Director of human resources jobs in Austin, TX - 137 jobs

Please note that Jackson Walker is not currently accepting search firm submissions in connection with this opening. Compliance Manager Department: Human Resources Reports To: Chief Human Resources Officer Location: This role can sit in any of Jackson Walker's office locations. (Dallas / Austin / Houston / San Antonio / Fort Worth) FLSA: Exempt POSITION SUMMARY: The Compliance Manager is responsible for overseeing Jackson Walker's firmwide leave of absence programs and ensuring compliance with applicable federal, state, and local employment laws and Firm policies. This role serves as the subject-matter expert for leave administration, working closely with employees, managers, and HR leadership to deliver a consistent, compliant, and employee-centered leave experience. Reporting directly to the Chief Human Resources Officer, this position plays a critical role in managing regulatory compliance, mitigating risk, and supporting the Firm's commitment to operational excellence and employee well-being. ESSENTIAL DUTIES AND RESPONSIBILITIES: Leave Administration & Program Management Administer all firmwide leave programs, including but not limited to FMLA, ADA accommodations, short-term disability, parental leave, secondary leaves, military leave, and applicable state and local leave programs. Partner with the Benefits Department on long-term disability administration. Serve as the primary point of contact for employees and managers regarding leave eligibility, processes, timelines, and documentation requirements. Review and assess leave requests, determine eligibility, and ensure appropriate documentation is obtained and maintained. Track leave usage, manage return-to-work processes, and coordinate transitional or accommodation needs as applicable. Ensure compliance with federal, state, and local employment laws related to leave, accommodations, and wage and hour considerations as they intersect with leave administration. Monitor legislative and regulatory changes impacting leave administration and recommend policy or process updates as needed. Maintain accurate records and documentation to support compliance, audits, and internal reviews. Partner with HR leadership to address complex leave situations and mitigate potential exposure. Background Checks Coordinate and manage pre-employment background checks through RAI (vendor). Work with PG Leaders to run client-driven background checks. Ensure compliance with federal, state, and local laws (e.g., FCRA) governing background screening. Maintain accurate records and documentation of all background check processes. Communicate results to HR; escalate to HR leadership if needed. Compliance Management Develop, implement, and maintain HR compliance policies and procedures aligned with federal, state, and local regulations. Monitor legislative and regulatory changes; advise leadership on necessary updates. Conduct regular audits of HR processes (e.g., onboarding, payroll, benefits, employee relations) to ensure compliance. Oversee compliance with EEOC, ADA, FMLA, wage and hour laws, and other employment regulations. Provide training and guidance to HR staff and managers on compliance topics and best practices. Ensure compliance with federal, state, and local employment laws related to leave, accommodations, and wage and hour consideration as they intersect with leave administration. Monitor legislative and regulatory changes impacting leave administration and recommend policy or process updates as needed. Maintain accurate records and documentation to support compliance, audits, and internal reviews. Partner with HR leadership to address complex leave situations and mitigate potential exposure. Answer questionnaires and survey questions related to HR policies. Policy Development & Process Improvement Develop, review, and maintain leave-related policies, procedures, and employee communications. Create standardized tools, templates, and workflows to ensure consistent application of leave practices across the Firm. Identify opportunities to streamline leave administration processes and improve the employee experience through automation or system enhancements. Support HRIS system configuration related to leave tracking and reporting. Advisory Support & Collaboration Advise managers and HR business partners on leave-related matters, accommodations, and compliance considerations. Provide guidance on sensitive or complex employee situations requiring discretion and sound judgment. Deliver training and education to managers and employees on leave policies, compliance requirements, and best practices. Reporting & Data Management Prepare reports and metrics related to leave utilization, trends, and compliance for HR leadership. Analyze data to identify patterns, risks, or opportunities for improvement. QUALIFICATIONS: Bachelor's degree in Human Resources, Business Administration, or a related field preferred. Minimum 3 years of experience administering employee leave programs and ensuring compliance with employment laws. Demonstrated experience managing FMLA and multi-state leave programs required; law firm or professional services experience preferred. Strong working knowledge of federal, state, and local leave laws and employment regulations. Excellent organizational and time-management skills with the ability to manage multiple priorities and sensitive matters. Strong analytical and problem-solving skills with sound judgment and attention to detail. Excellent written and verbal communication skills with the ability to explain complex policies clearly and professionally. High degree of discretion and professionalism when handling confidential information. Proficiency in HRIS platforms, leave administration systems, and Microsoft Office 365. WORK CONDITIONS: This position operates in a typical professional office environment with standard equipment. The role requires professionalism, discretion, and the ability to manage multiple priorities while maintaining attention to detail. Occasional extended hours may be required during peak periods or complex leave situations. The above is intended to describe the general content of and requirements for the performance of this job. It is not to be construed as an exhaustive statement of essential functions, responsibilities, or requirements. We are proud to be an Equal Opportunity Employer. All qualified applicants will receive consideration for employment without regard to race, color, religion, sex, national origin, age, veteran status, sexual orientation, gender identity, pregnancy, genetic information, or any other characteristic protected by applicable federal, state, or local law and will not be discriminated against on the basis of disability. It is our intention that all qualified applicants are given equal opportunity and that employment decisions be based on job-related factors. If you require a reasonable accommodation to complete the application or interview process, please contact us at *************************************

Ambiq's mission is to enable intelligence everywhere by delivering the lowest power semiconductor solutions. Ambiq is a pioneer and a leading provider of ultra-low-power semiconductor solutions based on our proprietary and patented sub- and near-threshold technologies. With the increasing power requirements of artificial intelligence (AI) computing, our customers are relying on our solutions to deliver AI to edge environments. Our hardware and software innovations fundamentally deliver a multi-fold improvement in power consumption over traditional semiconductor designs without expensive process geometry scaling. We began in 2010 by addressing the power consumption challenges of battery-powered devices at the edge, where they were most pronounced. As of the beginning of 2025, we've shipped more than 280+ million units worldwide. Our innovative and fast-moving teams of design, research, development, production, marketing, sales, and operations are spread across several continents, including the US (Austin), Taiwan (Hsinchu), China (Shanghai and Shenzhen), and Singapore. We value relentless technology innovation, a deep commitment to customer success, collaborative problem-solving, and an enthusiastic pursuit of energy efficiency. We embrace candidates who also share these same values. The successful candidate must be self-motivated, creative, and comfortable learning and driving exciting new technologies. We encourage and nurture an environment that fosters growth and opportunities to work on complex, meaningful, and challenging projects, creating a lasting impact and shaping the future of technology. Join us on our quest for enabling billions of intelligent devices. The intelligence everywhere revolution starts here. Scope Head of People Rewards and Wellbeing (a.k.a. The Performance Architect) We're on the hunt for a hands-on, numbers-loving hero to join our People & Culture team as our new Head of People Rewards and Wellbeing! This isn't just any HR role - it's a chance to design, build, and protect the very systems that keep our team rewarded, recognized, and ready to change the world. In this brand-new role, you'll take the lead in crafting and managing our total rewards strategy. You've got a strong grasp of compensation programs, from exempt employees to sales incentives and executive pay. Maybe you're not a full-blown expert in equity and variable comp yet - but you've got the curiosity, initiative, and drive to get there fast. You know your way around U.S. benefits and can spot cost trends before they become kryptonite. We're a fast-growing company of 200+ amazing humans, and in our close-knit HR squad, everyone gets to shape the story. If you're ready to flex your superpowers in compensation and benefits while diving into all things People & Culture, we'd love to have you on our team. You'll join an unstoppable crew of HR heroes: • Rick “The Talent Whisperer” Morales - Head of Talent Acquisition & Workforce Planning, finder of exceptional humans. • Gina “The Operations Dynamo” Barres - our master of organization and efficiency (seriously, she runs on pure energy). • Allie “The Austin Avenger” Garza - HR Generalist extraordinaire and fearless commander of our Austin HQ. • Helen “The APAC Guardian” Ng - keeping our global culture thriving across continents. You, our Performance Architect, will bring precision, empathy, and pride to ensuring everyone feels valued and motivated to deliver their best. You know this work isn't just about numbers - it's about people's lives, trust, and wellbeing. And that's what makes you the real hero of this story. Responsibilities Compensation Leadership Design, implement, and manage base salary, bonus, commission, and equity programs that align with company goals and reflect industry best practices. Oversee compensation evaluations for new hires, promotions, internal transfers, and retention initiatives to ensure fairness and consistency. Lead the annual compensation cycle - including merit increases, bonuses, and equity planning - ensuring systems are ready, data is accurate, and processes run efficiently. Model and analyze incentive plans to confirm alignment with business objectives and performance goals. Conduct in-depth compensation analyses and build reports, dashboards, and data models that support decision-making and long-term strategy. Benchmark roles and pay structures by participating in and analyzing results from global and regional Aon/Radford surveys to maintain market competitiveness. Drive pay equity and market studies, leading or contributing to audits that promote fairness, transparency, and compliance. 401 (k) management and development of ESPP Program Ensure global compliance by maintaining alignment of compensation programs with all relevant legal and regulatory requirements. Benefits Strategy Continuously evaluate and enhance our benefits offerings to ensure they stay competitive - and always equal to or better than what others in the market provide. Partner with Gallagher to manage U.S. employee benefits programs, including health, dental, vision, retirement, life insurance, and disability coverage. Collaborate with the APAC HR Lead to align non-U.S. benefit programs, promoting a consistent and equitable global employee experience. Serve as the go-to resource for employees on all things benefits - from enrollment questions to claims support and general inquiries. Work closely with benefit providers to troubleshoot issues, streamline processes, and ensure smooth, high-quality service for employees. Support key benefits milestones, including open enrollment, annual renewals, and employee education initiatives that help team members make the most of their benefits. Education and Experience Bachelor's degree in Human Resources, Finance, Accounting, or a related discipline. Master's degree a plus. Exposure or experience with payroll systems, ideally within a fast-paced or similar industry environment. Deep understanding of compensation and benefits principles, best practices, and compliance requirements. Familiarity with modern HR Information Systems, such as Paylocity (or similar platforms). Strong analytical mindset - skilled at gathering, interpreting, and translating complex data into actionable insights. Meticulous attention to detail with a commitment to accuracy and consistency. Proficient in NetSuite and Microsoft Office Suite, especially Excel for data analysis and reporting. Exceptional communication and collaboration skills, with the ability to build strong partnerships across teams. Trusted professional who handles confidential and sensitive information with discretion and integrity. **Must be currently authorized to work in the United States for any employer. We do not sponsor or take over sponsorship of employment visas (now or in the future) for this role. What You Need We're seeking passionate technologists who thrive on pushing boundaries, solving complex challenges, and driving transformative solutions. At Ambiq, you'll collaborate with a dynamic team that values relentless innovation, customer-centric thinking, and continuous learning. If you're a self-motivated, creative problem-solver eager to push technological limits and make a meaningful impact in energy efficiency, this is your opportunity to grow, excel, and turn groundbreaking ideas into reality. Most importantly, the successful candidate will be able to live the Ambiq Shared Values: Innovate: We tenaciously find ways to break down the barriers to possible solutions Collaborate: We proactively communicate and encourage each other to be better. Focus: We keep the voice of the customer at the center of everything we do. Learn: We strive for continuous improvement and are always curious. Achieve: We execute on quality and follow through on our commitments.

