Director of human resources jobs in The Woodlands, TX - 250 jobs

About Us Every moment of every day, people around the world rely on the energy they access through infrastructure built by Quanta. Comprising the largest skilled-labor force in North America, our employees are highly skilled and innovative, continually working to connect people and power. We're building the infrastructure that supports the energy transition, and there are more opportunities than ever to be part of our team. Join us and build your career building a brighter future. Imagine what you could do here. We encourage, inspire, and support our people to seize opportunities in our corporate office and with hundreds of our operating companies worldwide that provide solutions for the utility, renewable energy, electric power, industrial, and communications industries. Quanta actively promotes and maintains a culture of belonging where all employees can be themselves, live their values, and find opportunities to succeed. When you join our team, you join a dynamic organization in which career development is encouraged, excellence is rewarded, and diversity is prized. Come find out how our people power modern life. About this Role Human and Organizational Performance is a foundational element of Quanta's Capacity Model. The Capacity Model (TCM) helps create a work environment that focuses on preventing an incident while also building the capacity for failure by always planning and executing our work as if failure is going to happen today. Establishing a learning-based philosophy allows the organization to adapt and mature, building upon lessons learned and operational efficiencies identified through collaboration. The Director, Human and Organizational Performance is accountable for helping Quanta Services and our Operating Companies establish both a short- and long-term strategy to support the effective integration of The Capacity Model throughout the organization. This role will collaborate with other leaders in the Corporate SH&E and Regional organizations to help ensure that Prevention, Learning and the Capacity to Fail Safely are built into the way we plan, execute, and learn from work. What You'll Do Serves as a subject matter expert on The Capacity Model, helping Regional and Operating Company leadership develop comprehensive TCM integration strategies. This may involve leading cross-functional teams, organizing joint initiatives, and serving as a bridge to facilitate communication and alignment across the organization. Develop and oversee continuous improvement initiatives aimed at enhancing the effectiveness and efficiency of TCM integration strategies. This involves analyzing current practices, identifying areas for improvement, and implementing solutions that drive operational excellence. Works with Quanta Corporate SH&E and Regional and Operating Company Leadership on the development and integration of a focused learning strategy that includes how we communicate and learn from events; the measurement of controls and our capacity to fail safely; and the incorporation of HOP principles into how we investigate and learn from events. Establish key performance indicators (KPIs) related to Human and Organizational Performance and safety. Regularly monitor these metrics, analyze trends, and prepare reports for senior management to inform strategic decision-making and demonstrate the impact of HOP initiatives on the company's overall performance. Facilitate Leadership Playbook sessions with Regional and Operating Company leadership teams and Quanta Corporate Executive Leadership. Publish and inform Quanta Regional and Operating Company leadership about TCM revised curricula and associated resources. Identify and manage partnerships with external organizations, such as industry and profession partners to access additional expertise, share best practices, and participate in collaborative research or benchmarking initiatives related to Human and Organizational Performance. Manages, supports, and mentors direct report(s) as part of the Corporate SH&E TCM team. Performs other duties as assigned. What You'll Bring Bachelor's degree and 10 years of related Human and Organizational Performance experience, including 5 years of managerial experience AND Knowledge of federal, state and local safety laws. Preferred Education and Experience Master's Degree in a related field. Utility construction or oil & gas industry experience. Experience working in a highly decentralized organization. LICENSES / CERTIFICATIONS SH&E professional designation (e.g., CSP, SMS, CUSP). SUPERVISORY RESPONSIBILITIES This position will have direct supervisory responsibilities for the Human and Organizational Performance (TCM) team. TRAVEL REQUIREMENTS Travels: Yes Percent of time: 70% Overnight required: N/A PHYSICAL DEMANDS If one-third of the time - “seldom” or “occasionally” If one-third to two-thirds of the time or more occasionally to frequently” If more than two-thirds of the time - “constantly”] Stationary Position - Seldom Pushing/Pulling/Reaching - Seldom Climb - Seldom Kneel - Seldom Grab - Seldom Bend - Seldom Lift/carry over - 10 - 30 LBS Vision - 20/20 Corrected Vision Hearing - Receive detailed information if spoken to WORKING CONDITIONS Wet or Humid - Seldom Working near or on moving mechanical parts - Seldom Working near or on heavy machinery - Seldom Working in high places - Seldom Exposed to fumes or airborne particles - Seldom Exposed to toxic or caustic chemicals - Seldom Frequency of working in outdoor weather conditions - Seldom Work with Electricity - Seldom Work with explosives - N/A Work on or near a source of radiation - N/A Loud noise conditions (above 87dB)- Seldom Other Environmental Factors including weather conditions__N/A___________________ Note: This job description is not designed to cover or contain a comprehensive listing of activities, duties or responsibilities that are required of the employee. Duties, responsibilities, working conditions, physical demands, and activities my change or new ones may be assigned at any time with or without notice. Quanta provides equal employment opportunities to all employees and applicants for employment and prohibits discrimination and harassment of any type without regard to race, color, religion, age, sex, national origin, disability status, genetics, protected veteran status, sexual orientation, gender identity or expression, or any other characteristic protected by federal, state or local laws. This policy applies to all terms and conditions of employment, including recruiting, hiring, placement, promotion, termination, layoff, recall, transfer, leaves of absence, compensation and training. Equal Opportunity Employer All qualified applicants will receive consideration for employment and will not be discriminated against on the basis of race, color, religion, national origin or ancestry, sex (including gender, pregnancy, sexual orientation, and/or gender identity), age, disability, genetic information, veteran status, and/or any other basis protected by applicable federal, state or local law.We are an Equal Opportunity Employer, including disability and protected veteran status. We prohibit all types of discrimination and are committed to providing access and equal opportunity for individuals with disabilities. For additional information or if reasonable accommodation is needed to participate in the job application, interview, or hiring processes or to perform the essential functions of a position, please contact us the Company's Human Resources department. #J-18808-Ljbffr

