Director of HR Programs

Job Description:
Performs advanced (senior-level) managerial work providing direction and guidance in strategic operations and planning for the Human Resources Office. This position reports to the Deputy Director of Workforce Development. The Director II oversees major agency’s programs including, but not limited to, Worker’s Compensation Program, Agency Military Veteran’s Program, Classification, HR Rewards, HR Records Management, DFPS Wellness program, HR Employee Relations, employment criminal background checks, data entry for HR related actions including but not limited to compensation, career tracks, and management directed transfers, promotions, and demotions, and other operations as assigned. Additionally, the Director II manages HR management training, special projects, HR communications, HR policy, forms, and research. Acts as Director of Workforce Planning in Deputy Director’s absence. 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 and/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. Essential Job Functions:
Knowledge Skills Abilities:
Directs program activities and/or business functions within several department in the HR division.
•Directs, coordinates, facilitates and maintains an organized and cohesive approach to the agency's implementation of human resource services within the Worker’s Compensation Program, Agency Military Veteran’s Program, Classification, HR Records Management, DFPS Wellness program, HR Employee Relations, employment criminal background checks, data entry for HR related actions including but not limited to compensation, career tracks, and management directed transfers, promotions, and demotions. Additionally, the Director II manages HR management training, special projects, HR communications, HR policy, HR forms, and related research.
•Manages the HRPS contractor’s activities as the primary HR point of contact.
•May act as the Deputy Director of Workforce Development in the Deputy Director’s absence.
•Ensures a fully integrated and collaborative team for the efficient and optimal management of, and response to reforms by setting up and directing a collaborative and skilled team to carry out high volume workload with rapid time frames.
•Develops, establishes and implements long-term program goals and objectives consistent with the agency’s mission and strategic plan.
•Identifies systemic issues, policy conflicts, knowledge and process gaps and deficiencies, and oversees the revision and implementation of changes and improvements in relation to HR policies and procedures.

Develops and implements techniques for evaluating program activities and/or business functions within a department or division; and identifies need for changes.
•Provides direction and coordination for evaluation activities including assessment, data analysis, reporting, and developing recommendations to ensure compliance with department objectives and legislative requirements to improve operating efficiency and effectiveness.

Develops and establishes goals and objectives consistent with the agency’s strategic plan.
•Develops, establishes, and provides communication plans to meetings, multidisciplinary teams and workgroups for strengthening HR program activities and collaboration with internal stakeholders.
•Facilitate efficient and productive communication through meetings, staff and executive management emails, and HR newsletter.
•Plans, organizes, and facilitates internal and external meetings, and workgroups for strengthening implementation of policy and procedure revisions.
•Acts as a subject matter expert on administrative complaints, investigations, and workgroups related to HR matters.
•Presents written and oral information related to the HR matters to HR Director for communication to other agencies, and executive leadership as needed.

Develops, reviews, and approves budgets and major expenditures; and ensures that requirements of funding sources are met.
•Develops, reviews, and approves departmental budget and major expenditures to ensure fiscal responsibility.
•Represents areas assigned and HR leadership in monthly departmental budget planning meetings.

Develops policies, procedures, and guidelines; and monitors compliance.
•Is the subject matter expert responsible for all updates to the DFPS HR policy manual and associated forms.
•Leads the DFPS HR policy workgroup consisting of representation from all DPFS programs and support areas. This position is ultimately responsible for developing HR policy, procedures, and guidelines.
•Oversees the development and maintenance of DFPS HR desk reference manuals (internal procedures manuals) by position.
•Plans, develops and/or reviews, implements and monitors proposed policies, procedures, rules and regulations with community-based programs and agency legislative requirements.
•Helps lead the HR Employee Relations group by providing direction and policy interpretation related to all types of employee personnel actions.

Plans, develops, and approves schedules, priorities, and standards for achieving goals; and directs evaluation activities.
•Plans, develops, and prioritizes initiatives and improvements and gives direction within all functions of HR.

Represents the agency at business meetings, hearings, trials, legislative sessions, conferences, and seminars or on boards, panels, and committees.
•Represents the department in a leadership capacity in interactions with the regional and state office staff, executive staff, contractors, and external stakeholders.
•Attends external meeting with stakeholders and other state agencies as directed.
•Represents the Deputy Director of Workforce Development and DFPS leadership at internal and external business meetings, legislative sessions, conferences, and seminars or on boards, panels, committee meetings, and community partnership meetings.

Reviews and approves management, productivity, and financial reports and studies.
•Develops and/or reviews for approval management and reporting tools related to HR programs to ensure state and federal guidelines are followed
•Develops and/or reviews HR policies and procedures to ensure state and federal guidelines are followed.

Reviews results of special investigations, internal audits, research studies, forecasts, and modeling exercises to provide direction and guidance.
•Reviews department data analysis for trends, and program effectiveness.
•Identifies deficiencies and develops improvement methods.
•Leads or manages HR staff to conduct, analyze, and develop executive reports on management-initiated investigations, management reviews to ensure agency management is following HR policies and practices.
•Is HR’s primary point of contact with HHSC-Civil Rights Office related to all civil rights investigations, including reasonable accommodation requests.
•Compiles, reviews, and edits the agencies response to complaints and charges from external state and federal compliance agencies.

May develop and oversee the implementation of long-range and short-term plans.
•Develops and recommends plans to create and maintains an efficient and integrated department structure.
•Gathers the necessary information to complete internal and external requests and ensures the preparation of the necessary deliverable.
•Supports development and implementation, promoting continuous improvement of policy, processes, and procedures and ensures compliance with state and federal regulations and standards.

Supervises the work of others.
•Hires, manages, and provides guidance and professional development for staff.
•Provides direct reports with work assignments, clear direction and information on responsibilities and work performance expectations.
•Develops work performance plans, creates and maintains position descriptions for direct reports and conducts performance evaluations at least annually.
•Oversees the development and advancement of staff through training and effective use of employee development plans.
•Manages employee time and leave responsibilities and carries out other related human resources activities with program staff.
•Provides leadership to employees using a performance management strategy and development process to provide an overall context and framework to encourage employee contribution, and includes goal setting, feedback, and performance development planning.
• Leads employees to meet the organization's expectations for productivity, quality, and goal accomplishment.
•Creates and maintains a work environment that supports high performing teams, retention of staff, learning and continuous improvement.

Performs related work as assigned.

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