Reporting to the SVP, HR Strategic Business Services (HRSBS), the VP HRSBS - Greater Austin Region is responsible for planning, developing, and implementing human resources programs for an assigned area of responsibility at Baylor Scott and White Health (BSWH), which may include talent acquisition, total rewards, talent management, diversity, employee relations, employee engagement, HR information systems, performance management, and training and development. Collaborates with business leaders on alignment of human capital strategy to BSWH business strategy, and maintains business knowledge of the organization's financial position, competitive environment, and growth plans. Designs and implements human resources strategies, programs, practices, and procedures that meet specific business objectives. Ensures HR programs and practices comply with regulatory and legal requirements to minimize risk to the organization. Coaches and advises leadership and employees on HR policies and practices. A region Vice President (VP) develops strategy and business plans for one or more business units. Business unit may include a level of smaller entity vice presidents (e.g. small hospitals, clinics, etc). Leads strategy execution, identifies resourcing needs, and provides guidance for significant tactical decisions. Focuses on current-year operations and participates in establishing multi-year strategies and business plans. Erroneous decisions at this level tend to have a long-term negative effect on the success of the organization. Leads and directs a single business unit or region. Typically directs multiple levels of subordinate directors and/or managers covering varied disciplines and skill levels. Has managerial accountability for staffing and budgets for a large span of control (at least 2 managers/directors). Exercises wide latitude in determining objectives and approaches to critical assignments. Responsible for executing a portion of the business strategy. ESSENTIAL FUNCTIONS OF THE ROLE 1. Oversees the design and delivery of HR programs for assigned areas of the organization in alignment with BSWH overall HR strategy and business objectives. 2. Collaborates with senior leadership to define, prioritize, and implement HR programs and ensure alignment of the organization's HR agenda with the overall BSWH HR delivery model. 3. Leads the development and execution of targeted HR initiatives that impact human capital costs, employee engagement, retention, competitive rewards, and other key performance indicators through the tracking, trending, and analysis of people data. 4. Collaborates with business leaders on organizational design that optimizes efficiencies and effectiveness of the organization and enables the operations BSWH. 5. Drives talent plans and actions for the assigned organization and partners with leadership to develop workforce plans that anticipate talent needs, enable proactive sourcing, and ensure effective on-boarding. 6. Monitors and drives consistent delivery of HR policies and practices across assigned organization and ensures compliance with all applicable employment laws and regulations pertaining to Human Resources. 7. Leads effective and timely communication to leadership and employees on significant, relevant changes in HR policies and practices. 8. Oversees the assigned organization's employee relations function, which may include issues related to performance management, workforce realignments, mergers and acquisitions, and other employee relations activities. 9. Leads the assessment and delivery of education, communication, and training initiatives that address operational and regulatory requirements for the assigned organization in alignment with BSWH business objectives. 10. Drives continuous HR process improvement, including assessing, evaluating, and recommending HR models, tools, and technologies that standardize, automate, and optimize BSWH HR processes. KEY SUCCESS FACTORS 1. Bachelor's degree in HR, Business, or related degree. Master's degree preferred. 2. 5+ years of experience in Human Resources or related field, with healthcare experience preferred. 3. 1+ years of experience in a leadership role. 4. HR Certifications preferred (e.g. SPHR, PHR, SHRM-SCP, SHRM-CP). 5. Experience leading large-scale, complex HR program implementations over multiple locations or facilities. 6. Exceptional written and verbal communication skills. 7. Ability to create strong business relationships with senior executives and key stakeholders. 8. Ability to work collaboratively across a large, matrixed healthcare organization to ensure HR programs and messaging are delivered quickly, consistently, and effectively across multiple channels and locations. QUALIFICATIONS * EDUCATION - Bachelor's * EXPERIENCE - 5 Years of Experience

This leadership role partners with the executive team to align people strategies with business goals, fostering a high-performance culture in a fast-paced, multi-unit restaurant business. Tacodeli currently operates approximately 15 restaurants across Austin, Dallas, & Houston markets. This position will have 2 direct reports as part of the HR team. KEY RESPONSIBILITIES Training & Development: Design, implement, and oversee comprehensive training programs, including new hire onboarding, ongoing skill development, leadership training, and role-specific certifications. Partner with operations leaders to create career progression pathways, including management-in-training programs, to promote internal growth and retention. Talent Acquisition & Recruitment: Leads talent acquisition, overseeing the recruitment and selection process to ensure the organization attracts and hires qualified candidates. This includes developing recruiting strategies and working closely with hiring leaders Compensation, Benefits, & Performance Management: Researches, develops, and implements competitive compensation, benefits, performance appraisal, and employee incentive programs. Develops and implements performance management to assess employee performance, provide feedback, and establish goals and development plans. Employee Relations & Culture: Manages employee relations and ensures a positive work environment. Serve as a trusted advisor on employee issues, investigations, and conflict resolution. Compliance & Risk Management: Ensures compliance with employment, benefits, insurance, safety, and other laws, regulations, and requirements. Maintains knowledge of laws, regulations, and best practices in employment law, human resources, and talent management. Strategic HR Leadership: Collaborates with executive leadership to define the organization's long-term mission and goals; identifies ways to support this mission and is involved in broader organizational strategies. Identifies key performance indicators for the organization's human resource and talent management functions; assesses the organization's success and market competitiveness based on these metrics. WHAT WE OFFER: Competitive compensation with a quarterly performance bonus program Paid Time Off (PTO) program Health, Dental, Vision 401k enrollment with company match (eligible after 1 year of service) Tuition Reimbursement up to $2,000 (eligible after 1 year of service) Casual work environment - celebrate your authentic individuality Leadership development opportunities - we aim to promote from within our organization REQUIRED KNOWLEDGE, SKILLS & ABILITIES 7+ years of progressive HR experience, with at least 3-5 years in a senior role within the restaurant, hospitality, or foodservice industry (multi-unit experience strongly preferred). Bachelor's degree in Human Resources, Business Administration, or related field; Master's or HR certifications (SHRM-CP/SCP, PHR/SPHR) preferred Proven expertise in training program design and delivery, ideally in high-volume or fast-casual/fine-dining environments Strong knowledge of Texas labor laws, hospitality-specific challenges (e.g., tipped wages, flexible scheduling), and tools like HRIS systems Bilingual (English/Spanish) is a plus in Austin's diverse workforce Excellent leadership, communication, and interpersonal skills; ability to thrive in a hands-on, guest-facing industry Physical/Mental Requirements: Prolonged periods of sitting at a desk and working on a computer. Ability to travel outside of Austin occasionally (primarily to Dallas & Houston) Ability to lift up to 10 pounds frequently and up to 50 pounds occasionally The purpose of this position description is to serve as a general summary and overview of the major duties and responsibilities of the job. It is not intended to represent the entirety of the job nor is it intended to be all-inclusive. Therefore, the position may be required or requested to perform other work duties not specifically listed herein . Management reserves the right to modify, defer or rescind this position description at any time, with or without prior notice.