YOUR ROLE The HR Business Partner (Sr Specialist) for Operations serves as a strategic partner to management and employees, providing HR guidance and support. The HRBP (Sr Specialist) will work closely with management to develop and implement HR strategies that are consistent with the Regional HR direction and align with business goals, enhance employee engagement and promote a culture of continuous improvement. He/she is responsible for talent management, workforce planning, employee relations, compliance and HR KPIs for scope population. WHAT ARE YOU GOING TO DO? Business Partnership Serves as an important resource to business units in the interpretation of human resources policy and procedures, legal compliance, employment law and ensuring knowledge development on HR trends. Partners with Regional HR ensure consistent interpretation and application of CEVA policies. Support BU KPI improvements via people and process. Participate in site GEMBA walks and ensure significant warehouse presence to enable a strong and visible connection to the operations and its workforce. Talent Management Oversee talent acquisition, onboarding, performance management, and succession planning to ensure the organization attracts, retains, and develops top talent. Launch talent management processes (annual performance review, objective setting, people review, training & development plans) to managed population and develop necessary training and communication tools to ensure robust deployment and understanding. Provide day-to-day performance management guidance to line management (e.g., coaching, counselling, career development, disciplinary actions). Collaborate with management to design succession plans for key talents and key job positions. Identifies training needs for business units and individual executive coaching needs. Organization Design & Workforce Planning Identify opportunities for organizational improvement and implement initiatives to enhance employee engagement, productivity, and retention. Provide guidance on organization design (new roles, replacement strategy, job architecture) and ensure consistent application of Group and Ceva principles. Provides guidance and input on business unit restructures, workforce planning and succession planning. Work with leaders to forecast short-term and long-term staffing needs based on targets and projects; assess current skill sets against future business requirements; implement and monitor action plans. HR Metrics & Reporting Update monthly Talent metrics and HR KPIs (turnover, time to fill, gender balance, etc.) for scope population. Analyze HR data and metrics to identify trends and provide insights to support decision-making. Ensures accuracy and completeness for all administrative HR processes (new hire paperwork, benefits enrollment, etc.). Continuously audits information for accuracy and reports any discrepancies in order to maintain data integrity. Compliance Ensure compliance with labor laws, regulations, and company policies. Stay updated on HR best practices and legal requirements. Maintains in-depth knowledge of legal requirements related to day-to-day management of employees, reducing legal risks and ensuring regulatory compliance. Partners with the legal department as needed/required. Employee Relations Address employee concerns, conduct investigations and provide guidance on conflict resolution and disciplinary actions. Oversee the consistent application and administration of the Collective Bargaining Agreements (CBA), ensuring alignment with legal and organizational requirements. WHAT ARE WE LOOKING FOR? Education and Experience: Bachelor's Degree or equivalent in Human Resources or Organizational Development Professional in Human Resources (PHR) certification preferred Three to five plus years of progressive leadership experience in Human Resources positions Skills: Specialized training in employment law, compensation, organizational planning, organization development, employee relations, safety training and preventive labor relations Experience in the administration of HR programs and policies Advanced proficiency in Microsoft Office, internet, web-based and job specific software applications Excellent organizational skills Characteristics: Effective oral and written communication skills Excellent interpersonal and coaching skills Ability to analyze complex problems and develop appropriate solutions WHAT DO WE HAVE TO OFFER? With a genuine culture of recognition, we want our employees to grow, develop and be part of our journey. We offer a benefits package with a focus on your wellbeing. This includes competitive Paid Time Off, 401(k), health insurance and an employee benefits platform that offers discounts on gym memberships and a diverse range of retail, travel, car and hospitality brands, including important offerings like pet insurance. We are a team in every sense, and we support each other and work collaboratively to achieve our goals together.

Advanced Diagnostics Healthcare System/Landmark Hospitality Group is a healthcare and hospitality group with Hospitals and Clinics located in Houston and Dallas, and Restaurants in the Houston, Beaumont, Waco, and Dallas areas. Landmark Houston Hospitality Group is dedicated to developing Houston's historically significant properties into stylish hospitality venues for Houstonians and visitors to enjoy. Some of the venues include Hearsay Gastro Lounge located on Market Square - on the Green- Downtown and Hearsay on the Strand- Galveston. You can visit our website at ************************* We also own and operate the fashionably haute 51fifteen Restaurant & Lounge in the Galleria inside of Saks. You can visit our website at ******************** JOB SUMMARY Under the direction of the CFO and in collaboration with the executive leadership team for Landmark Hospitality Group and Hearsay / 51fifteen restaurants, the Human Resources Manager will apply knowledge, skills, and leadership abilities to ensure HR policies and procedures are implemented that support the company mission, goals and objectives. This role supports the development, implementation and promotion of programs, practices and policies & procedures that enable and support company success through a productive and engaged workforce. In this role the HR Manager is knowledgeable in the field with the broad capability to lead and consult on all areas of human resources including, but not limited to, total rewards, talent acquisition, organizational development, employee relations and engagement, performance management, employee support services, HR administrative processes and related information systems, compliance with legal requirements and the development and management of individual and team performance. This position plays a critical role in employee morale and retention for Landmark Hospitality Group and Hearsay / 51fifteen restaurants. DUTIES AND RESPONSIBILITIES Recruitment & Onboarding: Attracting, hiring, and integrating staff for new roles. Ensures the facilitation of effective new employee onboarding programs including practices to support retention. Responsible for on-boarding new employees in the payroll systems and software programs. Leads focus on the attraction, engagement and retention of employees across the company. Provides research and data-based observations, recommendations and plans to identify issues and address improvement opportunities. Collaborates on creating staffing plans that address the organization's financial objectives, organizational changes and growth. Training & Development: Creating programs to enhance service skills, performance, and leadership. Provides effective communications that support leaders and staff awareness, education, and engagement. Provides consultative advice to others to enable communications at all levels across the company and implements progressive employee communication methods. Employee Relations: Handling complaints, fostering a positive environment, and resolving conflicts. Manages processes and policies that provide organized, competent, supportive and timely HR services to all employees. Maintains and protects confidentiality regarding all aspects of company, personnel, and strategic issues. Adheres to Confidentiality Policy. Follows through on problems that may compromise effective job performance. Displays honesty and mutual respect when communicating with peers and other departments. Compliance: Ensuring adherence to labor laws and regulations. Ensures compliance with employment local, state and federal requirements as outlined by law. Maintains positive working relationships and fosters cooperative work environment. Promotes adherence to the company compliance program. Compensation & Benefits: Managing payroll, benefits, and monitoring fair pay Tracks, monitors and reports HR metrics and proactively leads efforts to address trends and opportunities. Utilizes Human Resources Information Software to the company's recordkeeping and management advantage. Policy Development: Creating Human Resources policies and procedures Serves as an HR business partner developing and implementing HR strategy and corresponding project/action plans that support the organization's mission, goals and strategic plan. Culture Building: Promoting a culture of service, inclusion, and alignment with company values. Proposes and manages plans to address issues, make improvements, and support organizational and individual growth. Applies the principles and values of customer service and continuous quality improvement while performing day-to-day activities of the position. Performs other duties as assigned. REQUIREMENTS Minimum of 3 years' experience Management position Minimum 5 years' experience as Generalist/Manager, Human Resource Manager role 2+YRS Hospitality experience highly preferred Bachelor's Degree, Master's Degree preferred Strong MS Office Suite, Word Excel, PPT Clear Driving Record Demonstrated ability to lead, inspire and develop individual and team talent Excellent interpersonal and coaching skills EDUCATION Bachelor's Degree, Master's Degree preferred CERTIFICATION, LICENSURE N/A Society Human Resources Managers (SCHM) certification is preferred KNOWLEDGE SKILS AND ABILITIES Strategic thinker with demonstrated abilities to develop, propose and lead the implementation of HR policies and programs and related initiatives. Outstanding planning and project management skills. Demonstrated ability to lead, inspire and develop individual and team talent Broad knowledge and experience in employment law and compliance, Critical thinker with business acumen Above average oral, written communication skills and presentation abilities Excellent interpersonal and coaching skills Evidence of a commitment to maintaining confidentiality and building trust. Strong knowledge and experience with the effective utilization of HR Information Systems and technology. WORKING CONDITIONS, MENTAL AND PHYSICAL DEMANDS Position regularly requires use of hands to finger, handle, or feel; reach with hands and arms; talk or hear; and taste or smell.Occasionally required to stand; walk; sit; climb or balance; and stoop, kneel, crouch, or crawl. Occasionally lifts and/or moves up to twenty-five (25) pounds. Specific vision abilities required include close vision, distance vision, color vision, peripheral vision, and depth perception.

