HR Employee Relations Director

TX-HHSC-DSHS-DFPS•Austin, TX

About The Position

The Human Resources Employee Relations Director directs and guides the Employee Relations Specialists and provides human resources management support to the Employee Relations Unit within the Human Resources (HR) Division. The position performs advanced (senior-level) managerial work providing direction and guidance in strategic operations and planning. Work involves establishing the strategic plan and goals and objectives; developing policies, procedures, and guidelines; establishing priorities, standards, and measurement tools for determining progress in meeting goals; coordinating and evaluating program activities or business functions; and reviewing and approving budgets within departments or divisions. Supervises the work of others. Works under minimal supervision, with extensive latitude for the use of initiative and independent judgment.

Requirements

Knowledge of: Local, state, and federal laws and regulations relevant to program activities and/or business functions; and the principles and practices of public administration and management.
State and federal FMLA, ADA, USERRA, Pregnancy Discrimination Act laws, rules and guidelines.
HR and employment guidelines, policies and procedures, key business fundamentals, key internal and external customers and individual and team behaviors.
State agency payroll and personnel system software environment and state payroll and Comptroller of Public Accounts (CPA) rules and regulations.
DFPS agency mission, employee and manager roles, organizational planning process, client and organizational cultures and the public service environment.
Employee and manager roles. Organizational planning processes.
Knowledge of training procedures and techniques.
Skill in: Establishing plans and setting objectives and goals that support an overall business strategy.
Skill in using logic and reasoning to identify the strengths and weaknesses of alternative solutions, conclusions, or approaches to problems.
Use computer and applicable software, such as Microsoft Word, Excel, and Outlook, PowerPoint and other computer programs and applications.
Effective interaction with staff at all levels of the agency, and other state agencies and organizations.
Skilled in analytical thinking.
Research methods and analysis.
Written communications.
Identifying and communicating best practices.
Instructing and training others.
Ability to: Direct and organize program activities and/or business functions; to establish goals and objectives that support the strategic plan; to identify problems, evaluate alternatives, and implement effective solutions; to develop and evaluate policies and procedures; to prepare reports; to communicate effectively; and to supervise the work of others.
Manage business function, division, or department activities.
Establish goals and objectives.
Devise solutions to administrative problems.
Develop and evaluate administrative policies and procedures.
Prepare reports.
Supervise the work of others.
Maintain confidentiality of sensitive information.
Manage conflict and build trusting relationships.
Manage relationships and engage stakeholders.
Analyze data, and develop surveys designed to collect specific types of data.
Effectively manage resources.
Make decisions and work effectively independently or in a team environment.
Apply organizational development principles
Communicate effectively orally and in writing for a diverse range of audiences and purposes.
Address work-life issues.
Understand, analyze, research and develop business processes and policies.
Develop training objectives and assess the effectiveness of training.
Graduation from an accredited four-year college or university with major coursework in human resources management, business or public administration, organizational development, or a related field.
Five years of full-time employment experience as a Human Resources professional.

Nice To Haves

Experience with Human Resources in state agencies
Experience managing employees in an HR department
Professional HR Certification such as Professional in Human Resources (PHR), SHRM Certified Professional (CP), Senior Professional in Human Resources (SPHR), or SHRM Senior Certified Professional (SCP) certification preferred