This position oversees the strategic direction, planning, coordination, administration, and evaluation of the human resources function at ABoR. The Director is responsible for developing and ensuring effective implementation of plans, systems, policies and processes for workforce planning, talent acquisition, talent development, employee engagement, onboarding, orientation, legal compliance and recordkeeping, employee relations, compensation, and benefits. Essential Duties and Responsibilities: To perform this job successfully, an individual must be able to perform the following satisfactorily; other duties may be assigned. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions. Directs the development and administration of company-wide human resources policies and practices in accordance with ABOR objectives and state and federal legal requirements. Manage benefits, compensation, and payroll coordination in collaboration with Finance and external vendors. Design and manage employee engagement surveys and action plans. Develop and implement HR strategies aligned with organizational goals. Oversee performance management processes including goal setting, evaluations, and feedback. Lead the recruitment and hiring strategy to attract top talent. Design and manage onboarding and orientation programs to ensure successful integration of new hires. Identify needs of employee base and implement programs and initiatives that support a healthy organization culture. Ensures all virtual in-person, and hybrid curriculum, required all-hands meetings, training and staff development days are coordinated, organized, and executed, including logistics of hosting, room reservations, IT needs, staff registration, set up and break down. Coordinate, schedule, and provide support for ABoR leaders when engaging in the hiring process, discipline process, and performance evaluation process. Provide customer support to internal stakeholders via all communication channels. Advises and assists senior management on human resources management issues. Keep up with all industry changes and trends. Oversees employee-relations activities and programs including but not limited to employee counseling, interpretation of policies, new employee onboarding and orientation, and employee recognition programs. Reviews and analyzes wage and salary reports and data to establish competitive compensation plans. Lead and oversee management of sensitive staff issues. Manage fast-paced environment and industry changes with ease and proactively disseminate information to employees as needed. Administer all transactions and processes in the HRIS system. Ensure compliance with federal, state, and local labor laws and regulations and fiduciary obligations. Special projects as assigned. Qualifications: The requirements listed below are representative of the knowledge, skill, and/or ability required. Master's degree in human resources, Business Administration, or related field. 7+ years of progressive HR experience, including 2+ years in a leadership role. Experience in a small to mid-sized company (25-100 employees) preferred. Experience with HRIS systems (Paycor preferred). Experience in benefit and retirement plan administration. Experience in employee relations and talent management. Strong knowledge of employment law, HR systems, and best practices. Excellent communication, leadership, and problem-solving skills. High integrity and ability to handle confidential information with discretion. Ability to work in a hybrid work environment, from home and in-person. Ability to appropriately handle normal stress and interaction with others. Ability to demonstrate each of the ABoR Core Competencies.

Responsible for all employee benefits, recruiting, and ensuring that our institution is compliant with all state and federal laws. Preferred Qualifications At least 10 years of experience working as HR in the Education industry. Has supervised other employees for at least 10 years. Masters degree preferred.

Job DescriptionSummary This leadership role partners with the executive team to align people strategies with business goals, fostering a high-performance culture in a fast-paced, multi-unit restaurant business. Tacodeli currently operates approximately 15 restaurants across Austin, Dallas, & Houston markets. This position will have 2 direct reports as part of the HR team. KEY RESPONSIBILITIES Training & Development: Design, implement, and oversee comprehensive training programs, including new hire onboarding, ongoing skill development, leadership training, and role-specific certifications. Partner with operations leaders to create career progression pathways, including management-in-training programs, to promote internal growth and retention. Talent Acquisition & Recruitment: Leads talent acquisition, overseeing the recruitment and selection process to ensure the organization attracts and hires qualified candidates. This includes developing recruiting strategies and working closely with hiring leaders Compensation, Benefits, & Performance Management: Researches, develops, and implements competitive compensation, benefits, performance appraisal, and employee incentive programs. Develops and implements performance management to assess employee performance, provide feedback, and establish goals and development plans. Employee Relations & Culture: Manages employee relations and ensures a positive work environment. Serve as a trusted advisor on employee issues, investigations, and conflict resolution. Compliance & Risk Management: Ensures compliance with employment, benefits, insurance, safety, and other laws, regulations, and requirements. Maintains knowledge of laws, regulations, and best practices in employment law, human resources, and talent management. Strategic HR Leadership: Collaborates with executive leadership to define the organization's long-term mission and goals; identifies ways to support this mission and is involved in broader organizational strategies. Identifies key performance indicators for the organization's human resource and talent management functions; assesses the organization's success and market competitiveness based on these metrics. WHAT WE OFFER: Competitive compensation with a quarterly performance bonus program Paid Time Off (PTO) program Health, Dental, Vision 401k enrollment with company match (eligible after 1 year of service) Tuition Reimbursement up to $2,000 (eligible after 1 year of service) Casual work environment - celebrate your authentic individuality Leadership development opportunities - we aim to promote from within our organization REQUIRED KNOWLEDGE, SKILLS & ABILITIES 7+ years of progressive HR experience, with at least 3-5 years in a senior role within the restaurant, hospitality, or foodservice industry (multi-unit experience strongly preferred). Bachelor's degree in Human Resources, Business Administration, or related field; Master's or HR certifications (SHRM-CP/SCP, PHR/SPHR) preferred Proven expertise in training program design and delivery, ideally in high-volume or fast-casual/fine-dining environments Strong knowledge of Texas labor laws, hospitality-specific challenges (e.g., tipped wages, flexible scheduling), and tools like HRIS systems Bilingual (English/Spanish) is a plus in Austin's diverse workforce Excellent leadership, communication, and interpersonal skills; ability to thrive in a hands-on, guest-facing industry Physical/Mental Requirements: Prolonged periods of sitting at a desk and working on a computer. Ability to travel outside of Austin occasionally (primarily to Dallas & Houston) Ability to lift up to 10 pounds frequently and up to 50 pounds occasionally The purpose of this position description is to serve as a general summary and overview of the major duties and responsibilities of the job. It is not intended to represent the entirety of the job nor is it intended to be all-inclusive. Therefore, the position may be required or requested to perform other work duties not specifically listed herein . Management reserves the right to modify, defer or rescind this position description at any time, with or without prior notice.

