Human Resources Manager

Child, Inc.•Austin, TX

11d

About The Position

The Human Resources Manager oversees the day-to-day operations of Child Inc’s human resources function and ensures HR programs and initiatives are effective, efficient, and aligned with agency objectives. The role encompasses talent acquisition and retention, employment services, performance management, benefits administration, classification and compensation, training and staff development, regulatory compliance, labor and employee relations, and HR information systems and records management. The manager provides recommendations and updates to the Executive Director and leadership regarding HR needs, priorities, and improvement opportunities. The position leads the Office of Human Resources, supervises and develops HR staff, and advises employees and managers on personnel matters, policies, regulations, performance, and disciplinary concerns. It oversees recruiting, onboarding, employee relations, benefits, personnel records, compliance monitoring, safety-related coordination, and HR improvement planning. The role also works with agency leadership, governing bodies, vendors, legal counsel, benefits consultants, and external organizations to support compliant and effective personnel practices. The position reports to the Executive Director and coordinates and supervises assigned professional and support staff in the Office of Human Resources. A bachelor's degree in Human Resource Management, Business Administration, or a related field is required; a master's degree in a related field is preferred. The job requires at least five years of HR management experience with increasing leadership responsibility, an HR certification (SPHR, PHR, SHRM-CP, or SHRM-SCP), a valid driver's license and insured automobile, and successful completion of criminal history background checks. Travel, including overnight training, is required. The working conditions include office computer work, standing and walking throughout facilities, physical activity, and periodically lifting up to 25 pounds.

Requirements

At least five years of human resources management experience demonstrating increasing leadership responsibilities.
Experience in most or all of the following areas: employee relations, classification and compensation, job analysis and evaluation, talent acquisition and retention, employment services, affirmative action, benefits administration, training and staff development, performance management, policies and procedures, HRIS and records, employee engagement and communications, investigations, labor relations, and budget management.
Bachelor's degree in Human Resource Management, Business Administration, or a related field.
SPHR, PHR, SHRM-CP, or SHRM-SCP certification.
Computer proficiency, including Microsoft Office Suite, HRIS/payroll systems, and online vendor portals.
Knowledge of human resource management functions and employment law, and ability to develop and apply programs and policies based on new requirements and performance standards.
Ability to interpret and apply Child Inc policies and procedures and federal, state, and local regulations, and communicate that knowledge to staff.
Strong organizational skills and attention to detail and accuracy.
Ability to meet deadlines, work effectively under pressure, manage multiple tasks, and adapt to changing conditions.
Self-motivated, proactive, able to learn, and capable of working independently in a standalone environment.
Strong problem-solving and business acumen, with the ability to establish credibility and build relationships with department managers.
Excellent interpersonal and communication skills and ability to collaborate effectively.
Ability to support and develop team members and identify and resolve issues to achieve positive outcomes.
Tact, diplomacy, and ability to handle difficult situations.
Ability to provide timely information and plans that inspire confidence in the Executive Director and managers; work independently while consulting the Executive Director when appropriate.
Familiarity with HR best-practice redundancy processes and experience coaching HR staff and managers.
Integrity in negotiations, collaborations, and mediations.
Ability to participate in collaborative and networking activities at the local, state, or national level.
Valid driver's license and insured automobile; ability to travel and attend overnight training.
Must pass all criminal history background checks.
Ability to meet the physical demands of the position, including sitting, computer use, standing, walking, repeated hand and finger movements, climbing, lifting, balancing, stooping, handling materials, and periodically lifting up to 25 pounds.
Ability to travel in-area and out-of-area.

Nice To Haves

Master's degree in Human Resources Management, Business Administration, Public Administration, or a related field.
Relevant work experience in a community-based nonprofit organization administering federal, state, county, or city grant funds.
Conversational Spanish, spoken and written.
Experience with HRM systems and payroll software.

