Human Resources Manager

ZRG Careers; Houston (TX); On-site; USD 95,000 - 135,000; Full time

Job summary

ZRG Careers in Houston seeks a Human Resources Manager to partner with senior leadership, align people strategy with business goals, and lead high-impact HR initiatives across talent, performance, compensation, and change management.

You will oversee HR operations, compliance, investigations, and budget, driving talent reviews, succession planning, organizational design, and DEI programs to foster a high-performance culture and sustainable growth.

Qualifications

• Bachelor's degree in HR, Business, or Organizational Psychology; Master's preferred.
• Professional certifications preferred (PHR, SPHR, SHRM-CP, or SHRM-SCP).
• Experience with HRIS and ATS platforms such as Workday, SAP SuccessFactors, Oracle, or UKG.
• Experience with LMS and people analytics/reporting tools.
• Advanced Excel skills, including data modeling.
• Experience with Power BI or Tableau for analytics.
• Strong knowledge of U.S. employment laws; Texas law experience is a plus.
• Fluency in English; Spanish language skills are a plus.

Responsibilities

• Strategic HR leadership and business partnership with senior leaders.
• Lead workforce planning, talent acquisition, and organizational design.
• Oversee performance management, engagement, and retention strategies.
• Coordinate compensation, merit cycles, and pay equity analyses.
• Manage employee relations, investigations, compliance and risk.
• Drive DEI initiatives and inclusive talent practices.
• Oversee HR operations, data integrity, and analytics initiatives.
• Develop change management plans and effective communications.

Skills

Excel

Power BI

Tableau

HRIS/ATS

Data analytics

LMS

Education

Bachelor's degree in HR/Business/Organizational Psychology

Master's degree preferred

Tools

Workday

SAP SuccessFactors

Oracle

UKG

Job description

We are seeking individuals whose passion and dedication drive organizational success. The Human Resources Manager serves as a strategic partner, aligning the organization's people strategy with its business objectives. This role leads the execution of high-impact HR initiatives, including strategic project implementation, performance and engagement programs, talent and succession planning, leadership development, and change management. Additionally, the HR Manager oversees HR operations, compliance, investigations, and budget effectiveness. By collaborating closely with senior leadership, this position drives organizational capability, fosters a high-performance culture, and ensures sustainable growth.

Your Role at a Glance

Strategic HR Leadership & Business Partnership

• Partner with senior HR leadership to define and execute the annual people strategy and roadmap aligned with financial, operational, and customer goals.
• Facilitate quarterly talent reviews, succession planning, and organizational capability assessments.
• Advise leaders on organizational design (spans/layers), role clarity, decision rights, and change readiness.

Workforce Planning & Talent Acquisition

• Lead headcount planning, staffing models, and build talent strategies based on demand forecasts.
• Support the recruiting lifecycle in partnership with the Talent Acquisition team (intake, sourcing, interviewing, offers, onboarding), ensuring quality-of-hire and time-to-fill targets.

Performance Management & Culture

• Manage performance cycles (goal setting, check-ins, reviews), calibrations, and merit planning.
• Develop and implement strategies for employee engagement and retention.
• Coach leaders on feedback, accountability, and high-performance behaviors; manage performance improvement plans and development plans.
• Support annual employee engagement surveys, facilitate action planning, and track improvements.

Compensation

• Partner with Compensation to maintain market-competitive pay structures, pay equity, and annual merit and bonus cycles.
• Conduct job evaluations, salary benchmarking, and internal equity analyses.
• Support offer analysis and retention package recommendations.

Employee Relations, Compliance & Risk

• Lead employee relations activities, including investigations, conflict resolution, and corrective actions while ensuring fair and consistent practices.
• Ensure compliance with federal, state, and local employment laws (e.g., FLSA, FMLA, ADA).
• Maintain HR policies, employee handbook updates, and manager training; prepare for audits and regulatory inquiries.
• Partner with Legal and Compliance on complex employee matters, accommodations, severance, and risk mitigation strategies.

Diversity, Equity & Inclusion

• Integrate DE&I principles into talent acquisition, performance management, development, and succession planning.
• Track representation, hiring, promotion, pay equity, and inclusion metrics; drive targeted improvement initiatives.
• Partner with employee resource groups and community organizations to strengthen inclusion and outreach.

HR Operations, Technology & Analytics

• Oversee HR processes including onboarding, data integrity, personnel files, time and attendance, leaves of absence, and terminations.
• Analyze key HR metrics (attrition, engagement, absenteeism, hiring, etc.) and present insights to leadership.
• Drive continuous improvement initiatives to enhance efficiency and the employee experience.

Change Management & Communications

• Develop and execute change management plans for reorganizations, new systems, and policy updates.
• Create clear, empathetic communications for HR programs and equip managers with toolkits and talking points.
• Measure adoption and effectiveness and adjust strategies based on feedback and outcomes.
• Manage HR budget planning and monitoring; track ROI and optimize spending across HR initiatives.

What Sets You Apart

We're looking for individuals who bring the right mix of experience, mindset, and motivation:

• Bachelor's degree in Human Resources, Business, Organizational Psychology, or a related field required; Master's degree preferred.
• Professional certifications preferred (PHR, SPHR, SHRM-CP, or SHRM-SCP).
• Experience with HRIS and ATS platforms (Workday, SAP SuccessFactors, Oracle, UKG, or similar systems).
• Experience with learning management systems (LMS) and people analytics/reporting tools.
• Advanced Microsoft Excel skills, including pivot tables, XLOOKUP/VLOOKUP, and data modeling.
• Experience with data visualization platforms such as Power BI or Tableau.
• Strong knowledge of U.S. employment laws; Texas employment law experience is a plus.
• Fluency in English required; Spanish language skills are a plus.

What Powers Your Performance

Success in this role is driven by a strong mix of personal ownership, collaboration, and continuous improvement. We value team members who:

• Communicate clearly and professionally.
• Collaborate effectively and contribute to team success.
• Adapt to change with a positive, proactive mindset.
• Take accountability and demonstrate initiative.
• Show reliability and pride in their work.
• Prioritize safety and act with awareness.
• Embrace feedback as an opportunity for growth.
• Maintain exceptional attention to detail.
• Drive continuous improvement and challenge the status quo.
• Support and develop others through collaboration and shared learning.

How We Support Your Success

We're committed to helping our employees thrive—both professionally and personally. We offer a collaborative culture where your ideas can make a meaningful impact, along with opportunities for career growth within a stable and essential industry.