. Duties include, but are not limited to: * Develops, plans, and implements human resource goals and objectives; develops, implements, and administers the City's personnel policies and procedures. * Organizes department resources in accordance with established goals and objectives; evaluates service delivery alternatives and adjusts as deemed appropriate. * Coordinates department activities with those of other City departments as well as outside agencies and organizations; provides staff assistance to the City Manager and City Council; prepares and presents staff reports and other necessary correspondence. * Directs, oversees, and participates in the development of the Department's work plan; assigns work activities, projects and programs; monitors workflow; review and evaluate work products, methods and procedures. * Supervises and participates in the development and administration of the Human Resources Department budget; directs the forecast of funds needed for staffing, equipment, materials, and supplies: monitors and approve expenditures; implements mid-year adjustments. * Advise, counsel and assist operating departments and employees on matters pertaining to City personnel policies and practices. * Performs professional and technical duties related to classification, compensation, recruitment, staff development and benefit administration; prepares related documentation including draft contracts, advertising, job descriptions and training outlines. * Selects, trains, team build, and evaluates assigned staff; provides or coordinate staff training; works with assigned employees to correct deficiencies; implements discipline and termination procedures. * Represents the City to outside groups and organizations; participates in outside community and professional groups and committees; provides technical assistance as necessary. * Coordinate daily benefits processing. Handle enrollments, COBRA, terminations, changes, beneficiaries, disability, accident and death claims, rollovers, distributions, loans, and compliance testing. * Researches and prepares technical and administrative reports and studies; prepares written correspondence as necessary; provides periodic reports on Department activities to City Manager and City Council; attends City Council and other meetings as required. * Assists all City departments regarding budgetary needs for staffing compensation and classification, vehicle and equipment liability, and organizational needs. * Assists accounts payable, accounts receivable, and is considered back-up to the Finance Director. * Oversees and manages the full payroll process for the City, ensuring timely and accurate compensation for all municipal employees. Responsibilities include reviewing and validating time records, coordinating with department supervisors for compliance, and entering or approving payroll data in accordance with City policies, labor agreements, and state/federal regulations.

Who we are: Ace Relocation Systems has been a dynamic leader and innovator in the relocation industry for over 40 years. Our commitment to reinvesting in equipment, modern facilities, cutting-edge technology, and an exceptional team has positioned us as a forward-thinking, customer-focused organization. We pride ourselves on delivering creative solutions with an unwavering dedication to safety and service excellence. If you're ready to be part of a collaborative, purpose-driven team where people matter, we'd love to hear from you. A Hands-On HR Leader Who Gets Things Done We're seeking a Human Resources Director to manage daily HR operations across multiple locations. This role is ideal for an HR leader who enjoys being in the details, supporting managers, and ensuring HR processes run smoothly, consistently, and compliantly. If you're someone who likes to roll up your sleeves, support managers day-to-day, and ensure HR processes are consistent, compliant, and effective-this role is for you. What You'll Do Serve as the primary resource for employee relations, performance issues, and policy guidance Lead performance management, disciplinary actions, and investigations Oversee compensation, benefits administration, and payroll coordination Act as the Paycom system expert, ensuring data accuracy and reporting Manage HR compliance (FMLA, ADA, EEO, wage & hour, multi-state) Support safety programs and workers' compensation processes Lead and support the HR team to ensure strong day-to-day execution Drive hiring and onboarding while building a workplace where employees feel valued, engaged, and connected to our mission and values. What You Bring Bachelor's degree in HR or equivalent experience (PHR/SPHR/SHRM preferred) 5+ years of HR experience, including leadership responsibility Strong employee relations, compliance, and HRIS experience (Paycom a plus) Ability to manage sensitive issues with professionalism and sound judgment This role is a key operational partner to leaders and employees, ensuring HR works effectively every day. The pay range is $110,000 - 135,000 annual equivalent. Starting pay rate will vary based on criteria such as location, experience, qualifications, and the terms of any applicable agreement. Dependent on the length of service, hours worked, and applicable agreements, benefits include medical, dental, vision, life, and optional disability insurance, sick pay of 2.66 hours for every 80 hours worked, Vacation pay of 3.08 hours for every 80 hours worked, paid holidays (6 days annually), three personal days (prorated based on start date), bereavement pay and retirement benefits. Please note that we do not wish to be contacted by external recruiters regarding job candidates. All applications must be submitted through our official channels. We Take Equality Seriously: Indeed, all aspects of employment with the Company will be governed based on merit, competence, and qualifications and will not be influenced in any manner by an individual's race, religion, color, national origin, ancestry, citizenship status, physical disability, mental disability, genetic information (including testing and characteristics), sex (including pregnancy, lactation, childbirth or related medical conditions), gender identity, age (40 and over), sexual orientation, veteran status, uniformed service member status or any other status protected by local, state or federal law. Qualifications Technology Skills: Proficient in Microsoft Office Suite products including Word, Excel, Canva, and Outlook. Competent with Microsoft Teams. Familiarity with Human Resource Information Systems (HRIS), Applicant Tracking Systems (ATS), and Learning Management Systems (LMS) (Paycom preferred) Experience with Presentation Software (Canva preferred), Learning Management Systems (Paycom a plus)

The HR Business Partner will serve as a trusted advisor and partner for select functional groups to assist with all areas of HR, including recruiting, employee relations, training and development, program development, performance management, compensation and benefits. The HR Business Partner must have general knowledge in most areas of HR and demonstrate mastery of at least one functional/technical area of human resource management. ESSENTIAL DUTIES AND RESPONSIBILITIES include the following. Other related duties and responsibilities may be assigned. Work with assigned client group(s) in the following areas Partners, consults, and advises supervisors, managers, and directors of assigned client group on HR issues such as organizational structure, staffing needs, compensation, disciplinary action, etc. Recruitment / employment of all levels of employees, including advertising, interviewing, reference checks, drug screening, employment offers and other related activities. Resolves employee relations issues as necessary including employee concerns, counseling, and guiding supervisors & managers on appropriate and effective methods and documenting requirements for various employee relations issues. Accurately processes paperwork for benefits and payroll changes for employees including, medical, dental, 401k, life insurance, and other benefits and departmental transfers/job changes. Conducts new employee orientation as necessary. Responds timely and professionally to employees' questions concerning benefits, policies, compensation, and other HR-related matters and procedures. Performs exit interviews and completes checklists for terminating employees. Maintains responsibility for and administration of at least one functional/technical area of human resource management (HRIS, Benefits Administration, Training & Development, Organizational Effectiveness, Safety, etc.). Cross trains other human resource personnel on processes and procedures pertaining to functional/technical area of expertise. Models respect for others, professionalism, and integrity in their interactions with others. Regular attendance is an essential function of this position. Compliance with applicable Company policies concerning maintaining a drug free workplace is required. Compliance with all Company policies is required, including adherence to Company ISO 9001 Standards Company Affirmative Action Plan and Company Safety procedures Incorporate the Standards of Excellence as outlined by TWMC (Pride, Desire, Teamwork, Attention to Detail, and follow-through) into daily activities in order to create a Total Quality environment through personal commitment to excellence. Other functions as required (non-essential functions) SCOPE, PURPOSE, & FREQUENCY OF CONTACTS To have daily contact with Employees and Managers to provide advice, information and assistance. Also, contact with outside vendors for current and potential services for TWMC. QUALIFICATIONS To perform this job successfully, an individual must be able to perform each essential duty satisfactorily. The requirements listed below are representative of the knowledge, skills, and/or abilities required. EDUCATION and/or EXPERIENCE Bachelor's degree (B. A.) from four-year college or university; and three to five years related experience and/or training; or equivalent combination of education and experience. Working within a manufacturing organization a plus. SKILLS AND ABILITIES Must be able to communicate effectively and professionally with employees at all levels. Must possess high levels of emotional intelligence. Must be able to maintain high level of sensitivity and confidentiality. Must possess and apply advanced level of knowledge in at least one functional/technical area of human resource management; may require advanced computer skills with specific applications, advanced knowledge of benefits regulatory environment, or advanced knowledge of recruiting/staffing strategies and programs. Must be able to effectively use and learn computer programs software and other programs, including Word, Excel, PowerPoint. Experience with UKG (HRIS) or other HRIS is required. LANGUAGE SKILLS English is required; a working knowledge of Spanish is a plus. Ability to read, analyze, and interpret general business periodicals, professional journals, technical procedures, or governmental regulations. Ability to write reports, business correspondence, and procedure manuals. Ability to effectively present information and respond to questions from groups of managers, clients, customers, and the general public. REASONING ABILITY Strong reasoning skill: Ability to solve practical problems and deal with a variety of concrete variables in situations where only limited standardization exists. Ability to interpret a variety of instructions furnished in written, oral, diagram, or schedule form. CERTIFICATES, LICENSES, REGISTRATIONS None required. PHR, SPHR, SHRM-CP or SCP preferred. PHYSICAL DEMANDS The physical demands described here are representative of those that must be met by an employee to successfully perform the essential functions of this job. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions. While performing the duties of this job, the employee is frequently required to stand; walk; sit; use hands to finger, handle, or feel; reach with hands and arms; and talk or hear. The employee must occasionally lift and/or move up to 10 pounds. Specific vision abilities required by this job include close vision, distance vision, color vision, peripheral vision, depth perception, and ability to adjust focus. WORK ENVIRONMENT The work environment characteristics described here are representative of those an employee encounters while performing the essential functions of this job. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions. While performing the duties of this job, the employee is occasionally exposed to moving mechanical parts. The noise level in the work environment is usually moderate. MANAGEMENT DISCLAIMER TECO-Westinghouse Motor Company's (TWMC) Management reserves the right to revise, change or modify the duties and responsibilities of this position at any time to meet business and organizational needs. This position description may not list all duties for this position. The incumbent in the position may be asked to perform other duties. This position description is not a contract for employment and either the incumbent or TWMC may terminate employment at any time, for any reason.

