Human Resources Manager

Child Start Inc.; Austin (TX); On-site; USD 80,000 - 120,000; Full time

Job summary

Child Start Inc. in Austin, Texas seeks an experienced HR Manager to lead the organization's human resources programs and initiatives, aligning them with business goals and ensuring effective operations.

You will oversee talent acquisition, retention, performance management, compensation, benefits, training, compliance, HRIS and records management, and provide guidance to leadership on HR priorities and improvements.

Qualifications

• Five years of HR management experience.
• Experience with compensation, benefits, and training.
• Knowledge of federal and state HR regulations.

Responsibilities

• Oversee day-to-day HR operations.
• Develop and implement compensation and benefits plans.
• Ensure compliance with regulations and policies.
• Advise leadership on HR priorities and improvements.
• Maintain HRIS and personnel records.

Skills

HR management

Employee relations

Compensation

Training & development

Regulatory compliance

Tools

HRIS

Payroll

Job description

Position Purpose

The HR Manager will ensure that human resources programs and initiatives are effective, efficient, and aligned to overall business objectives. The HR Manager will oversee the day-to-day operations of the human resources function, including talent acquisition, retention, and employment services, performance management, benefits administration and counseling, classification, compensation, and salary administration, training and staff development, regulatory compliance, labor and employee relations, and human resource information systems and records management. The HR Manager will manage day-to-day human resources operations and provide recommendations and updates to the Executive Director and leadership, as appropriate, regarding HR needs, priorities, and improvement opportunities.

Essential Duties And Responsibilities

Strategic Planning

• Maintains human resources systems and reports to support management information needs and effective decision-making. Maintain knowledge of employment legislation, Head Start Performance Standards, and other applicable regulations; ensure agency's compliance with Federal and State legislation pertaining to all personnel matters.
• Analyzes wage and salary reports and data to determine competitive compensation plan.
• Develop and implement comprehensive compensation and benefit plans that are competitive and cost effective for the agency.
• Serves as an advocate for employees by listening and becoming aware of employee needs and concerns, sharing this information with Child Inc leadership, researching best practices, and offering options for Executive Management, Board of Directors and Policy Council to consider in addressing employee needs and concerns.
• Ensures that applicants, employees, vendors, and Child Inc administrators receive excellent customer service in all interactions with the Office of Human Resources.
• Ensures consistent and equitable application of human resource policies, procedures, and Federal regulations throughout Child Inc by advising Executive Director and administrators about the applicable policies, procedures, and regulations, providing training for supervisors, and enforcing the personnel policies and procedures of Child Inc.
• Advises employees and supervisors regarding performance and disciplinary issues, administers progressive discipline and grievance procedures consistently, listens to employee and supervisor concerns, conducts investigations as needed, and recommends a plan of action.
• Develops and recommends personnel policies, practices, and procedures for review and approval by the Executive Director and other authorized governing bodies by listening to employee concerns, reviewing best practices, and identifying opportunities to improve employee satisfaction.
• Provides training and promotes the use of the Appraisal and Development Plan as a staff development tool to identify training needs and professional development offerings and to inform promotion decisions, annual salary increases, terminations, succession planning, and other personnel actions.
• Ensures the accuracy of personnel information for all Child Inc employees by supervising the maintenance of personnel records and reviewing personnel actions for application to the employee database and submission to the Executive Director.
• Assist executive management in the annual review, preparation and administration of agency wage and salary program.
• Analyzes wage and salary reports and data to determine competitive compensation plan.
• Writes directives advising program managers and Executive management of Agency's policy regarding equal employment opportunities, compensation, and employee benefits.
• Consults legal counsel to ensure that policies comply with federal and state law.
• Maintains human resources systems and reports to support management information needs and effective decision-making.
• Review or participate in Annual Self-Assessment and other required assessments; develop remedial actions as appropriate.
• Promotes a positive image of Child Inc by participating in community organizations, as well as national, state and local professional associations.
• Annually conduct a department self-assessment and make recommendations to Executive Leadership Team for improvement of policies, procedures, and practices on personnel matters.
• Develop annual department plan; monitor and adjust process for continuing improvement.
• Manage relationship with designated benefits broker; lead team dedicated to assuring high quality and cost-effective benefits are provided to all full-time staff.