Human Resources Manager (Onsite | Conroe, TX) A food manufacturing company in Conroe, TX is seeking an experienced Human Resources Manager to support and lead day-to-day HR operations at their facility. This is a hands-on role for someone who enjoys being visible on the floor, partnering with leadership, and supporting employees at all levels. This position is fully onsite, Monday-Friday 8:00 AM-5:00 PM, with occasional evening availability to connect with second-shift employees. The company is looking to hire immediately. Key responsibilities include: Employee relations, investigations, discipline, and compliance Full-cycle recruiting, onboarding, and training Payroll, benefits, workers' compensation, and HRIS (Paycom) Policy development and employment law compliance Employee engagement and morale initiatives Qualifications: 5+ years of progressive HR experience (including payroll & benefits) Strong knowledge of employment law and HR best practices Bachelor's degree required; HR certification preferred Bilingual Spanish is a plus Compensation: Up to $105,000 Qualified candidates are encouraged to apply-we look forward to connecting!!

HR Director / Vice President of Human Resources A growing, privately held construction company is seeking an HR Senior Director to lead and evolve its human resources function during a period of continued growth and geographic expansion. This role will serve as a key strategic partner to executive leadership while remaining closely connected to day-to-day people operations. Why This Role Opportunity to lead HR for a growing organization with a strong, family-oriented culture High level of visibility and influence with executive leadership Role offers long-term growth and the opportunity to shape the future of the HR function What You'll Do Lead the full HR function, including talent acquisition, onboarding, employee relations, compliance, compensation, benefits, and HR operations Serve as a trusted advisor to senior leadership on workforce planning, organizational development, and change management Strengthen onboarding and employee experience programs across corporate and field teams Ensure compliance with federal, state, and local employment regulations Build, mentor, and develop an internal HR team Support a hands-on, people-first culture in a fast-paced construction environment Travel periodically to support satellite offices and build strong, face-to-face relationships across teams What We're Looking For 10+ years of progressive HR experience, including senior-level leadership Strong HR background within construction or related industries (commercial, civil, renewable, industrial, etc.) Proven experience with onboarding, employee relations, and operational HR leadership Comfortable in a highly visible, in-office role within a non-traditional “9-5” environment Ability to lead with sound judgment, discretion, and an employee-first mindset Bachelor's degree preferred but not required; equivalent professional and life experience welcomed

HR Project Manager (M&A) Initial 6mth term Hybrid - 3days onsite, but could flex up based on initiatives / projects Partnered up with my top US based client, and with one of the most critical business units, namely People & Culture, under the direction of the Head of People & Culture. We are seeking a HR Project Manager who will be responsible for managing the planning, execution, and delivery of HR programs for a particularly Merger & Acquisition. The role will be responsible for understanding current processes, systems, procedures, and culture within the P&C department to ensure successful integration between two organizations and its people. Collaborating with stakeholders across departments, and driving process improvements within the P&C function, the HR Project Manager ensures projects are completed on time, within scope, and in compliance with company policies and regulatory requirements. Duties and Key Accountabilities Oversee and coordinate people & culture (P&C) initiatives and projects to ensure alignment with organizational objectives during merger & acquisition activities. Manage the planning, execution, and delivery of HR programs related to the integration of two organizations. Evaluate and understand current processes, systems, procedures, and organizational culture within the P&C department to facilitate successful integration. Collaborate with stakeholders across various departments to ensure effective communication and alignment of project goals. Drive process improvements within the P&C function to enhance efficiency and support business objectives. Ensure that all HR projects are completed on time, within scope, and in compliance with company policies and regulatory requirements. Experience/Qualifications/Education Bachelor's degree in Human Resources, Business, Economics, or a related field is required. A min. of 8 - 10 years of relevant experience in HR functions is essential, with a focus on areas such as Talent Acquisition, HR Business Partner roles, and/or HR Project Management. Experience with managing HR systems and taking a systems-oriented approach is highly desirable for this position. Additional Requirements Previous experience working with HR systems such as ADP or ICIMs is required. Must have excellent written and verbal communication skills. Demonstrated ability to maintain a high level of accuracy and attention to detail in all tasks. This role requires a proactive and collaborative leader who thrives in a fast-paced and dynamic project environment. The ideal candidate is motivated by new challenges, asks insightful questions, and is able to quickly implement solutions based on new information and project needs.