Primary Purpose: Responsible for supporting the chief human resources officer (CHRO) in overall management of the district's human resources function. Supports the strategic planning and implementation of human resources programs to include professional and auxiliary staffing, wage and salary administration, leave administration, performance appraisal, employee relations, and benefits. Implement legally sound and effective human resources management programs, policies, and practices. Qualifications/Certifications Bachelor's degree in human resources, organizational development, business, public administration or Education Texas Teacher or Administrator Certification (Preferred) Special Knowledge/Skills: * Ability to interpret and implement policy and procedures * Strong communication, public relations and interpersonal skills * Knowledge of the selection, training and supervision of personnel * Ability to maintain high level of confidentiality * Knowledge of wage, salary and benefits * Ability to interpret data * Knowledge of certification, school employment law and hearings * Ability to manage budget and personnel * Ability to use software to develop spreadsheets, perform data analysis, and do word processing * Ability to speak effectively before groups of employees, the school board, or other organizations Experience: * Must have 2 years of successful administrative experience * Must have 2 years of Human Resource Management experience in the private or public sector Major Responsibilities and Duties: Human Resources Department Management * Assist in implementing a plan for addressing HR training needs throughout the school district and develop and plan training programs to meet the established needs. Oversee and implement both on-going and special interest training programs. * Direct the day-to-day operations of the human resources department, including planning, development, coordination, and evaluation of operations and implementing department goals and objectives. * Oversee and coordinate employee performance appraisal systems and ensure that supervisors have proper training. Assist supervisors and principals with employee counseling, improvement plans, and due-process procedures, where needed. * Assist with selection, training, supervision, and evaluation of HR staff and make sound recommendations relative to assignment, retention, discipline, and dismissal. * Ensure district compliance with federal and state laws and regulations. * Maintain and ensure implementation of the department's section of the District Improvement Plan. Employment * Support efforts to work with principals and other administrators to forecast staffing needs and develop staffing plans. Develop and implement recruitment and retention strategies and a screening and selection process for all employees. * Ensure that all teachers are highly qualified and have the appropriate credentials for assignments. * Maintain a system for new employees to acquire appropriate information, support, and training necessary for success on the job. * Oversee and coordinate employee performance appraisal systems and ensure that supervisors have proper training. Assist supervisors and principals with employee counseling, improvement plans, and due-process procedures, where needed. Compensation and Benefits * Oversee and manage the district's compensation program including job descriptions, salary surveys, and position reclassifications. * Implement, administer, and monitor procedures for salary administration and placement of new hires. Employee Relations * Take a proactive role in identifying and responding to employee issues; work in collaboration with district leadership to ensure preemptive and effective employee communications. * Support administration of the employee grievance procedure adopted by the board. Assist CHRO with investigation, analysis, and decision-making process regarding personnel problems and/or other related policy issues. * Interpret policies and procedures and ensure support of directors, officers, employees and other government agencies on employment, record keeping, retirement, grievance and other personnel matters and procedures. * Conduct annual research regarding employee satisfaction, morale, and communications. Monitor employee retention and turnover through analysis of data and exit interviews. Coordinate effective districtwide employee recognition programs. * Update employee handbook and personnel directory annually and distribute to employees. Ensure procedures are followed to inform employees of personnel policies, procedures, and programs that affect them. Records * Support personnel records management and help ensure compliance with the state records management program. * Compile, maintain, and file all reports, records, and other documents as required. Other * Prepare and deliver written and oral presentations on HR and management issues to employees. * Stay abreast of current research and best practices in human resources management and development in educational and non-education-related settings, and adjust plans, policies and procedures accordingly. * Ensure compliance with local, state and federal employment laws. Stay abreast of state and federal public policy changes that could impact the district. * Follow district safety protocols and emergency procedures. * Demonstrate principles of the Manor ISD People Experience. Supervisory Responsibilities: May supervise, evaluate, and recommend hiring and firing of human resources department employees. Equipment, Software and Platforms Used: Personal computer and peripherals; standard instructional equipment; social media platforms; job posting platforms; design and electronic workflow platforms Working Conditions The working conditions described are representative of those that must be met by an employee to successfully perform the essential functions of this job. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions and expectations. Mental Demands: Maintain emotional control under stress Work with frequent interruptions Physical Demands: Lifting (15-44 pounds) Carrying (15-44 pounds) Sitting Standing Bending/Stooping Kneeling Pushing/Pulling Repetitive hand motions Keyboarding/mouse Speaking clearly Hearing Environmental Factors: Work inside/outside Exposure to noise Work prolonged or irregular hours

This position provides professional consultation in human resources best practices that support the university and/or agency in achieving stated goals and objectives. Employees may serve as lead consultant, program manager and/or project manager; in these roles, employees may supervise staff. Employees understand and can articulate the relationship between HR programs and activities and the organization's successful mission accomplishment. Work involves developing and maintaining productive collaborative work relationships and assessing and responding to apparent and underlying client needs. Employees interpret policies and practices in context of the client's needs and in alignment with the organization's best interests and advise clients regarding decisions that are impacted by laws, policies, and procedures. Employees function with a high level of integrity, independence and participate in policy, service, and/or program development. Employees research, facilitate, negotiate, develop and document innovative solutions to human resources issues tailored to the requirements of the client and the organization. Employees are assigned to one or more specialties, such as: benefits administration; career planning; classification; compensation; employee retention and organizational culture enhancement; employee relations; employment; environment, safety and health; equal employment opportunity; HR Information Systems; international employment; legal compliance; payroll; policy administration; organizational design; staff development; talent management; workforce planning and/or closely related programs. Employees maintain confidentiality within established parameters. Employees may serve as lead consultant, program manager and/or project manager; in these roles, employees may supervise staff. Required Qualifications Bachelor's degree and two years of progressively responsible professional human resources management experience; or an equivalent combination of training and experience. All degrees must be from appropriately accredited institutions.