Position Purpose

The HR Manager will ensure that human resources programs and initiatives are effective, efficient, and aligned to overall business objectives. The HR Manager will oversee the day-to-day operations of the human resources function, including talent acquisition, retention, and employment services, performance management, benefits administration and counseling, classification, compensation, and salary administration, training and staff development, regulatory compliance, labor and employee relations, and human resource information systems and records management. The HR Manager will manage day-to-day human resources operations and provide recommendations and updates to the Executive Director and leadership, as appropriate, regarding HR needs, priorities, and improvement opportunities.

Essential Duties And Responsibilities

Strategic Planning

• Maintains human resources systems and reports to support management information needs and effective decision-making. Maintain knowledge of employment legislation, Head Start Performance Standards, and other applicable regulations; ensure agency's compliance with Federal and State legislation pertaining to all personnel matters.
• Analyzes wage and salary reports and data to determine competitive compensation plan.
• Develop and implement comprehensive compensation and benefit plans that are competitive and cost effective for the agency.
• Serves as an advocate for employees by listening and becoming aware of employee needs and concerns, sharing this information with Child Inc leadership, researching best practices, and offering options for Executive Management, Board of Directors and Policy Council to consider in addressing employee needs and concerns.
• Ensures that applicants, employees, vendors, and Child Inc administrators receive excellent customer service in all interactions with the Office of Human Resources.
• Ensures consistent and equitable application of human resource policies, procedures, and Federal regulations throughout Child Inc by advising Executive Director and administrators about the applicable policies, procedures, and regulations, providing training for supervisors, and enforcing the personnel policies and procedures of Child Inc.
• Advises employees and supervisors regarding performance and disciplinary issues, administers progressive discipline and grievance procedures consistently, listens to employee and supervisor concerns, conducts investigations as needed, and recommends a plan of action.
• Develops and recommends personnel policies, practices, and procedures for review and approval by the Executive Director and other authorized governing bodies by listening to employee concerns, reviewing best practices, and identifying opportunities to improve employee satisfaction.
• Provides training and promotes the use of the Appraisal and Development Plan as a staff development tool to identify training needs and professional development offerings and to inform promotion decisions, annual salary increases, terminations, succession planning, and other personnel actions.
• Ensures the accuracy of personnel information for all Child Inc employees by supervising the maintenance of personnel records and reviewing personnel actions for application to the employee database and submission to the Executive Director.
• Assist executive management in the annual review, preparation and administration of agency wage and salary program.
• Analyzes wage and salary reports and data to determine competitive compensation plan.
• Writes directives advising program managers and Executive management of Agency's policy regarding equal employment opportunities, compensation, and employee benefits.
• Consults legal counsel to ensure that policies comply with federal and state law.
• Maintains human resources systems and reports to support management information needs and effective decision-making.
• Review or participate in Annual Self-Assessment and other required assessments; develop remedial actions as appropriate.
• Promotes a positive image of Child Inc by participating in community organizations, as well as national, state and local professional associations.
• Annually conduct a department self-assessment and make recommendations to Executive Leadership Team for improvement of policies, procedures, and practices on personnel matters.
• Develop annual department plan; monitor and adjust process for continuing improvement.
• Manage relationship with designated benefits broker; lead team dedicated to assuring high quality and cost-effective benefits are provided to all full-time staff.

Supervision

• Coach, mentor, supervise and support HR staff.
• Develop schedules, priorities and standards for achieving goals of the HR department.
• Develops a competent, productive and effective personnel staff by supervising, directly and through delegation, professional and supportive employees.
• Provide management training and support regarding human resource concerns including but not limited to compliance with state and federal law.
• Oversee annual Open Enrollment for benefits, including planning information sessions with Benefits/Payroll Specialist; disseminate benefits information to agency.
• Monitor HR department handling of workers' compensation, unemployment, FMLA, professional development, and other staff concerns.

Staffing and Employee Relations

• Develop and implement recruitment and selection protocols to comply with Head Start Performance Standards.
• Prepares reports and recommends procedures to reduce absenteeism and turnover.
• Represents organization at personnel-related hearings and investigations.
• Contracts with outside suppliers to provide employee services, such as temporary employees or search firms.
• Participate in interviews as needed and ensure that reference and background checks are completed before any new employee comes on board.
• Collaborate with the hiring manager, designated HR Staff and Fiscal Manager during the offer process, identifying and recommending salary ranges, incentives, start dates, and other pertinent details.
• Develop, maintain and improve relationships with employees.
• Communicate to agency any changes in agency personnel policies and procedures and ensure proper compliance is followed.
• Facilitates a work environment that encourages knowledge of, respect for, and development of skills to engage with those of other cultures or backgrounds.
• Keep agency apprised of information including but not limited to schedule changes, closures, etc.
• Ensure staffing recruitment, onboarding, new-hire orientation, training, and terminations are all handled effectively, efficiently, in compliance with applicable regulations, and in line with agency goals.
• Prepares employee separation notices and related documentation, and conducts exit interviews to determine reasons behind separations.
• Assist designated HR Staff in investigating complaints, disputes, and grievances.

