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Senior Human Performance Research Jobs in Spring, TX

Orion Marine Group

Senior HR Manager

Houston, TX · On-site

Analyzes data and current recruiting methods to determine key performance indicators and best ... HR policies & procedures. * Works with the senior operations management to design and implement ...

Integra

Senior HR Generalist

Houston, TX · On-site

$59K - $76K/yr

  • Medical

  • Dental

  • Vision

  • PTO

HRADM The Opportunity The Senior Human Resources Generalist is a hands-on HR partner who supports ... Guide leaders through performance concerns, corrective action, conflict resolution, and consistent ...

Socket.dev

Senior HR Business Partner

Houston, TX · On-site

$110 - $190/hr

The Senior HR Business Partner (Sr. HRBP) serves as a strategic advisor to senior leadership ... Coach leaders on performance management, feedback, and employee development. * Identify high ...

Targa

Senior HR Business Partner

Houston, TX · On-site

POSITION SUMMARY: Targa Resources is seeking a strategic and business-focused Senior Human ... Provide coaching and guidance to leaders on leadership effectiveness, team performance ...

New

Schneider

Senior HR Manager

Houston, TX · On-site

Analyzes data and current recruiting methods to determine key performance indicators and best ... HR policies & procedures. * Works with the senior operations management to design and implement ...

TAS Concrete

Senior HR Manager

Houston, TX · On-site

Analyzes data and current recruiting methods to determine key performance indicators and best ... HR policies & procedures. * Works with the senior operations management to design and implement ...

AWC

Senior Human Resource Business Partner

Houston, TX · On-site

  • Medical

  • Dental

  • Vision

  • Life

  • Retirement

  • PTO

The Senior HR Business Partner will serve as a trusted advisor to leaders across the organization, helping them navigate employee relations, performance management, workforce planning, and ...

Marmon

Sr. Human Resources Manager

Cleveland, TX

  • Medical

  • Dental

  • Vision

  • Retirement

The Sr. Human Resources Manager is responsible for all on-site Human Resources duties. The ... Coach and advise leaders, support multiple functions/departments to create a high-performance ...

AWC

Senior Human Resource Business Partner

Houston, TX

  • Medical

  • Dental

  • Vision

  • Life

  • Retirement

  • PTO

The Senior HR Business Partner will serve as a trusted advisor to leaders across the organization, helping them navigate employee relations, performance management, workforce planning, and ...

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Showing results 21-40

All JobsHuman Performance Research JobsSenior Human Performance Research JobsSenior Human Performance Research Jobs in Spring, TX

Senior Human Performance Research information

See Spring, TX salary details

$39.6K

$94.6K

$138.4K

How much do senior human performance research jobs pay per year?

As of Aug 15, 2026, the average yearly pay for senior human performance research in Spring, TX is $94,604.00, according to ZipRecruiter salary data. Most workers in this role earn between $73,900.00 and $113,900.00 per year, depending on experience, location, and employer.

What is the difference between Senior Human Performance Research vs Human Factors Specialist?

AspectSenior Human Performance ResearchHuman Factors Specialist
CredentialsAdvanced degrees in psychology, kinesiology, or related fields; research experienceDegrees in psychology, human factors, ergonomics; certification may be preferred
Work EnvironmentResearch labs, academic institutions, corporate R&DDesign firms, healthcare, aviation, technology companies
Employer & IndustryUniversities, government agencies, research organizationsManufacturers, tech firms, transportation, healthcare
Primary FocusStudying human performance, conducting experiments, analyzing dataDesigning user-centered systems, improving safety and usability

While both roles focus on human performance, Senior Human Performance Research emphasizes conducting research and data analysis, whereas Human Factors Specialists focus on applying those insights to design and improve systems for better usability and safety.

What are popular job titles related to Senior Human Performance Research jobs in Spring, TX?

For Senior Human Performance Research jobs in Spring, TX, the most frequently searched job titles are:

What job categories do people searching Senior Human Performance Research jobs in Spring, TX look for?

The top searched job categories for Senior Human Performance Research jobs in Spring, TX are:

What cities near Spring, TX are hiring for Senior Human Performance Research jobs?