Responsibilities

Maintain HR systems and reports to support management information needs and decision-making, and ensure compliance with applicable employment legislation, Head Start Performance Standards, and other regulations.
Analyze wage and salary data and assist with the annual review, preparation, and administration of the agency's compensation program.
Develop and implement comprehensive, competitive, and cost-effective compensation and benefits plans.
Advocate for employees by identifying needs and concerns, researching practices, and presenting options to leadership and governing bodies.
Ensure excellent customer service and consistent, equitable application of HR policies, procedures, and regulations across the agency.
Advise employees and supervisors on performance and disciplinary issues; administer progressive discipline and grievance procedures; investigate concerns and recommend actions.
Develop and recommend personnel policies, practices, and procedures for review and approval.
Train staff and promote use of the Appraisal and Development Plan to identify training and professional development needs and inform personnel decisions.
Supervise maintenance of personnel records, ensure personnel information is accurate, and review personnel actions for database updates and submission to the Executive Director.
Prepare policy directives regarding equal employment opportunities, compensation, and employee benefits; consult legal counsel to ensure policies comply with law.
Participate in annual self-assessment and other required assessments, recommend remedial actions, and conduct a department self-assessment with recommendations for improvement.
Develop and monitor the annual HR department plan and continuous-improvement processes.
Manage the relationship with the benefits broker and lead the team responsible for quality and cost-effective benefits for full-time staff.
Coach, mentor, supervise, and support HR staff; set department schedules, priorities, and standards; and develop an effective HR team.
Provide management training and support on HR concerns, including compliance with state and federal law.
Oversee annual benefits open enrollment, plan information sessions with the Benefits/Payroll Specialist, and distribute benefits information.
Monitor HR handling of workers' compensation, unemployment, FMLA, professional development, and other staff concerns.
Develop and implement recruitment and selection protocols that comply with Head Start Performance Standards.
Prepare reports and recommend procedures to reduce absenteeism and turnover.
Represent the organization at personnel-related hearings and investigations.
Contract with outside suppliers for employee services, including temporary employees or search firms.
Participate in interviews as needed and ensure reference and background checks are completed before new employees begin work.
Collaborate with hiring managers, HR staff, and the Fiscal Manager on offers, including salary ranges, incentives, and start dates.
Develop, maintain, and improve relationships with employees; communicate personnel policy and procedure changes and ensure compliance.
Promote a work environment that supports knowledge, respect, and engagement across cultures and backgrounds.
Keep the agency informed of matters such as schedule changes and closures.
Ensure recruitment, onboarding, orientation, training, and terminations are handled effectively, efficiently, and in compliance with regulations and agency goals.
Prepare separation notices and related documents and conduct exit interviews.
Assist HR staff in investigating complaints, disputes, and grievances.
Coordinate with the Quality Assurance Director, Facilities Manager, and Executive Office on safety-policy compliance; respond to Child Care Licensing inquiries and maintain accurate licensing-portal information concerning safety, staff, and insurance.
Interpret and apply federal and state regulations, statutes, and policies relevant to program activities.
Publish, update, and administer personnel policies and procedures and provide related training.
Develop continuous-monitoring procedures and work with managers to ensure operations meet Head Start Performance Standards and other applicable requirements.
Develop, coordinate, implement, and track HR improvement plans and support department managers with personnel responsibilities.
Promote relevant information exchange among education departments, stakeholders, governing bodies, agency partners, and other parties.
Consult legal counsel as appropriate or as directed by the Executive Director and work with benefits consultants, vendors, and advisory committees on benefits initiatives.
Act as Privacy Officer if required and audit licensing, personnel, insurance, and legal records on applicable schedules for compliance.
Protect confidential program, family, and staff information and maintain professional boundaries.
Complete required paperwork and reports by deadlines and comply with personnel policies, procedures, and standards of conduct.
Attend and participate in team meetings, required training, and professional development; maintain current HR knowledge and improve professional skills.
Report suspected child abuse or neglect to the appropriate agency within 48 hours of first suspicion; uphold responsibility for children's health and safety.
Perform other duties as assigned.