HR Director - Retail Automotive Industry Why This Opportunity Stands Out Own the entire HR function for Houston HQ and multiple dealerships nationwide True autonomy - senior leadership trust, no micromanagement Strategic + hands-on role in a fast-growing automotive platform Competitive compensation, strong benefits, long-term growth opportunity Director of HR Role Overview Lead and execute all human resources functions for a multi-state retail automotive group, partnering directly with executive leadership to drive HR strategy, compliance, talent, and culture across all locations. Director of HR Key Responsibilities HR Strategy & Leadership Develop and execute HR strategy aligned with business goals and growth Advise executive leadership on workforce planning and organizational structure HR Operations Own end-to-end HR: recruiting, onboarding, benefits, compliance, employee relations, performance management Maintain HR policies and ensure multi-state compliance Talent Acquisition Lead hiring for dealership, corporate, and leadership roles Partner with leaders on job design, staffing plans, and onboarding Benefits & Compensation Administer benefits programs and manage vendor relationships Maintain competitive, multi-state compensation structures Employee Relations & Compliance Handle employee relations issues, investigations, discipline, and terminations Ensure compliance with federal, state, and local employment laws Director of HR Qualifications Bachelor's degree required 8-10+ years of progressive HR experience Strong multi-state HR and compliance background Experience supporting multi-location or decentralized organizations Confident, pragmatic leader with strong communication and judgment Director of HR Preferred Advanced HR certification (SHRM / PHR) Automotive retail HR experience strongly preferred California employment law exposure a plus

At Stewart, we know that success begins with great people. As a Stewart employee, you'll be joining a company that was named a 2024-2025 Best Company to Work For by U.S. News & World Report, and a 2025 Top Workplace by USA Today. We are committed to helping you own, develop, and nurture your career. We invest in your career journey because we understand that as you grow, so does our company. And our priority is smart growth - by attaining the best people, investing in tools and resources that enable success, and creating a better home for all. You will be part of an inclusive work environment that reflects the customers we serve. You'll be empowered to use your unique experiences, passion and skills to help our company and the communities we serve constantly evolve and improve. Together, we can achieve our vision of becoming the premier title and real estate services company. Stewart is a global real estate services company, providing title insurance, settlement, underwriting, and lender services through our family of companies. To learn more about Stewart, visit stewart.com/about. More information can be found on stewart.com. Get title industry information and insights at stewart.com/insights. Follow Stewart on Facebook @StewartTitleCo, on Instagram @StewartTitleCo and on LinkedIn @StewartTitle Job Description Job Summary Focused on aligning overall business objectives with organizational and talent strategies, acting as a trusted advisor to leaders and employees by driving business initiatives, identifying talent needs, enabling development, and aligning HR practices to support long-term organizational growth. Acts as liaison across all functional areas within HR and designated business units and/or departments to strategically align business objectives with talent strategy. This position will report to the Senior Talent Business Leader and align to a hybrid schedule in the Houston Home Office. Job Responsibilities Acts as a strategic partner to designated business units and/or departments to develop and implement the people strategy and workforce objectives; identify issues, predict outcomes, and evaluate the results of solutions Implements change initiatives, talent planning and development, and other HR strategies to achieve organization goals and objectives Creates alignment between talent, people and organizational development strategy and objectives by utilizing data from key trends, engagement surveys, people relations analysis, talent planning and learning evaluations Identifies key trends and takeaways from engagement survey data, facilitates results sharing and action planning, and maintains and on-going pulse on progress Intentionally engages leadership and management on strategy to attract, retain, and motivate talent; educates business leaders on compensation philosophy and strategizes compensation alignment within business unit /department Maintains an in-depth understanding of business operations and alignment with business strategy with consideration for operational and financial impacts Acts as an escalation point for people relations matters and/or investigations; proficient in federal and state laws, regulations, and requirements Applies working knowledge of business and best practices gained through understanding of key business drivers and recognition of how own area integrates within organization Ensures accountable decisions are taken at the right level in the organization, and individuals making decisions are suitably informed about the level of legal risk on all legal related matters Applies excellent verbal and written communication skills, as well as influencing skills, to effectively partner with business leaders and employees Applies strong analytical skills to interpret data and make informed decisions Solves moderately complex to complex problems and analyzes possible solutions using technical experience, judgement and precedent Explains complex and/or sensitive information in a straightforward manner Performs a range of assignments and may lead or manage complex projects Individual contributor working with limited oversight Performs all other duties as assigned by management Education Bachelor's degree in relevant field preferred Experience Typically requires 3+ years of related work experience Equal Employment Opportunity Employer Stewart is committed to ensuring that its online application process provides an equal employment opportunity to all job seekers, including individuals with disabilities. If you have a disability and need assistance or an accommodation in the application process, please contact us by email at *******************. Benefits Stewart offers eligible employees a competitive benefits package that includes, but is not limited to a variety of health and wellness insurance options and programs, paid time off, 401(k) with company match, employee stock purchase program, and employee discounts.