Primary Purpose: Work with the Chief of Human Resources to manage district human resource activities to ensure legally sound and effective human resource management practices. Responsible for wage and salary administration, leave administration and employee communications. Maintain computerized/automated data base systems as it relates to payroll and other personnel functions. Qualifications: Education/Certification Master's Degree Preferred Special Knowledge/Skills: Knowledgeable of professional and paraprofessional certification/permits, FMLA, hiring procedures/government requirements, and PEIMS Proficient technology skills (word processing, data base management, and file maintenance) and payroll/accounting skills Effective communication and interpersonal skills to work with all levels of employees Ability to take initiative for projects Ability to interpret policy, procedures and data Knowledge of school employment law and hearing procedures Experience Three years of related work experience Major Responsibilities and Duties: Employment * Oversee the district application and screening process and ensure that the district is represented as an attractive employer. * Help facilitate the contract renewal and nonrenewal process. * Plan, evaluate, and administer equal employment opportunity provisions and work cooperatively with others to ensure compliance with federal and state laws and regulations. * Assist supervisory personnel in conducting due-process procedures. Certification Oversee the necessary processing for issuance and renewal of state certificates and permits. * Assist Chief of Human Resources with the certification of teachers and paraprofessionals. * Maintain accurate and updated lists of teachers with certification deficiencies. * Assume responsibility of the preparation of applications for teacher certification that are to be mailed in a timely basis to the State Board for Educator Certification and/or universities. * Request deficiency plans from universities/employee when necessary for employees with certification deficiencies. * Maintain contact with SBEC to keep current on certification policies and procedures. Records, Reports, and Correspondence * Serve as the primary custodian of all employee records (physical and computer) * Process and maintain applications for personnel positions, conduct Criminal Record Check and maintain posting notices/website. * Process all required paperwork for new employees. * Request credentials for new personnel. * Respond to credential requests from other school districts. * Complete and file Service Records on a regular basis. * Maintain and enter accurate employee information in the Personnel data base. * Review personnel certificates and prepare appropriate permits if required. * Respond to requests for salary verification and employee information/lists (current and past employees) from outside agencies in a timely manner. * Prepare and distribute the Personnel Directory and updates to the Employee handbooks. * Compile and enter personnel data for PEIMS. * Generate and develop query reports to obtain specific information that will assist the Chief of Human Resources in making decisions relative to personnel needs in preparing various state and local reports. * File all correspondences generated by the certification and records office. Accounting/Compensation * Implement procedures for administering salary, leaves and other forms of compensation that effectively implement policies adopted be the board. * Administer the teacher salary schedule and ensure compliance with the state minimum salary schedule requirements. * Administer the exempt and nonexempt compensation programs and ensure compliance with federal wage and overtime laws. * Work with the Executive Director of Finance and Operations to provide cost analysis of salary and wage adjustments for the budgeting process. * Prepare Salary, Payroll transmittal, and Substitute Report * Initiate and administer salaries/wages for all new and current employees in accordance with Board policy, state, and federal regulations and appropriate accreditations standards. * Prepare and maintain individual and compiled salary records of all personnel. * Gather and organize data relative to stipends and supplemental pay. * Monitor leave of absence balances for all employees and report any discrepancies to the Chief of Human Resources. * Initiate appropriate corrections/adjustments and present monthly docks to Business Office in a timely bases. Other * Attend training sessions as approved by the Chief of Human Resources. * Receive, sort, and distribute mail and other documents. * Maintain confidentiality of information. * Serve as liaison between Human Resources Office and Business Office (payroll). * Answer incoming calls and disseminate information. * Coordinating Workers Comp leave with business office. * Keep track of NCLB requirements and Highly Qualified Status of Teachers and Aides, reporting compliance on an annual basis to TEA. * Complete annual Surveys from TASB, NCLB and others. * Staffing numbers - Review master schedules and elementary campus staff to report to the Chief of Human Resources staffing numbers. * On a yearly basis determine financial impact of different raise percentages and adjust teacher scale and pay grades appropriately. * Disseminate information every semester to all employees regarding application for Aide Exemption and fill out appropriate paperwork for eligible employees. * Oversee the processing and responses to all unemployment claims. * Process all new Sick Leave Bank applicants in September, process requests and present them to Sick Leave Bank Board, send Disposition of request to member and communicate with business office regarding reimbursement. Equipment Used: Personal computer, on line system, typewriter, microfilm reader, printer, copier, and fax machine Working Conditions: Mental Demands/Physical Demands/Environmental Factors: Tools/Equipment Used: Standard office equipment including personal computer and peripherals Posture: Prolonged sitting; occasional bending/stooping, pushing/pulling, and twisting Motion: Repetitive hand motions including frequent keyboarding and use of mouse; occasional reaching Lifting: Occasional light lifting and carrying (less than 15 pounds) Environment: May work prolonged or irregular hours; occasional districtwide travel Mental Demands: Work with frequent interruptions; maintain emotional control under stress Occasional districtwide and statewide travel; frequent prolonged and irregular hours. The foregoing statements describe the general purpose and responsibilities assigned to this job and are not an exhaustive list of all responsibilities and duties that may be assigned or skills that may be required.

Who We Are Since 1955, we have been on a mission To Passionately Feed Millions Daily with High Quality Food People Enjoy! We are a third-generation family-owned and professionally managed organization with a commitment to strategic growth. We continue to be successful because of talented people, just like you, who choose to join our family and call E.A. Sween home. We pride ourselves on fostering a welcoming, respectful, and rewarding culture where employees are encouraged to bring their whole selves to work each and every day. At E.A. Sween, our team members are seen, heard, and appreciated not just for what they do, but for who they are. We hope you'll join us! What We're Seeking E.A. Sween Company is looking for an experienced and motivated Associate HR Business Partner to provide hands-on HR support within a fast-paced food manufacturing and logistics distribution environment. This role bridges day-to-day HR operations and strategic business needs, supporting leaders and employees while partnering closely with the HR Business Partner. Compensation: The target salary range for this position is $65,000 - $70,000 annually, consistent with our internal compensation framework. This position is classified as Grade 13, with a full pay range of $64,327.67 to $96,545.96. You are eligible for an incentive bonus up to 5% of your annual salary, prorated based on your start date. Final pay will be determined by your experience, skills, internal equity, and available budget. What You'll Do (Responsibilities) Employee Relations & Engagement: * Serve as the first point of contact for employees and supervisors regarding HR-related inquiries, fostering a responsive and supportive environment. * Support investigations and resolution of employee relations matters in partnership with the HR Business Partner. * Help drive employee engagement through recognition programs and culture-building initiatives that reflect E.A. Sween's values. Talent Acquisition & Onboarding: * Collaborate with Talent Acquisition to recruit for hourly and select salaried roles, ensuring alignment with business needs. * Coordinate and enhance onboarding programs to deliver a seamless and welcoming experience for new team members. * Monitor 30/60/90-day check-ins and contribute to retention strategies that support long-term employee success. Performance Management & Development: * Guide leaders through the performance review and merit processes, ensuring consistency and fairness. * Provide coaching to supervisors on effective performance conversations and progressive discipline practices. * Track and support training initiatives, including leadership development and compliance programs. Compensation & Benefits: * Serve as a resource for employees and managers on compensation policies and benefit offerings. * Assist with annual merit cycles and support market data reviews to maintain competitive pay practices. Compliance & HR Operations: * Ensure compliance with federal, state, and local employment laws (e.g., EEOC, FMLA, ADA, FLSA). * Partner with Safety and Operations teams on workers' compensation and Fit for Work programs. * Maintain HRIS data integrity, prepare HR metrics reports, and recommend process improvements. * Support Employee Resource Center (ERC) functions including onboarding coordination, electronic filing, new hire setup, and other administrative HR tasks to ensure accurate records and a seamless employee experience. * Collaborate with the HRBP and ERC team to streamline processes, improve onboarding workflows, and uphold consistency in documentation and compliance standards. Business Partnership: * Work closely with the HRBP and site leadership to understand business goals and workforce needs. * Support projects in labor relations, staffing models, and workforce planning. * Provide HR insights to help drive operational excellence and continuous improvement. What You'll Need (Qualifications) * Bachelor's degree in Human Resources, Business Administration, or related field (or equivalent experience). * 2-4 years of progressive HR experience in manufacturing and/or logistics/distribution environments. * Experience supporting both hourly and salaried employee populations. * Strong foundation in HR operations, including employee relations, onboarding, interviewing, and compliance support. * Demonstrated ability to partner with leaders under guidance of a senior HRBP to implement HR programs and policies. * Ability to balance tactical execution with learning and development toward broader HRBP responsibilities. * Strong knowledge of employment law and HR best practices. * Excellent communication, facilitation, and relationship-building skills. * Ability to handle sensitive information with discretion and confidentiality. * Proficiency with HRIS systems (e.g., UKG, Workday) and MS Office Suite. * Comfort working in a fast-paced, multi-shift operation. Preferred: * PHR or SHRM-CP certification. * Experience in union or labor relations is a plus. How You'll Find Success at EAS * Value People Most of All: Show respect & care, embrace diversity, and empower others. * Commit to Safety Everyday: See something say something do something, practice safe behavior, and celebrate safety success. * Invest in Our Company to Thrive: Share ideas to improve, learn & grow, and embrace change. * Think Before Doing And Act Decisively: Make thoughtful decisions, work together to find solutions, and do what's right. * Welcome Constructive Straight Talk: Be honest and respectful even when difficult, be open to ideas and feedback, and ask questions to understand. * Serve Up Exceptional Experiences: Provide value to customers, take pride in your work, and help others to be successful. * Enjoy What You Do!: Have a positive attitude, Live the Spirit of E.A. Sween, and celebrate success. What We Offer E.A. Sween is proud to offer a comprehensive benefits package designed to support the health, financial security, and well-being of our team members. Benefits include: * Medical, Dental, and Vision Insurance * Paid Time Off (PTO) * 8 Paid Holidays * Company-Paid Life Insurance * 401(k) with Company Match - fully vested after 2 years * Short-Term and Long-Term Disability Plans * Tuition Reimbursement * Employee Recognition Program (Boss Bucks)

