Director III

Job Description:
Performs advanced (senior-level) managerial work providing direction and guidance in strategic operations and planning as the Deputy Director in the Workforce Development Division. 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:
Directs program activities and/or business functions within a department or division.
•Directs planning, implementation, coordination and evaluation of agency program services to promote positive client outcomes related to Human Resources (HR).
•Directs activities of the agency’s Workforce Development department.
•Plans, implements, and monitors HR compliance with department and agency policies and procedures.
•Provides technical guidance to internal and external stakeholders regarding HR policies and procedures.
•Provides guidance and monitoring regarding implementation of HR programs, policies and process improvements, and development and implementation of unit goals, guidelines, policies and procedures.
oIncluding Classification, Compensation, Worker’s Compensation, Veteran’s Services and Policy Development
•Ensures Human Resources are in compliance with all DFPS HR policies, applicable state and federal laws, and other regulations and guidelines.

Oversees and/or prepares a division or department budget and reviews and approves major expenditures; and ensures that requirements of funding sources are met.
•Responsible for Human Resources budget planning.
•Responsible for fiscal responsibility of HR budget including expenditures, salaries, etc.
Oversees the collection, organization, analysis, and preparation of reports.
•Utilizes all available reporting and data to monitor, continually assess and improve HR performance.
•Identifies and strengthens HR areas requiring improvement.
•Develops plans and sets annual reviews to address HR needs.
•Oversees development of agency reports for HR policy compliance.
Develops and implements techniques for evaluating program activities and/or business functions within a department or division; and identifies need for changes.
•Reviews federal and state regulations, audits, policies, practices, and activities across DFPS and other state agencies and recommends changes to ensure compliance and improve operating efficiency and effectiveness.
•Oversees the development and implementation of HR workflow, productivity, and quality assurance measures to meet organizational needs and program requirements.
•Develops and implements quality assurance procedures, standards, and methodologies to assess compliance with Human Resources program policies and procedures.
•Manages the development of analyses including audits, studies, projects, and workgroups designed to evaluate the effectiveness of HR processes and functions.
•Develops evaluation techniques to identify and implement new department management strategies, activities and process improvements.
•Establishes reporting requirements for oversight of department activities to ensure Human Resources performance measures are met.
•Identifies and evaluates HR trends and issues and manages the development and implementation of department changes.

Develops and establishes goals and objectives consistent with the agency’s strategic plan.
•Communicates and monitors HR activities to ensure agency goals and objectives are met.
•Provides overall vision, leadership, and strategic direction for Human Resources related to oversight, compliance, quality assurance, and best practices.
•Establishes goals and objectives, develops policies, reviewing guidelines, procedures, rules and regulations, in consultation state office executives, regional leadership and HHSC RAS.
•Ensures HR goals and objectives are congruent with agency leadership’s goals and objectives and support the agency’s strategic plan
•Manages HR work planning and scheduling, and develops department priorities, goals, objectives, guidelines, and rules.

Develops policies, procedures, and guidelines; and monitors compliance.
•Develops, implements, and monitors plans, procedures, and techniques to ensure compliance to promote positive client outcomes related to Human Resources.
•Provides guidance, technical assistance and policy interpretations regarding Human Resources policies and procedures to agency management, staff, external entities and stakeholders.
•Identifies knowledge and process gaps and recommends improvements and changes in HR processes, functions, and performance.
•Researches and recommends innovative HR techniques and solutions to achieve efficiencies and consistency and monitors program progress.
•Develops informative communications regarding HR guidelines.
•Provides information to the agency and internal and external stakeholders regarding HR administration functions.
•Provides leadership, strategic direction and planning for the program and coordinates with division and agency leadership, and agency program and operations management to implement HR policies for agency workforce support operations.
•Ensures Human Resources compliance with all applicable state and federal laws, regulations and guidelines.
Plans, develops, and approves schedules, priorities, and standards for achieving goals; and directs evaluation activities.
•Develops, implements, monitors, and evaluates activities to ensure agency goals and strategies related to Human Resources are met.
•Develops, establishes, and implements long-term HR performance and policy program goals and objectives consistent with the agency’s mission and strategic plan.
•Coordinates HR agency activities with other enterprise entities.
•Provides data and technical guidance in coordination with leadership to manage HR resources and priorities.
•Directs staff in the review and study of HR related trends across divisions and program areas by interpreting historical, current, and projected data to identify problems, causes, or areas where changes are needed
•Plans, leads, organizes, and motivates HR staff to achieve tasks, complete projects, and meet deadlines.

