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Human Resources Manager

1 month ago

Austin, United States Child Full time
Position Purpose

The HR Manager/Director is responsible for providing leadership in developing and executing human resources strategy in support of the overall business plan and strategic direction of the organization. The HR Manager/Director will plan, lead, direct, coordinate and develop the activities, policies, and department staff, specifically in the areas of succession planning, talent management, change management, organizational and performance management, training and development, and compensation, while ensuring compliance and implementation of Child Inc's mission. The HR Manager/Director will provide strategic leadership by articulating HR needs and plans to the Executive Management Team, Parent Policy Council and to the Board of Directors.

Essential Duties and Responsibilities

Strategic Planning
  • 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.
  • Assess training and organizational development needs; develop plans and monitor progress.
  • Develop and implement comprehensive compensation and benefit plans that are competitive and cost effective for the agency.
  • Recommend, evaluate, and participate in staff development for agency.
  • Develop and maintain a human resources system that meets agency personnel information needs.
  • Assist executive management in the annual review, preparation and administration of agency wage and salary program.
  • Review or participate in Annual Self-Assessment and other required assessments; develop remedial actions as appropriate.
  • Participate on committees and special projects; actively seek additional opportunities to better agency human resources functions.
  • 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.
  • 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.
  • Supervise administration of employee performance evaluation system.
  • 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.
  • Collaborate with HR Generalist and department managers to identify and draft detailed and accurate job descriptions and hiring criteria.
  • 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, HR Generalist, and Fiscal Management 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 the agency any changes in agency personnel policies and procedures and ensure proper compliance is followed.
  • 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.
  • Provide report to Executive Director on reasons behind separation.
  • Develop and implement employee relations programs.
  • Assist HR Employee Manager, HR Generalist in investigating complaints, disputes, and grievances.
Safety
  • Coordinate with Program Design Management, Quality Assurance Director, Facilities Manager and Executive Office to ensure compliance with 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 the 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.
  • Function as Privacy Officer if required.
  • Maintain accurate information on the Child Care Licensing portal with regard to controlling staff, verification of center personnel, 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.
  • 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.
  • 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 vending portals.
  • Excellent organizational skills; strong attention to detail and accuracy.
  • Ability to meet deadlines and perform effectively under pressure.
  • Strong desire to learn; initiative-taking; 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.
  • Actively supports and develops team members, quick to identify and problem solve any issues to achieve positive outcomes.
  • Tactful and diplomatic; ability to deal with difficult situations.
  • The ability to inspire the confidence of the Executive Director and other managers through timely delivery of information and plans.
  • Works independently of the Executive Director but consults where appropriate.
  • Familiar with HR best practice redundancy processes and experienced in coaching HR staff and managers.
  • Ability to demonstrate integrity during negotiations, collaborations, and mediations.
  • Actively participate in collaborative and networking activities at the local, state and/or national level.
  • Knowledge of all functional areas of human resource management and employment law issues; ability to develop programs and policies based on new requirements and performance standards and apply to a variety of situations using pragmatic and common-sense approach.
Staff Relationship
  • Responsible to the Executive Director.
  • Supervises the HR department.
  • Member of the Executive Team.
  • Cooperates with all Child Inc staff in supporting the mission and attaining overall agency goals.
Minimum Qualifications:
  • Bachelor's or master's degree in human resource management, Public Administration, Business Administration or a social science-related field.
  • Senior Professional in Human Resources (SPHR) Certification or Professional in Human Resources (PHR) Certification, awarded by the Human Resource Certification Institute, or SHRM-CP or SHRM-SCP.
  • Relevant work experience in a community-based, nonprofit organization that administers federal, state, county and/or city grant funds preferred.
  • The ability to understand, interpret and apply Child Inc policies and procedures, as well as federal, state, and local regulations, and the ability to share such knowledge with other staff accordingly.
  • Knowledge of written and spoken conversational Spanish preferred.
  • Experience with HRM systems and payroll software preferred.
  • Must possess valid driver's license and insured automobile; ability to travel and attend overnight training.
  • Must pass all criminal history background checks.
Working Conditions:

The demands described are representative of those that must be met by an individual to successfully perform the essential functions of this job.
  • Will spend time sitting, utilizing the computer.
  • Will spend time standing/walking throughout the facilities.
  • The ability to make fast, simple, repeated movements of the fingers, hands, and wrists.
  • Ability to perform physical activities that require considerable use of your arms and legs and moving your whole body, such as climbing, lifting, balancing, walking, stooping, and handling of materials.
  • Ability to physically lift to 25 pounds periodically.
  • In-area and out-of-area travel.
  • Occasional workdays are more than eight hours in duration.

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