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 *************************************

Department: Division HR - West Contract Months:12 Salary Range: $170,000.00 - $195,000.00 Academic Year: 25-26 The Executive Director of Human Resources (Division) is a key member of the Human Resources and Division leadership teams, responsible for overseeing the overall management of the Division's HR functions. This role works both independently and collaboratively with HR and Division leadership teams to address challenges, identify solutions, and ensure the strategic implementation of HR workstreams aligned with the District's Action Plan. The Executive Director leads a team of HR professionals in the Division, partners with key cross-functional stakeholders, and ensures the delivery of high-quality HR services in support of the Division's goals to drive organizational success. This role is uniquely positioned to strengthen the "unit concept" of support for the Division, which shall be measured by clarified responsibilities, strengthened processes, and real-time, data-driven outcomes. MAJOR DUTIES & RESPONSIBILITIES * Develops strategic plans, establishes goals and priorities, and implements workstreams to provide Human Resources services across the Division that directly support HISD's Action Plan. * Maintains and strengthens Human Resources' relationships with the Division leadership and principals through increased real-time communication, transparency, and coordination. * Directs the day-to-day operationalization of Human Resources' workstreams within the Division in support of needs and priorities identified by the Division leadership, including planning, development, coordination, and evaluation of HR functions. Ensures implementation of Human Resources' objectives and strategies set by the Chief Human Resources Officer (CHRO). * Serves as a general subject matter expert in all Human Resources' areas, collaborating with specialized experts across the HR department to provide division leaders, principals, campus leaders, and Human Resources staff with direction, guidance, coaching, training, and support to help them effectively fulfill their leadership responsibilities. * Recommends policy and procedure changes related to Human Resources issues. Develops strategies, resolves conflicts and provides guidance to division leaders and principals on HR policies and procedures, including implementation to fidelity. * Takes a proactive role in identifying and responding to employee issues; works in collaboration with the Employee Relations and Legal teams to ensure preemptive and effective employee communication and actions to address misconduct and performance concerns. MAJOR DUTIES & RESPONSIBILITIES CONTINUED * Advises division leaders on recruitment and retention strategies in collaboration with HR's Talent Acquisition and Talent Management departments. Acts timely on all staffing needs. * Oversees reporting of Human Resources data and interpretation of data to the Division. * Ensures that Human Resources initiatives are focused and aligned on improving division and campus operational efficiency and effectiveness. * Works collaboratively with cross-functional teams to implement central office-led initiatives providing best in-class HR expertise, support, and project management. * Works closely with the Human Resources Information Systems (HRIS) team to collect, analyze, and report data aligned to key performance indicators outlined in Human Resources' scorecards. * Performs other job-related duties as assigned. EDUCATION Bachelor's degree from an accredited college or university required in the following human resource functions: human resource management, human resource development, business administration, organizational leadership, education, or other degree that provides appropriate transferable skills. *Candidates with a bachelor's degree from an accredited college or university not related to one of the fields listed may substitute one additional year of experience in place of a degree in a field listed. Master's degree preferred. * Applicants who do not meet these education qualifications may be considered if they have a unique combination of education and work experiences that indicate potential for success in this role. WORK EXPERIENCE Candidate must meet one of the work experience requirements listed below. * 7 years of minimum experience required in one or more human resource functional areas (preferably in school setting), if candidate holds a bachelor's degree related to the fields listed in the education section above. * 10 years of minimum experience required in one or more human resource functional areas (preferably in school setting), if candidate holds a bachelor's degree not related to the fields listed in the education section. Applicants who do not meet these work experience qualifications may be considered if they have a unique combination of education and work experiences that indicate potential for success in this role. SKILL AND/OR REQUIRED LICENSING/CERTIFICATION Intermediate or advanced skills in the use of the Windows environment and applications including Microsoft Word, Excel, PowerPoint, Outlook, and TEAMS. Intermediate or advanced skills of HR Information Systems (HRIS), SAP (preferred), PeopleSoft, applicant tracking systems, SharePoint, databases, Google docs, webpage creation and management. PHR/SPHR, SHRM-CP/SHRM-SCP, TASBO, and/or TASB certifications preferred. Familiarity with school district governance, laws, policies, and regulations, as well as effective implementation of and compliance with these parameters. Ability to objectively analyze HR data and make recommendations on a variety of issues. Ability to backwards plan and influence to achieve outcomes in collaboration with teams. Ability to understand broader organizational goals in relation to job responsibilities. Ability to implement HR best practices in an innovative manner to achieve outcomes. Office equipment (e.g., computer, laptop, copier). LEADERSHIP RESPONSIBILITIES Senior Management: Manages a unit-based department through direct supervision of HR team members in the Division. Serves on the HR Executive Leadership Team to effectively coordinate optimal support and HR expertise. Manages HR staff in the effective completion of day-to-day HR workstreams in a manner that supports priorities set by Division leadership. Implements strategies and broad departmental objectives from senior leadership in HR and the Divisions. Delegates assignments to subordinate management and staff, as well as ensures that HR staff attendance and work products meet Division expectations. Allocates resources according to priorities and serves as the primary decision maker regarding hiring, performance and budget recommendations related to HR staff in collaboration with Division leadership. WORK COMPLEXITY/INDEPENDENT JUDGMENT N/A BUDGET AUTHORITY Compiles, organizes, and interprets data, figures, and personnel management in support of departmental and Division budgets. Makes sound recommendations within budgetary constraints. PROBLEM SOLVING Decisions are made with greater freedom and discretion, including recommendations that are subject to approval on matters that may affect multiple departments across HISD. Job is frequently expected to recommend new solutions to problems, to improve existing methods/procedures/services and generate new ideas. May also review decisions made by other individuals on more routine matters. IMPACT OF DECISIONS Decisions have moderate impact to the facility/department or division, causing increased satisfaction or dissatisfaction; producing efficiencies or delays; promoting or inhibiting personal intellectual or professional development; and/or contributing to financial gain or expense. Errors may be serious, usually not subject to direct verification or check, causing losses such as improper cost calculations, overpayment or improper utilization of labor, materials or equipment. Effect usually confined to the organization itself and is short term. COMMUNICATION/INTERACTIONS Collaborates and solves problems - works with others to resolve problems, clarifies or interprets complex information/policies/data, and provides initial screening/negotiations without approval authority. Interactions are typically with unit employees, senior level professional staff, stakeholders, and managers. CUSTOMER RELATIONSHIPS Regularly assesses and diffuses complex and escalated employee matters. Takes personal responsibility and accountability for solving systemic employee relations' problems. Regularly explores alternative and creative solutions to meeting the needs of students and staff within HISD's policies and regulations. WORKING/ENVIRONMENTAL CONDITIONS Work is normally performed in a typical interior work environment, which does not subject the employee to any hazardous or unpleasant elements. * Valid Texas driver's license with applicable insurance coverage. * 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: Prolonged or irregular hours, including some weekends; frequent districtwide travel * Mental Demands: Work with frequent interruptions, maintain emotional control under stress, fast-paced Houston Independent School District is an equal opportunity employer.