Director, HR and Administrative Staffing - Austin, TX Must have Staffing Industry experience Our client a National leader seeks a dynamic, hands-on Director to build and lead their Austin branch, focused on clerical, HR, and administrative staffing. This is an opportunity to start fresh-hire, coach, and scale a team, while driving revenue and owning your market. If you're a seasoned staffing leader with a strong work ethic, street smarts, and a passion for developing talent, we want to talk. Why This Role? This isn't a plug-and-play seat. It's a leadership opportunity to build something meaningful, shape a culture, and grow your own branch-with the backing of a successful staffing infrastructure and leadership team who's ready to invest in your success. The Opportunity: Build a team, creating a culture of collaboration, mentorship, and results and act as a Player/Coach-manage your own book of business while hiring, training, and growing a high-performing team. Hire, onboard, and develop junior-to-senior level recruiters and account executives. Drive performance and profitability through team mentorship and your own production. Manage client relationships, lead business development, and deliver staffing solutions across contract and direct hire. Shape a strong team culture grounded in shared values, camaraderie, and accountability. What We're Looking For: Proven experience in staffing or search (contract, temp, or direct hire). Prior leadership or team-building experience strongly preferred. Must be comfortable starting with a lean team and building from the ground up. Strong interpersonal skills-relatable, down-to-earth, and a natural team-builder. Willingness to produce individually while managing others. Strong work ethic, grit, and the ability to connect with people from all backgrounds. Compensation Structure: 70k-100k +base depending on experience and an aggressive upside incentive. Contact ***************** for details. Job Number 7443

**_What HR Information Systems contributes to Cardinal Health_** Human Resources designs, implements and delivers human resource programs and policies, including recruitment, talent management, diversity and inclusion, compensation and benefits, among others. This function anticipates and plans for long-term human resource needs in alignment with business strategies. HR Information Systems creates, tests and implements HR service delivery strategies and support HR business processes using HR information systems. This job family selects and manages relationships with HRIS vendors, identifies HRIS needs and capabilities, and tests new features of the system as they are implemented. HR Information Systems also processes employee information, maintains employee records and prepares statistical summaries and reports from the HRIS to support management and other internal stakeholders. **_Responsibilities_** + Monitors HR information needs and designs new or modifies existing functional processes to meet changing requirements. + Researches, analyzes, designs, maintains and communicates functional processes & solutions in support of human resource administration and projects. + Analyzes, develops and documents enterprise HR business processes aligned to HR policies and programs. + Understands and analyzes HR data relationships across all business processes and solutions. + Identifies root cause, evaluates enterprise impacts and develops solutions for data and business process breakdowns. + Owns HR data governance by ensuring overall understanding of related policies and that processes and practices incorporate appropriate data protection activity. **_Qualifications_** + Bachelor's degree in related field, or equivalent work experience, preferred + 4-8 years of experience supporting Workday, preferred + Experience with full life-cycle support of Workday modules including requirements gathering, configuration and testing strongly preferred **_What is expected of you and others at this level_** + Applies comprehensive knowledge and a thorough understanding of concepts, principles, and technical capabilities to perform varied tasks and projects + May contribute to the development of policies and procedures + Works on complex projects of large scope + Develops technical solutions to a wide range of difficult problems + Solutions are innovative and consistent with organization objectives + Completes work; independently receives general guidance on new projects + Work reviewed for purpose of meeting objectives + May act as a mentor to less experienced colleagues **Anticipated salary range:** $80,900-127,050 **Bonus eligible** : No **Benefits:** Cardinal Health offers a wide variety of benefits and programs to support health and well-being. + Medical, dental and vision coverage + Paid time off plan + Health savings account (HSA) + 401k savings plan + Access to wages before pay day with my FlexPay + Flexible spending accounts (FSAs) + Short- and long-term disability coverage + Work-Life resources + Paid parental leave + Healthy lifestyle programs **Application window anticipated to close** : 1/21/2026 *if interested in opportunity, please submit application as soon as possible _The salary range listed is an estimate. Pay at Cardinal Health is determined by multiple factors including, but not limited to, a candidate's geographical location, relevant education, experience and skills and an evaluation of internal pay equity._ _Candidates who are back-to-work, people with disabilities, without a college degree, and Veterans are encouraged to apply._ _Cardinal Health supports an inclusive workplace that values diversity of thought, experience and background. We celebrate the power of our differences to create better solutions for our customers by ensuring employees can be their authentic selves each day. Cardinal Health is an Equal_ _Opportunity/Affirmative_ _Action employer. All qualified applicants will receive consideration for employment without regard to race, religion, color, national origin, ancestry, age, physical or mental disability, sex, sexual orientation, gender identity/expression, pregnancy, veteran status, marital status, creed, status with regard to public assistance, genetic status or any other status protected by federal, state or local law._ _To read and review this privacy notice click_ here (***************************************************************************************************************************

Join UCT and be part of the fastest-growing sector in the world! We indirectly touch every semiconductor chip that goes into every smartphone, smart car, and device that uses artificial intelligence. This is a critical time for the semiconductor industry and for UCT - as technology evolves, we evolve with it. UCT is a diverse workplace where every talented employee is committed to continuous innovation, challenging the status quo and exceeding customer expectations. If you are a person with a relentless drive to succeed, a strong focus on quality with a passion for success - join us today!  UCT is looking for a talented Director, Talent Acquisition in Austin to join us! As a member of the Global Talent Acquisition leadership team reporting to the Global Head of Talent Acquisition, you will partner with various stakeholders to build a long-term, best-in-class TA function in the US and European regions. The successful candidate will bring a proven track record of leading recruiting teams, hiring at scale, building systemic solutions and automation that support business growth. Key Responsibilities: Team Leadership Lead, coach, and develop a high-performing recruiting team, fostering a culture of collaboration, accountability, and continuous improvement. Strategic Talent Acquisition Design and execute regional TA strategies aligned to UCT's business priorities and growth objectives across the US and Europe. Stakeholder Partnership Serve as a trusted advisor to senior leaders and HR partners, assessing current and future talent needs and creating tailored recruitment plans to address them. Employer Brand & Market Positioning Strengthen UCT's employer brand across both regions, ensuring a compelling and competitive value proposition that attracts top-tier talent. Diversity, Equity & Inclusion Champion inclusive hiring practices, ensuring equitable access to opportunities and advancing UCT's commitment to DEI across the full recruitment lifecycle. Metrics, Insights & Reporting Own key performance indicators and deliver actionable insights to drive performance, improve predictability, and inform strategic workforce decisions. Operational Excellence Streamline and elevate processes, systems, and tools to ensure globally consistent standards, compliance, and an exceptional hiring experience for candidates and stakeholders. Knowledge, Skills, and Experience: 10+ years of progressive talent acquisition experience, including 7+ years in a leadership role; ideally within a multinational or matrixed environment. Proven success developing and executing large-scale recruitment strategies across diverse markets. Strong understanding of European labor markets, cultural nuances, and regional employment regulations. Demonstrated ability to lead and inspire teams in fast-paced, high-growth, and highly collaborative environments. Exceptional communication, relationship-building, and influencing skills across all levels of an organization. Strong ability to partner effectively across a matrix with business leaders, HRBPs, and external partners to achieve aligned hiring outcomes. Ultra Clean Technology is proud to be an equal-opportunity employer. We are committed to equal employment opportunity regardless of race, color, national or ethnic origin, age, religion, disability, sexual orientation, gender, gender identity and expression, marital status, and any other characteristic protected under laws and regulations.