Safety

• Coordinate with Quality Assurance Director, Facilities Manager and Executive Office to ensure compliance to safety policies and procedures.
• Respond to Child Care Licensing inquires to verify safety compliance.
• Ensure accurate and up to date information is provided to maintain insurance coverage for Child Inc centers is reflected in the Child Care Licensing portal.

Monitoring and Compliance

• Interpret and apply Federal and state regulations and statutes, and policies appropriate to program activities.
• Propose, publish, update, and administer personnel policies and procedures to ensure proper compliance; provide training as appropriate.
• Develop and implement procedures for continuous monitoring of agency operations to ensure that these operations effectively implement Federal regulations.
• Work with managers to ensure that all program operations are effectively and efficiently managed, and that they meet the Head Start Performance Standards and all other applicable regulations, policies, and procedures.
• Develop, coordinate, implement and track HR improvement plans.
• Work with department managers to assist them in carrying out their responsibilities on personnel matters.
• Promote a consistent exchange of relevant information among education departments and stakeholders, including Board of Directors and Policy Council, agency partners, etc.
• Consult with legal counsel as appropriate, and/or as directed by the Executive Director on personnel matters.
• Work with benefit plan consultants and vendors, interpreting policies and state and federal laws in a consistent manner, and working with advisory committees to review and implement new and alternative benefits initiatives.
• Act as Privacy Officer if required.
• Maintain accurate information on the Child Care Licensing portal with regard to controlling staff, verification of center personnel, and insurance and licensing renewals.
• Audit DFPS Licensing site, Employee Personnel Files, insurance documents, legal documents, etc. on either a monthly, quarterly, biannual, or annual calendar as it applies to the focus to assure legal and fiscal compliance for the agency.

Professionalism

• Assure confidentiality of all program information and family and staff confidentiality by limiting conversation about and accessibility to their records.
• Maintain professional boundaries in relationship to staff and families.
• Complete all required paperwork and reports by assigned deadlines.
• Comply with Child Inc. Personnel Policies and Procedures, and with Standards of Conduct.

Personal and Professional Development

• Attend and participate in weekly team meetings, all pre-service, in-service, and any other training deemed necessary by the Executive Director.
• Further professional growth by seeking feedback, reflecting on and assessing own practice, and taking opportunities to improve skill and knowledge.
• Remains competent and current on best Human Resources practices through self-directed professional reading, developing professional contacts with colleagues, attending professional development courses, and attending training and/or courses as directed by the Executive Director for Administrative Services.
• Any persons who suspect child abuse or neglect are required to report suspicions to the appropriate agency (as defined below) within 48 hours after the abuse or neglect is first suspected.1
• Every Child Inc employee, consultant, contractor and volunteer has the primary responsibility for the health and safety of all children.

Perform other duties as assigned.

General Knowledge, Skills And Abilities

• Computer proficiency with ability to utilize Microsoft Office Suite, HRIS/Payroll Systems, and online vender portals.
• At least five years of human resources management experience demonstrating increased leadership responsibilities over time.
• experience should include most or all of the following areas: employee relations, classification and compensation, job analysis, job evaluation, talent acquisition, retention, employment services, affirmative action, benefits administration, training and staff development, performance management, development of and application of policies and procedures, management of HRIS systems and records, employee engagement and communications, investigations, labor relations, and management of a budget.
• Excellent organizational skills; strong attention to detail and accuracy.
• Ability to meet deadlines and perform effectively under pressure.
• Strong desire to learn; self-motivated; takes initiative and can work independently.
• Solid problem-solving and business acumen skills. Can quickly establish credibility and respect and build strong working relationships with department managers.
• Must be comfortable working in a standalone environment; ability to manage multiple tasks simultaneously, work to deadlines and adapt to changing conditions.
• Demonstrated excellent interpersonal and communication skills, including the ability to recognize the value and responsibility of working collaboratively.