Requirements Job Requirements Minimum of 7 years of progressive Human Resources experience, including leadership responsibility Demonstrated experience leading HR operations in multi-site environments Strong working knowledge of federal, state, and local employment laws, with emphasis on Texas Proven ability to build, scale, and standardize HR processes in growing organizations Hands-on experience with employee relations, investigations, corrective action, and terminations Experience using HRIS platforms; Paylocity experience strongly preferred Ability to partner effectively with executive leadership and operational leaders Strong communication, decision-making, and problem-solving skills Ability to work on-site and travel between Houston and Dallas as business needs require Bilingual English/Spanish preferred, not required Who Will Thrive in This Role This role is ideal for a Human Resources leader who enjoys being hands-on during periods of growth and transition and is comfortable working closely with operations, leadership, and frontline teams. The ideal candidate: Thrives in environments where structure is being built, refined, or strengthened Is comfortable balancing strategic leadership with day-to-day execution, especially during the early phases of expansion Values on-site presence and understands the importance of visibility, relationships, and trust with hourly teams Can step in, assess, prioritize, and act-without waiting for perfect conditions Communicates clearly, leads with accountability, and is comfortable making decisions This role will be especially rewarding for a leader who takes pride in building systems, developing teams, and leaving things better than they found them. Salary Description $145,000

Job DescriptionAbout the job (Must be located in Spring, TX or Beaumont, TX) We are seeking a seasoned, hands-on Director of Human Resources to lead all people operations for a growing insurance agency with around 300 employees in several locations country wide. This role plays a critical role in supporting leaders, driving accountability, and ensuring the organization remains compliant, scalable, and people focused. The ideal candidate is highly autonomous, comfortable making difficult decisions, and equally skilled in employee relations, talent strategy, and operational execution. This is a working leadership role and requires someone who is willing to roll up their sleeves while partnering closely with executive and field leadership. Company Benefits: Medical, Dental, and Vision Insurance Supplemental Insurance 401K with up to 4% annual match Paid Time Off Paid Holidays Key Responsibilities: Leadership & Strategic Partnership Serve as a trusted advisor to the CEO, executive leadership, and field leaders on all HR, talent, and organizational matters. Operate autonomously with minimal daily direction while maintaining alignment with company goals and values. Maintain a strong pulse on the organization from both a people and productivity standpoint, proactively identifying risks, gaps, and opportunities. Support leaders at all levels with coaching, guidance, and conflict resolution. Employee Relations, Performance Management & Corrective Action Lead and oversee all corrective action, performance improvement plans (PIPs), progressive discipline, and termination processes. Personally conduct and deliver termination conversations when required. Support leaders in navigating difficult conversations, business-driven decisions, and employee accountability. Investigate and resolve internal complaints, including harassment, discrimination, and interpersonal conflicts. Balance employee advocacy with the responsibility to protect the company from legal, financial, and reputational risk. Legal, Compliance & Risk Management Partner with external legal counsel on employment-related matters, including EEOC complaints, demand letters, litigation support, DOI complaints, E&O claims, and regulatory inquiries. Ensure compliance with all federal, state, and local employment laws. Support and respond to compliance audits of any level. Ensure all employee documentation, policies, and processes remain compliant as laws evolve. Partner with the internal account manager to report and track workers' compensation claims. Oversee leave of absence processes, accommodations, and unemployment claims, including hearings when necessary. Oversee protective covenant agreements, producer agreements, and ensure all required documents are executed and maintained. Talent Acquisition & Workforce Planning Lead talent acquisition strategy and head count planning across all hubs and departments. Manage and mentor the recruiting team while remaining actively involved in recruiting as needed. Conduct interviews, final interviews, and jump into requisitions during high-demand periods. Partner with leadership to ensure the approved FTE head count plan for each of the company's four hubs is not exceeded. Monitor hiring activity, turnover, workforce trends, and recruiting effectiveness. Mergers & Acquisitions (M&A) Own and lead all HR aspects of acquisitions, including due diligence, onboarding, and integration. Work directly with sellers and incoming employees to ensure a smooth transition. Ensure compliance, benefits alignment, system setup, and integration for acquired teams. Compensation, Merit Cycles & Benefits Lead annual merit increase cycles and compensation planning in partnership with leadership. Manage the company's 401(k) plan, including coordination with external vendors and administrators. Oversee annual employer contributions, Form 5500 filings, audits, and compliance requirements. Partner with outsourced HR/payroll vendors to ensure accurate and timely payroll processing. Lead annual open enrollment process, including employee office hours for benefit presentations and Q&A with Employee Benefits Agent. HR Systems, Technology & Reporting Serve as system administrator for BambooHR, including access levels, data integrity, and reporting. Manage and optimize HR workflows within Monday.com. Oversee Applicant Pro applicant tracking system usage and reporting. Ensure strong data accuracy, reporting, and process controls across all HR systems. Maintain strong Excel-based reporting for headcount, compensation, compliance, and workforce metrics. Policies, Processes & Documentation Own and maintain the employee handbook, updating policies as business needs and laws change. Design, refine, and audit HR processes to ensure consistency, compliance, and scalability. Review and double-check the work of direct reports, refining processes and controls as needed. Manage the HR helpdesk and HR mailbox, ensuring timely and professional responses. Required Qualifications: 8-10+ years of progressive HR leadership experience, preferably within a multi-state organization. Strong background in employee relations, corrective action, performance management, and terminations. Experience leading talent acquisition strategy and managing recruiters. Demonstrated ability to work autonomously with strong judgment and discretion. Proven experience partnering with executive and field leaders. Strong knowledge of federal and state employment laws. High level of proficiency in Excel and HR technology systems. Preferred Qualifications: Experience within the insurance industry or a highly regulated environment. Experience supporting M&A activity. BambooHR system administration experience. Experience with Monday.com and Applicant Pro. Experience managing 401(k) plans and working with external benefits administrators. If this sounds like you, we encourage you to apply today! Job Posted by ApplicantPro

