Senior Performance & Employee Relations Analyst

Texas Municipal League Intergovernmental Risk Pool; Texas; Hybrid; USD 80,000 - 110,000; Full time

Job summary

Texas Municipal League Intergovernmental Risk Pool is seeking a People Resources lead to guide the performance management program, redevelop onboarding, and provide staff relations guidance. The role also serves as a backup to other HR areas and supports training development.

Responsibilities include migrating reviews to an online platform, designing workflows, training managers, and ensuring policy or legal compliance with consistent practices across the Pool.

Qualifications

• Bachelor-level degree in HR, business, public administration, or related field.
• Minimum 4 years of professional HR experience including performance management.
• PHR/SHRM-CP or ability to obtain within 12 months of hire.
• Experience with talent management systems and performance platforms.

Responsibilities

• Lead evaluation and implementation of a uniform performance management program.
• Oversee migration of performance reviews to an online platform and administer workflows.
• Lead change management for rollout of new standards with training for management and staff.
• Provide guidance on goal setting, documentation, coaching, and performance improvement plans.
• Assist with workplace investigations and policy interpretation, maintaining confidentiality.
• Lead redevelopment and maintenance of onboarding program from pre-boarding through year one.
• Coordinate onboarding communications and assess effectiveness via surveys and turnover data.
• Develop and deliver training on performance management, staff relations, onboarding, and policies.

Skills

HR laws knowledge

Performance management

Staff relations

Onboarding

Training delivery

Conflict resolution

MS Excel

MS Word

MS PowerPoint

MS Outlook

Driver's license

Education

BA/BS in HR or related field

4 years experience in professional HR

PHR or SHRM-CP or ability to obtain within 12 months

Tools

Talent management system

Online performance platform

Job description

This position is responsible for leading the Pool's performance management program and providing guidance to staff and management on matters related to staff relations. It also includes redeveloping the Pool's onboarding program to ensure a consistent, welcoming, and compliant experience for all new hires. Additionally, the role serves as backup to other functional People Resources areas and assists with training development.

Required Responsibilities*

• Leads the evaluation and implementation of a uniform Pool-wide performance management program by assessing current review processes, forms, rating standards, and timelines, and recommending changes to People Resources leadership.
• Oversees the migration of performance reviews to an online performance platform, including configuration, testing, workflow design, and user support. Administers performance review workflows and related records in the Pool's talent management system.
• Leads change management efforts for the rollout of new performance standards by communicating with stakeholders and providing guidance and training to management and staff.
• Provides guidance to management on goal setting, performance documentation, coaching conversations, and performance improvement plans. Monitors review completion and identifies performance trends.
• Assists Pool staff and management with questions, issues, and procedures related to workplace concerns, policy interpretation, conduct, performance, and conflict resolution.
• Conducts or assists with workplace investigations by interviewing parties and witnesses, gathering evidence, and preparing findings and recommendations. Maintains confidential staff relations files and tracks case trends.
• Provides guidance to management on corrective action and performance issues to ensure consistency with Pool policy and applicable laws. Recommends updates to personnel policies and procedures.
• Leads the redevelopment and maintenance of the Pool's onboarding program, from pre-boarding through the first year, using new hire feedback, retention data, and best practices. Develops standardized onboarding tools such as checklists, welcome materials, and supervisor guides.
• Oversees New Staff Orientation and related onboarding communications in collaboration with the People Resources team. Coordinates logistics, delivers presentations, and evaluates onboarding effectiveness through surveys and turnover data.
• Develops and delivers training on performance management, staff relations, onboarding, and policy topics. Coordinates compliance training to ensure adherence to local, state, and federal regulations.
• Serves as backup to all functional areas of People Resources.
• Continuously monitors and evaluates the quality, responsiveness, efficiency, and effectiveness of assigned human resources functions and programs. Collaborates with team on the continuous improvement of the People Resources Department.

* The above responsibilities are intended to describe the general nature and level of work being performed by individuals assigned to this job. They are not intended to be an exhaustive list of all responsibilities, duties and skills required by the position. All employees may have other duties assigned at any time.

Education, Work Experience, Certifications**
Required

• B.A. or B.S. degree in Human Resources, Business Administration, Public Administration, Organizational Development, Psychology, or a related field
• Years of Experience: 4
• Area of Experience: Professional-level Human Resources, including performance management and staff relations
• Professional Human Resources (PHR) or SHRM Certified Professional (SHRM-CP), or the ability to obtain one of these designations within twelve (12) months of hire

Equivalent combinations of education and experience will be accepted

Preferred

• Senior Professional in Human Resources (SPHR) or SHRM Senior Certified Professional (SHRM-SCP)
• Workplace investigations training or certification
• Change management certification (such as Prosci)

Essential Competencies and Skills**
Required

• Possess knowledge and understanding of relevant laws, rules, and regulations
• Knowledge of human resources management principles, federal and state employment laws, and staff relations practices
• Knowledge of performance management principles, practices, and systems
• Knowledge of onboarding, recruitment, and selection practices
• Ability to conduct thorough, impartial workplace investigations and handle confidential information with discretion
• Ability to facilitate presentations and training for staff and management
• Proficiency in MS Excel
• Proficiency in MS Word
• Proficiency in MS PowerPoint
• Proficiency in MS Outlook
• Valid Texas driver’s license and a good driving record

Preferred

• Experience implementing or migrating a performance management program or platform
• Experience administering a talent management system

** To perform this job successfully, an individual must be able to perform each primary responsibility satisfactorily. The requirements listed above are representative of the knowledge, skill, and/or ability required. Reasonable accommodations may be made to enable individuals with disabilities to perform the primary responsibilities.

Work Leadership Requirements

• This position is not a people manager.
• This position does not have indirect reports.

Travel Requirements

• Some overnight travel (by car or air)

Physical Requirements

• Be able to withstand typical office work that includes periods of sitting, standing, typing, etc. indoors while potentially performing job tasks in close proximity to other people.
• In addition to typical office work, must be able to exert up to 20 pounds of force occasionally to move objects.
• Requires close visual acuity to perform an activity such as preparing and analyzing data and figures, viewing a computer screen, or extensive reading.
• Ability to safely operate a motor vehicle for extended periods, including prolonged sitting, use of hands and feet to operate vehicle controls, and maintaining visual
• Must be able to operate standard computer hardware.