Represents the agency at business meetings, hearings, trials, legislative sessions, conferences, and seminars or on boards, panels, and committees.

•Makes presentations and provides HR information to DFPS program areas, DFPS leadership team, outside stakeholders, legislative stakeholders, and other organizations regarding department approaches, activities, and services.
•Participates in statewide HR workgroups.
•Represents Human Resources at meetings, workgroups, conferences, committees, panels, and other events, as needed.
•Serves as a liaison, representative, and subject matter expert on behalf of HR in collaborating with internal and external stakeholders.
•Assists in preparation for and responses to elected officials, external compliance agencies, and other external stakeholders as needed.

Reviews and approves management, productivity, and financial reports and studies.
•Directs the development, and dissemination of HR division productivity reports and data to communicate results and develops recommendations for program changes to improve performance based on program/agency needs.
•Reviews financial reports and studies related to HR budget.
•Directs the development and preparation of reports, correspondence, special projects, summaries, plans, presentations, and other written materials to communicate HR analysis, data, and recommendations for changes or improvements.

Reviews results of special investigations, internal audits, research studies, forecasts, and modeling exercises to provide direction and guidance.
•Reviews statutes, regulations, and audit findings to assure effective HR program logistics activities, as needed.
•Reviews special investigations, internal audits, research studies, forecasts, and modeling exercises, that impact HR and provides direction and guidance to staff.
•Participates in management directed reviews for agency executives, as requested, and provides HR related recommendations, direction and guidance.
•Compiles and reviews results to develop personnel action based on findings.

May develop and oversee the implementation of long-range and short-term plans.
•Responsible for all HR related communication with enforcement agencies including but not limited to the State Auditor’s Office (SAO), Department of Labor (DOL), Equal Employment Opportunity Commission (EEOC), Texas Workforce Commission Civil Rights & Discrimination (TWC-CRD) division, and the Legislative Budget Board (LBB) to ensure agency HR goals are met.
•Coordinates with division and agency leadership, and agency program and operations management to implement program policies for agency workforce support operations to ensure compliance while meeting agency goals and objectives.
•Directs the quality assurance and performance development functions by establishing priorities, standards, and measurement tools for determining progress in meeting division goals.
•Provides direction to employees to meet the agency’s expectations for productivity, quality, and accomplishment of program and agency goals.
•Provides leadership, strategic direction and planning for the HR teams and develops standards to achieve goals and objectives.
Supervises the work of others.
•Selects, manages, and develops staff including performance reviews, consultation, training, personnel actions, and leave authorizations.
•Provides leadership to employees using a performance management strategy and development process to provide an overall framework that encourages employee contribution, and includes goal setting, feedback, and performance development planning.
•Provides staff with direction and information on responsibilities and work performance standards.
•Develops work performance plans and conducts performance evaluations, at least annually.
•Oversees the development and advancement of staff through training and effective use of employee development plans.

Performs related work as assigned.
Knowledge Skills Abilities:
Knowledge of local, state, and federal laws and regulations relevant to program activities and/or business functions.
Knowledge of the principles and practices of public administration and management.
Knowledge of federal and state laws relating to all aspects of Human Resources.
Skill in establishing plans and setting objectives and goals that support an overall business strategy.
Skill and experience in dealing with angry or frustrated stakeholders or the general public in resolving their complaints.
Skill in addressing staff conflict issues.
Skill in working with other DFPS program leadership in resolving issues.
Ability to direct and organize program activities and/or business functions.
Ability to establish goals and objectives that support the strategic plan.
Ability to identify problems, evaluate alternatives, and implement effective solutions.
Ability to develop and evaluate policies and procedures.
Ability to prepare reports.
Ability to communicate effectively.
Ability to supervise and direct the work of others.

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