The City of Missouri City seeks a Director of Human Resources and Organizational Development to provide strategic leadership for the City's human capital programs, workforce development, and organizational culture. This role is key to supporting a high-performing, accountable, and service-oriented municipal organization. Reporting to the City Manager or their designee, the Director is a member of the City's Leadership Team and provides citywide leadership across all human resources and organizational development functions. The Director is responsible for aligning human resources strategies, policies, and programs with the City's vision, strategic plan, and City Council priorities. The Director oversees core human resources functions, including recruitment and selection, classification and compensation, civil service administration, training and leadership development, employee and labor relations, benefits administration, retirement coordination, risk management, and human resources operations and systems. The Director ensures these functions are delivered effectively, equitably, and in compliance with applicable laws and regulations. The Director represents the City before the Civil Service Commission and ensures compliance with applicable Texas law, Civil Service Commission rules, and meet-and-confer agreements for police and fire personnel. The Director also advises executive leadership and department directors on civil service matters, labor relations, and workforce policy issues. The Director plays a central role in organizational development and workforce sustainability, including employee engagement, retention, succession planning, performance management, and workforce forecasting. The Director serves as a trusted advisor to City leadership on employee relations, organizational effectiveness, and the use of workforce data and analytics to inform decision-making.

Title: Human Resources Director Compensation: $150K - $170K salary plus bonus About The Job: Lakeside HR Group has been engaged by our client to recruit for a Human Resources Director to join their team. Our client delivers tech-enabled, omnichannel marketing solutions that connect brands with customers at key decision moments. Using advanced technology and creative strategy, they streamline campaign execution and maximize marketing impact for major brands nationwide. This is a pivotal leadership role for a strategic HR professional who thrives in a collaborative, innovative, and fast-paced environment. As Human Resources Director, you will lead the HR team and partner with executive leadership to advance HR strategies, policies, and practices that support business priorities, scalability, and employee engagement. You'll drive key HR initiatives, facilitate change, and ensure compliance while fostering a high-performing and respectful work environment. Key Responsibilities: Partner with executive leadership to shape and implement HR strategies, policies, and people practices that align with business priorities and effectively support a hybrid workforce-addressing the distinct needs of a large production team alongside office-based employees to drive alignment, engagement, and compliance across all environments. Lead and develop a HR team in executing initiatives related to HR operations, benefits, payroll, systems, and compliance. Facilitate HR-related discussions, training, and change initiatives to support informed decision-making and alignment. Provide guidance and consultation to leaders to foster a high-performing, respectful work environment. Recommend and implement leadership development and employee development programs. Design and coordinate surveys, programs, and events to strengthen employee engagement and retention. Oversee HR systems to ensure accurate, compliant, and secure employee information and reporting. Conduct periodic audits of HR data, processes, and controls for compliance and operational efficiency. Maintain knowledge of labor regulations and industry standards to ensure policy compliance. Guide and support recruiting efforts, ensuring an equitable selection process and positive candidate experience. Oversee total rewards and vendor relationships to align offerings with organizational goals and employee needs. Support benefit plan design, compliance, open enrollment, and communications for clarity and utilization. Required Skills: Bachelor's degree in Human Resources, Business, or related field; SHRM-CP/SCP or equivalent certification preferred. Minimum of 7 years of progressive HR experience, including advising leaders and leading HR initiatives. Experience leading and developing HR team members or serving as a senior-level point of escalation. Strong working knowledge of employment regulations, compliance, and policy application. Demonstrated ability to influence leaders, facilitate decisions, and communicate effectively. Strong written, verbal, and interpersonal communication skills. Experience with HR systems, employee data accuracy, reporting, or workforce analytics. Bilingual Spanish-English strongly preferred. Benefits: Competitive compensation and benefits package. Opportunity to lead strategic HR initiatives and make a visible impact. Collaborative and innovative work environment. Professional development and growth opportunities. About Lakeside HR Group: At Lakeside HR Group, we understand that finding the right job is essential for your career success. We are a boutique-style human resources consulting and recruiting firm dedicated to providing personalized, tailored solutions. When you partner with us, you are not just getting a recruiter; you are getting the entire Lakeside team working together to support your career goals. Partner with us at Lakeside HR Group, where we are more than just a recruiting firm; we are your partners in achieving your career aspirations.

Job DescriptionDepartment Introduction MLB Main Board Management Headquarters is a key component of the Smartphones Business Group under the Foxconn Technology Group. It has a total of 10 production sites. It produces the core components of smartphones-the Main Logic Board-and is the world's largest production base for smartphone main boards, with approximately 200+ advanced mobile phone production lines. It is committed to building an intelligent ecological factory driven by data and intelligence improvement, full-industry-chain traceability and connectivity, and being an industry leader providing customers with added-value services Duties and Responsibilities 1. Coordinate production support resources and oversee full-cycle management. 2. Lead a direct team of 2 engineers**, providing technical guidance and performance evaluation. 3. Manage administrative operations**, including procurement, HR coordination, and document control. 4. Develop and monitor departmental budgets**, ensuring cost efficiency and resource allocation. 5. Execute additional assigned tasks** to support organizational objectives. 6. Manage the full recruitment lifecycle for operational and middle-level positions, including sourcing,screening, interviewing, and onboarding. 7. Develop and maintain strong relationships with staffing 8. agencies to source qualified candidates for temporary and permanent positions. 8. Evaluate staffing agency performance and negotiate contracts to ensure cost-effectiveness and quality service. 9.Conduct background checks and reference checks on potential hires. 10. Coordinate and participate in job fairs and recruitment events. 11. Assist with the performance appraisal process, providing guidance and support to managers and employees. 12. Track employee performance and identify areas for improvement. 13. Assist with the development and implementation of performance improvement plans. Qualifications: 1. Bachelor's degree in Human Resources, Business Administration, or a related field required. 2. Minimum of 3-5 years of progressive HR experience, with at least 1 year in a staffing agency management. 3. Experience recruiting for operational and middle-level positions. 4. Strong knowledge of HR principles, practices, and legal regulations.5. Experience administering employee benefits programs.6. Excellent communication, interpersonal, and organizational skills.7. Proficiency in HRIS systems and Microsoft Office Suite. Working conditions 1. On-site position with a fast-paced work environment 2. Must be available to respond to after-hours emergencies Skills 1. Proficiency in ERP systems (SAP), MS Project/Power BI, Lean Six Sigma Green Belt, and OSHA 30 certification. 2. Proficient in computer operations, familiar with office software (Excel & Word) 3. Strong execution ability, proactive, positive attitude, hardworking and enduring hardship 4. Strong sense of responsibility, diligent and down-to-earth, able to withstand pressure 5. Candidates with the ability to use other data analysis tools are preferred Powered by JazzHR QNN7FjH65M

