and building high‑performing teams Educate new leaders during New Leadership Orientation and serve as backup for new hire orientation on employee relations matters Partner with HR Business Partners and Employee Learning & Experience to assist leaders on retention, skill readiness, and succession planning priorities Provide progressive recommendations to reduce employee relations escalations and strengthen leader capability enterprise‑wide Data, Trend Analysis & Reporting Analyze complex data sets to identify Employee Relations trends, root causes, and emerging risks across business units Assist with presenting findings and recommendations to HR leadership and senior leadership Track Employee Relations KPIs: investigation timeliness, corrective action patterns, turnover drivers, repeat case trends, and leadership escalations Other Duties as Assigned Support cross‑functional projects, department initiatives, and HR‑led organizational priorities Contribute to departmental goals, including process improvement plans Reports to: Manager, Employee Relations Qualifications
Bachelor’s degree in Human Resources, Public Administration, Psychology, or related field (required) Master’s degree in Human Resources, Business, or Organizational Development or related field (preferred) Certification: SHRMP‑CP, SCP, HRCI‑PHR, or SPHR (preferred) Six years in Employee Relations role or equivalent (required) Experience in complex, high‑risk investigations, performance management, and compliance advisory (required) Experience delivering training to leaders on Employee Relations principles, policies, and best practices (required) High proficiency with HR Information Systems, Microsoft Office (Word, Excel, PowerPoint, Outlook), and HRIS software (required) Advanced MS Office skills (preferred) Other Required
Strategic influence and leadership impact: consult with Directors, VPs, and Executive leaders; make sound recommendations in high‑pressure situations Advanced investigative expertise: mastery of witness interviewing techniques, analysis of conflicting evidence, legal‑style documentation, neutrality, due process, and fairness Complex consultation skills, ability to seek information and work effectively with all levels of employees Exposure to Title VII, ADA, FMLA, ADEA, and related laws Ability to manage a high volume of Employee Relations cases and build strong working relationships across the organization Excellent planning, organization, and time‑management skills; attention to detail; ability to handle multiple tasks in a fast‑paced environment Demonstrated knowledge of employment law; applies legal reasoning without overstepping attorney functions Seniority Level
Mid‑Senior level Employment Type
Full‑time Job Function
Human Resources Industries
Hospitals and Health Care
#J-18808-Ljbffr