The Director of Career Services is responsible for developing and maintaining relationships with regional employers, economic development agencies, workforce training organizations, and community leaders to create employment opportunities for Texas Southmost College ( TSC ) students and alumni. Additionally, the Director will provide personalized career advising, oversee the approval of resumes and other career documents, manage employer relations, and implement technological enhancements within the career services department. Essential Duties And Responsibilities Develops, directs, and evaluate, effective recruiting relationships with regional agencies and employers, with continuous efforts to increase the number and quality of internship, cooperative education and employment opportunities for students and alumni. Oversee the department activities including career fairs, seminars, employer and university presentations, and all other career readiness and employment related activities and programs. Develop strategies to increase student engagement with career and collaborate with marketing and other internal departments to build College awareness of the office services and programs. Lead in the development of career readiness seminars for all Career and Technical Education students. Serve as a liaison and closely partner with other College staff, faculty, and student organizations to ensure the delivery of timely, targeted support to assist students with career exploration, planning, and successfully transitioning to next professional steps. Develop strategies to enhance students and alumni soft skills and career readiness skills. Oversee career counseling services, including resume writing, interview preparation, and job search strategies. Lead collaborations with other departments, such as the Workforce Training and Continuing Education Center and the Division of Instruction, to share industry contacts and collaborate on employer and industry engagements. Monitor and Track student satisfaction and outcomes related to career services, using data to inform continuous improvement. Lead collaborations with prospective employers to secure full-time, part-time, internship and cooperative education employment opportunities for students and alumni, refers qualified candidates, selects appropriate applicant pools for recruiters, and schedules campus interviews and presentations. Provide flexible, responsive and high-quality service to all students, community, or staff, and continuously assessing processes and procedures and revising accordingly. Maintains records in accordance with state, federal, and institutional regulations and provides accurate data for submission of state and federal reports dealing with graduate placement. Coordinates, develops, and implements career readiness procedures in consultation with other student services offices. Develops and implements the various institutional forms used by the Career and Employment functional area. Assists in the creation and implementation of a strategic plan for the Career and Employment functional area at the College, in collaboration with the AVP of Student Services. Assists in the budget development for the Career and Employment functional area, in collaboration with the AVP of Student Services. Develops the program outcomes for the Career and Employment functional area, monitors assessment of those outcomes, and develops plans of action for improvement based on the assessment of those outcomes. Serves on committees as appropriate and as appointed by supervisor. Travels regularly to various locations in Cameron and Willacy counties to fulfill position responsibilities. Assists with preparation and production of new student convocation and College commencement exercises. Maintains awareness of best practices, emerging trends and new legislation relating to the career readiness and employment functional areas. Represents the career readiness and interests of the College in regional and state meetings and serves as liaison to other colleges and universities within the state and region for work on collaborative grants and projects relating to career readiness. Assists with the development, implementation, monitoring, and revision of policies and procedures relating to the Career and Employment functional area. Assists with the process for systematic review and evaluation of the planning unit per the model adopted by the College, including the development and monitoring of outcomes and plans of action for improvement based on the assessment of those outcomes and plans. Attends the workplace regularly, reports to work punctually and follows a work schedule to keep up with the demands of the worksite. Working hours may include evenings, holidays or weekends depending on deadline requirements and special events. Completes duties and responsibilities in compliance with college standards, policies and guidelines. Cooperation team player in a diverse working environment. Ability to work under pressure with multiple interruptions and meet deadlines. Uses interpersonal skills and makes sound judgments to decide how duties and responsibilities are completed between coworkers, the supervisory chain, faculty, staff, students, and customers. Completes all required training and professional development sessions sponsored by Texas Southmost College. Supports the values and institutional goals as defined in the College's Strategic Plan. Promotes positive morale and teamwork within the department and provides exceptional customer service to students, faculty and community. Performs other duties as assigned. Physical Demands The physical demands described here are representative of those that must be met by an employee to successfully perform the essential functions of this job. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions. While performing the duties of this job, the employee is frequently required to stand. The employee is occasionally required to walk; sit; use hands to finger, handle, or feel objects, tools, or controls; reach with hands and arms; climb or balance; stoop, kneel, crouch, or crawl; talk or hear; and taste or smell. The employee must frequently lift and/or move up to 10 pounds and occasionally lift and/or move up to 25 pounds. Specific vision abilities required by this job include close vision, distance vision, color vision, peripheral vision, depth perception, and the ability to adjust focus.

Job Description Please note that Jackson Walker is not currently accepting search firm submissions in connection with this opening. Compliance Manager Department: Human Resources Reports To: Chief Human Resources Officer Location: This role can sit in any of Jackson Walker's office locations. (Dallas / Austin / Houston / San Antonio / Fort Worth) FLSA: Exempt POSITION SUMMARY: The Compliance Manager is responsible for overseeing Jackson Walker's firmwide leave of absence programs and ensuring compliance with applicable federal, state, and local employment laws and Firm policies. This role serves as the subject-matter expert for leave administration, working closely with employees, managers, and HR leadership to deliver a consistent, compliant, and employee-centered leave experience. Reporting directly to the Chief Human Resources Officer, this position plays a critical role in managing regulatory compliance, mitigating risk, and supporting the Firm's commitment to operational excellence and employee well-being. ESSENTIAL DUTIES AND RESPONSIBILITIES: Leave Administration & Program Management Administer all firmwide leave programs, including but not limited to FMLA, ADA accommodations, short-term disability, parental leave, secondary leaves, military leave, and applicable state and local leave programs. Partner with the Benefits Department on long-term disability administration. Serve as the primary point of contact for employees and managers regarding leave eligibility, processes, timelines, and documentation requirements. Review and assess leave requests, determine eligibility, and ensure appropriate documentation is obtained and maintained. Track leave usage, manage return-to-work processes, and coordinate transitional or accommodation needs as applicable. Ensure compliance with federal, state, and local employment laws related to leave, accommodations, and wage and hour considerations as they intersect with leave administration. Monitor legislative and regulatory changes impacting leave administration and recommend policy or process updates as needed. Maintain accurate records and documentation to support compliance, audits, and internal reviews. Partner with HR leadership to address complex leave situations and mitigate potential exposure. Background Checks Coordinate and manage pre-employment background checks through RAI (vendor). Work with PG Leaders to run client-driven background checks. Ensure compliance with federal, state, and local laws (e.g., FCRA) governing background screening. Maintain accurate records and documentation of all background check processes. Communicate results to HR; escalate to HR leadership if needed. Compliance Management Develop, implement, and maintain HR compliance policies and procedures aligned with federal, state, and local regulations. Monitor legislative and regulatory changes; advise leadership on necessary updates. Conduct regular audits of HR processes (e.g., onboarding, payroll, benefits, employee relations) to ensure compliance. Oversee compliance with EEOC, ADA, FMLA, wage and hour laws, and other employment regulations. Provide training and guidance to HR staff and managers on compliance topics and best practices. Ensure compliance with federal, state, and local employment laws related to leave, accommodations, and wage and hour consideration as they intersect with leave administration. Monitor legislative and regulatory changes impacting leave administration and recommend policy or process updates as needed. Maintain accurate records and documentation to support compliance, audits, and internal reviews. Partner with HR leadership to address complex leave situations and mitigate potential exposure. Answer questionnaires and survey questions related to HR policies. Policy Development & Process Improvement Develop, review, and maintain leave-related policies, procedures, and employee communications. Create standardized tools, templates, and workflows to ensure consistent application of leave practices across the Firm. Identify opportunities to streamline leave administration processes and improve the employee experience through automation or system enhancements. Support HRIS system configuration related to leave tracking and reporting. Advisory Support & Collaboration Advise managers and HR business partners on leave-related matters, accommodations, and compliance considerations. Provide guidance on sensitive or complex employee situations requiring discretion and sound judgment. Deliver training and education to managers and employees on leave policies, compliance requirements, and best practices. Reporting & Data Management Prepare reports and metrics related to leave utilization, trends, and compliance for HR leadership. Analyze data to identify patterns, risks, or opportunities for improvement. QUALIFICATIONS: Bachelor's degree in Human Resources, Business Administration, or a related field preferred. Minimum 3 years of experience administering employee leave programs and ensuring compliance with employment laws. Demonstrated experience managing FMLA and multi-state leave programs required; law firm or professional services experience preferred. Strong working knowledge of federal, state, and local leave laws and employment regulations. Excellent organizational and time-management skills with the ability to manage multiple priorities and sensitive matters. Strong analytical and problem-solving skills with sound judgment and attention to detail. Excellent written and verbal communication skills with the ability to explain complex policies clearly and professionally. High degree of discretion and professionalism when handling confidential information. Proficiency in HRIS platforms, leave administration systems, and Microsoft Office 365. WORK CONDITIONS: This position operates in a typical professional office environment with standard equipment. The role requires professionalism, discretion, and the ability to manage multiple priorities while maintaining attention to detail. Occasional extended hours may be required during peak periods or complex leave situations. The above is intended to describe the general content of and requirements for the performance of this job. It is not to be construed as an exhaustive statement of essential functions, responsibilities, or requirements. We are proud to be an Equal Opportunity Employer. All qualified applicants will receive consideration for employment without regard to race, color, religion, sex, national origin, age, veteran status, sexual orientation, gender identity, pregnancy, genetic information, or any other characteristic protected by applicable federal, state, or local law and will not be discriminated against on the basis of disability. It is our intention that all qualified applicants are given equal opportunity and that employment decisions be based on job-related factors. If you require a reasonable accommodation to complete the application or interview process, please contact us at *************************************