Responsibilities

Directs program activities and/or business functions within a department or division.
Directs daily operations of the HR unit functions and ensures compliance with state and federal laws and regulations and all applicable DFPS policies and procedures.
Provides oversight regarding the development of solutions to issues with procedures or applications of policy and participates in human resources planning and policy making.
Provides guidance, consultation, and serves as a subject matter expert to the HR Unit, agency leadership, management, staff, stakeholders and external entities regarding HR policies and procedures and laws, policies, and procedures.
Administers, researches and develops solutions to complex HR related issues related and exception requests for the HR unit.
Develops and implements techniques for evaluating program activities and/or business functions within a department or division; and identifies need for changes.
Prepares and develops plans, procedures, and related activities to meet human resources administrative training needs.
Develops and implements special projects, surveys, studies, and initiatives to evaluate the program throughout DFPS and operational trends, and the effectiveness of HR policies and procedures within the HR unit.
Directs HR workgroups, special projects, operational changes and other projects related to human resources management and HR operations.
Provides special project support, oversight and consultation regarding human resources related topics and operational initiatives.
Directs project assignments related to human resource processes; evaluates data for projects; and provides technical support and guidance for human resources project development.
Develops and establishes goals and objectives consistent with the agency’s strategic plan.
Establishes and develops HR unit priorities, goals, objectives, guidelines, and rules consistent with the agency’s mission and goals to ensure compliance with human resources related state and federal laws, regulations, rules, and policies.
Represents the HR Unit or HR office at meetings, conferences and on, workgroups., and other events as needed.
Oversees and documents processes and procedures for the HR unit to determine effectiveness and ensure compliance with state and federal laws, regulations, rules and polices.
Develops, reviews, and approves budgets and major expenditures; and ensures that requirements of funding sources are met.
Develops HR Unit budget request, monitors expenditures and make budget recommendations.
Provides data and technical guidance in coordination with other program areas within HR to manage program resources and priorities.
Develops policies, procedures, and guidelines; and implements and monitors compliance.
Conducts periodic analyses to evaluate the impact within the HR units of changes to human resources policies and procedures.
Collaborates with HR leadership in the development, review, revision and implementation of HR policies, procedures, guidelines, handbooks, and forms.
Advises, monitors, and ensures HR unit compliance with all applicable state and federal laws, regulations and guidelines.
Provides guidance and consultation regarding the implementation of human resources related policies and process improvements.
Examines HR unit workload and reports to ensure compliance with all human resources policies and procedures.
Plans, develops, and approves schedules, priorities, and standards for achieving goals; and directs evaluation activities.
Directs project assignments related to human resources operations and Employee Relations functions; evaluates data for projects and provides technical support and guidance for project development.
Manages the collection and review of information regarding knowledge and informational gaps pertaining to HR operational policies and processes, and develops communications to address issues, including broadcasts, newsletter items, agency website and payroll/personnel system portal notices, and other forums to communicate information.
Examines and authorizes reports, analyses, and summaries of human resources employment-related data, and performs special assignments as required for the HR unit.
Develops and distributes authorized training materials for divisional/regional needs which includes the proper identification and administration of various programs and policies in accordance with federal, state, and agency policies and procedures.
Represents the agency at business meetings, hearings, trials, legislative sessions, conferences, and seminars or on boards, panels, and committees.
Participates in DFPS agency initiatives, workgroups, projects, organizational changes, and other projects related to human resource management and makes recommendations to improve human resources operations.
Assists with the collection and review of information regarding knowledge and informational gaps pertaining to human resources policies and processes.
Recommends communications to address issues, such as broadcasts, newsletter items, DFPS agency website and payroll/personnel system portal notices, and other forums to communicate improvement information.
Researches, analyzes, and identifies areas for change and makes recommendations to improve HR policies, procedures, and operations.
Develops workforce plans, recruitment and retention strategies, assist in workforce analysis, develops relationship with customers to understand current workforce environment and anticipated changes in the operating environment.
Researches and evaluates program trends and approaches, and develops written assessments, evaluations and recommendations.
Reviews and analyzes legislation related to employee relations.
Develops implementation plan of human resources related legislation that impact the HR Unit.
Reviews and approves management, productivity, and financial reports and studies.
Provides technical assistance to agency management and HR Unit regarding appropriate human resources forms, procedures, policies, and best practice.
Provides consultative and technical assistance to the HR unit on issues, rules and policies relating to HR related policies and procedures.
Develops, researches, and prepares reports, analyses and summaries of HR Unit data, and performs special assignments as required. Identifies areas for change and makes recommendations to improve policies, procedures, and HR operations
Reviews results of special investigations, internal audits, research studies, forecasts, and modeling exercises to provide direction and guidance.
Oversees human resources related special investigations, analysis, and research studies conducted by the HR Unit, as needed, to ensure compliance with state and federal laws, regulations, rules, policies and procedures.
May develop or assist with developing long-range and short-term plans.
Collaborates with HR leadership to develop and implement human resources related strategic plans and long- and short-term goals that meet the agency’s mission and goals.
Supervises the work of others.
Supervises the HR Unit staff.
Hires, manages, and provides guidance and professional development for HR unit staff.
Provides guidance and oversight regarding human resources related policies and processes, including federal and state policies and procedures.
Provides leadership to HR unit staff using a performance management strategy and development process to provide an overall framework that encourages contribution and includes goal setting and performance development planning.
Performs related work as assigned.

Benefits

100% paid health insurance for you, and 50% paid for eligible family members—saving you hundreds every month in out-of-pocket medical costs
Retirement plans with lifetime monthly payments after five years of state service, plus options to save even more with 401(k) and 457 plans
Paid vacation, holidays, and sick leave so you can recharge and take care of life outside work (that’s time off you’re actually paid for)
Optional dental, vision, and life insurance—at rates much lower than most private plans
Flexible spending accounts for added tax savings on health and dependent care
Employee discounts on things like gym memberships, electronics, and entertainment

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