Cities near Spring, TX with the most Senior Human Performance Research job openings:

Senior Human Performance Research jobs near you
Infographic showing various Senior Human Performance Research job openings in Spring, TX as of August 2026, with employment types broken down into 1% As Needed, 87% Full Time, 10% Part Time, and 2% Contract. Highlights an 83% Physical, 3% Hybrid, and 14% Remote job distribution, with an average salary of $94,604 per year, or $45.5 per hour.

Sr HR Generalist - Academic Institute

Houston Methodist Academic Institute

Houston, TX • On-site

$65K - $85K/yr

Full-time

Posted 2 days ago

New

Job description

At Houston Methodist, the Senior Human Resources (HR) Generalist position is responsible for performing HR responsibilities at the subject matter expert level providing expertise and direct support to assigned business units/clients in functional areas such as employee relations consultation/conflict resolution, policy interpretation and application, management consultation, talent acquisition, workforce data analysis, performance appraisal training; applies an accurate working knowledge of benefit and compensation programs and processes. This role requires a high degree of emotional intelligence and critical thinking/decision making skills to work with all levels of management and staff in an effective and positive manner. The Senior HR Generalist must be able to rapidly shift from one functional area to another successfully to anticipate HR related needs within their respective client groups, complete assignments and meet important deadlines. This position serves as a role model within the HR department, providing training and guidance to other HR team members as appropriate.
FLSA STATUS
Exempt
QUALIFICATIONS
EDUCATION
  • Bachelor’s degree

EXPERIENCE
  • Four years of Human Resources experience with at least three of those years at a higher level directly related to employee/labor relations, organizational consulting, recruitment, compensation, and/or benefits administration

LICENSES AND CERTIFICATIONS
Preferred
  • PHR - Professional in Human Resources (HRCI) or
  • SPHR - Senior Professional in Human Resources (SHRM) from the Human Resource Certification Institute (HRCI) or
  • SHRM-CP - Certified Professional in HR (SHRM) or
  • SHRM-SCP - Senior Certified Professional in HR (SHRM) from the Society for Human Resource Management (SHRM)

SKILLS AND ABILITIES
  • Demonstrates the skills and competencies necessary to safely perform the assigned job, determined through on-going skills, competency assessments, and performance evaluations
  • Sufficient proficiency in speaking, reading, and writing the English language necessary to perform the essential functions of this job, especially with regard to activities impacting patient or employee safety or security
  • Ability to effectively communicate with patients, physicians, family members and co-workers in a manner consistent with a customer service focus and application of positive language principles
  • Exhibits strong interpersonal and teamwork skills with all levels of the healthcare team and assures delivery of excellent customer service to all applicants, HM leaders and staff, physicians and co-workers
  • Ability to interact, influence, and partner with client groups to achieve positive results for the organization
  • Intermediate proficiency with MS Office products, including Outlook, Excel, Word, and PowerPoint
  • Ability to identify and effectively utilize resources to accomplish multiple tasks with high priority
  • Strong knowledge and application of Federal and State employment laws, regulations and legislation
  • Strong organizational skills and attention to detail
  • Ability to adapt to changing responsibilities and multiple tasks
  • Capable of handling and challenging/difficult situations
  • Demonstrates sound judgment and executes proficient critical thinking skills
  • Ability to apply change management practices
  • Ability to collect, interpret, and analyze data and make sound recommendations

ESSENTIAL FUNCTIONS
PEOPLE ESSENTIAL FUNCTIONS
  • Participates in various activities related to employee relations to include conflict resolution, providing counseling to managers and staff of low to high complexity, and conducting interviews (follow-up, exit, focus group). Works with client managers and staff to coach, train and guide in regards to employee relations, policy interpretation, procedures, benefits, compensation, job description development, payroll, turnover, employee satisfaction, performance management, conflict resolution, and legal issues (e.g., FMLA, ADA, sexual harassment, etc.).
  • Serves as a role model and mentors peers as needed. Recommends opportunities for improvement of department score for turnover/retention/employee engagement.
  • Works in collaboration with HR colleagues around the system in other functional areas and/or entities on system initiatives.
  • Consults with management regarding the assessment of performance improvement needs and the development of associated action plans.

SERVICE ESSENTIAL FUNCTIONS
  • Participates in the development and execution of strategies in collaboration with HR leadership, human resources staff and operations’ leadership to support business objectives, such as improving retention and employee satisfaction and meeting department and hospital strategic goals.
  • Participates in client activities to build knowledge of the operational objectives and the culture of assigned workgroups. Attends client department meetings to give HR updates and receive updates on operational changes. Identifies opportunities and develops solutions for HR intervention to aid in the achievement of business goals.
  • Supports management efforts in workforce planning in a proactive manner. Monitors trends such as turnover and time to fill to support clients with staffing challenges. Partners with recruitment colleagues and management groups to identify and remove barriers to filling positions. May participate directly in recruitment endeavors.
  • Participates in the delivery of training related to new employee orientation, management education and supervisor skills development; training settings may include large class settings, small groups, and individual education. Identifies opportunities and makes recommendations for improving management skills.

QUALITY/SAFETY ESSENTIAL FUNCTIONS
  • Interprets human resources policy and procedures to employees and managers. Makes recommendations to HR Director and management on identified opportunities for policy, procedure, and process improvement. May develop policies and procedures. Provides education of new policies and procedures.
  • Conducts investigations for a variety of issues to include EEOC charges, business practice complaints, and Texas Workforce Unemployment Claims. Identifies appropriate options for management/senior leadership consideration, makes recommendations as necessary, and writes summary reports to support employment-related business decisions.
  • Proactively gathers and interprets data; identifies opportunities for improvement. Conducts workforce data analysis, prepares summary reports, and develops and recommends strategies and actions indicated by such data to improve HR metrics.

FINANCE ESSENTIAL FUNCTIONS
  • Explains compensation policy and recommendations to management to gain acceptance and understanding. Leads or participates in activities related to compensation such as job description development, providing counsel to management on compensation related issues, compensation analysis and development of recommendations. Advises management on handling crucial compensation conversations. Identifies business cases that support a modified compensation recommendation and partners with compensation colleagues for a joint solution.
  • Uses resources efficiently; does not waste supplies. Self-motivated to independently manage time effectively and prioritize daily tasks, assisting coworkers as needed.

GROWTH/INNOVATION ESSENTIAL FUNCTIONS
  • Supports change management initiatives; works with Organizational Development to identify, develop and implement change management strategies.
  • Seeks opportunities to identify self-developmental needs and takes appropriate action. Ensures own career discussions occur with appropriate management. Completes and updates the My Development Plan on an on-going basis.

SUPPLEMENTAL REQUIREMENTS
    WORK ATTIRE
    • Uniform: No
    • Scrubs: No
    • Business professional: Yes
    • Other (department approved): No

    ON-CALL*
    *Note that employees may be required to be on-call during emergencies (ie. Disaster, Severe Weather Events, etc) regardless of selection below.
    • On Call* No

    TRAVEL**
    **Travel specifications may vary by department**
    • May require travel within the Houston Metropolitan area Yes
    • May require travel outside Houston Metropolitan area Yes
QUALIFICATIONS
EDUCATION
  • Bachelor’s degree

EXPERIENCE
  • Four years of Human Resources experience with at least three of those years at a higher level directly related to employee/labor relations, organizational consulting, recruitment, compensation, and/or benefits administration

LICENSES AND CERTIFICATIONS
Preferred
  • PHR - Professional in Human Resources (HRCI) or
  • SPHR - Senior Professional in Human Resources (SHRM) from the Human Resource Certification Institute (HRCI) or
  • SHRM-CP - Certified Professional in HR (SHRM) or
  • SHRM-SCP - Senior Certified Professional in HR (SHRM) from the Society for Human Resource Management (SHRM)

Company Profile:

Houston Methodist Academic Institute oversees the Education Institute and Research Institute. The Academic Institute aligns our research and education initiatives in service to the clinical mission, providing solutions that answer the call for new technologies and skills our clinicians need for patient care. Houston Methodist Education Institute coordinates our primary academic affiliation with Weill Cornell Medicine and other joint programs, including the Engineering Medicine Program at Texas A&M University Intercollegiate School of Engineering Medicine. The Education Institute also oversees continuing medical education and graduate medical education, and supports trainees in residence for medical, nursing, allied health and research education programs. Houston Methodist Research Institute supports research programs and infrastructure that enable faculty across the system to bring new scientific discoveries to patients as rapidly as possible through the full cycle of a cure from conceptual bench research, to prototyping and development, to clinical trials and FDA approval. The Research Institute supports clinical research protocols and extramurally funded translational research programs.

Houston Methodist is an Equal Opportunity Employer.

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