Summary/Objective In keeping with our organization's goal of improving the lives of the residents we serve, the Director of Human Resources is responsible for overseeing the Human Resources (HR) functions at the facility. The primary purpose of this position is to direct the Human Resources department in accordance with current applicable federal, state, and local standards, guidelines, and regulations, and as directed by the Administrator, and to assure that quality personnel are interviewed, trained, and employed at the facility consistent with facility policies and procedures. Job Duties § Management of all employee personnel files and documentation, including personal information, work history, employee health records, disciplinary records, annual reviews, and compensation information § Process employee payroll § Maintain confidentiality of all pertinent employee information in accordance with applicable law as well as the facility's established policies and procedures § Manage information in employee personnel file to ensure accuracy, disburse employment documentation, and gather required signed forms from employees § Communicate with employees regarding HR and employment matters as required or directed § Respond to employee inquiries relating to HR matters, including complaints, concerns, PTO, annual review, pay, discipline, and benefits § Provide employees with information relating to payroll questions § Provide contact information to employees relating to employee benefits and provide general guidance relating to benefits § Assist employees eligible for open enrollment in benefits § Direct and assist employee inquiries relating to eligibility for changed to insurance coverage based on significant events § Daily review of employee timeclock punches (revise errors after approval from Administrator) § Daily review of PTO and absences to ensure that they are correctly recorded (approved by Administrator and/or Department Head) § Process applications for open positions and assist hiring manager with hiring efforts § Request information from applicants as requested by Administrator, including processing background checks, applicant personal information, and references § Ensure hiring/termination procedures are in compliance with established policies and procedures § Onboard of new employees consist with the facility's policies and procedures § Ensure employees have submitted all required documents for onboarding and contained in the employee personnel file (personal information, background check, W-4, I-9, licensure information, employee health information, and direct deposit information, and with copies of required documentation) § Oversee the facility's orientation process and support department directors and managers in participating in orientation § Maintain open position report and submit to Administrator on a weekly basis or as directed § Ensure employee licensing is current and maintained in personnel file § Conduct yearly background checks, exclusion checks, or as needed and keeps records in accordance with all applicable federal, state, and local rules, laws, and regulations § Maintain accurate disciplinary records § Investigate employee complaints and concerns thoroughly and document effectively with witness statements, documentation, and other items to ensure the investigation is complete § Monitor workplace injury claims and coordinate work between employees and the insurance carrier § Conduct exit interviews and record data in the employee's personnel records § Monitor and respond to unemployment claims (including appeals) § Meet with department directors and managers on a regularly scheduled basis, to assist in planning in-service classes, on-the-job training procedures, and orientation for newly assigned personnel § Attend and participate in facility mandatory in-service training programs as scheduled (e.g., OSHA, TB, HIPAA, Abuse Prevention, etc.) § Ensure that appropriate training records are maintained for staff personnel § Create and maintain an atmosphere of warmth, personal interest, and positive emphasis, as well as a calm environment throughout the facility § Ensure that qualified staff are hired and schedule staff consistent with labor management policies § Ensure that departmental disciplinary action is administered fairly and without regard to race, color, creed, national origin, age, sex, religion, handicap, or marital status § Terminate employment of personnel when necessary, documenting and coordinating such actions with the HR Director and/or Administrator in accordance with the facility's policies and procedures § Communicate and interact effectively with residents, visitors, families, staff, and supervisors § Attend and participate in departmental meetings and in-services as directed § Report all resident, staff, or other concerns to the appropriate department head § Report all incidents, accidents, unsafe situations, and concerns immediately § Maintain knowledge of applicable federal, state, and local rules and regulations relating to responsibilities § Ensure that responsibilities are performed consistent with all applicable federal, state, and local rules and regulations as well as facility policies and procedures § Supervisory Responsibility There are no supervisory responsibilities in the department for this position. However, the position requires communication with and oversight of nursing home staff to ensure that specific policies, procedures, and systems are maintained correctly as it relates to the department. Required Skills § Excellent written and verbal communication skills § Demonstrate leadership, organizational skills, and ability to maintain a positive and professional attitude § Ability to work well under pressure, meet deadlines, and handle multiple tasks simultaneously § Display attention to detail § Interact with residents, families, and the community in a professional manner § Ability to engage in active listening (giving full attention to those speaking), critical thinking (using logic and reasoning to identify strengths/weaknesses of alternative solutions), and active learning (understanding implications of new information during problem-solving situations) § Exceptional judgment and active foresight § Self-motivated and self-directed Position Type and Expected Hours of Work This position is within a healthcare facility that operates every day. Although this is generally a Monday through Friday position, there will be scheduled times of work on the weekends and holidays. Significant events can occur at any given time that require working. Ongoing direction and support may be necessary if systems are not properly implemented, continuously improved, and monitored. Work Environment and Physical Demands This position generally will require physical activity. It may at times require walking to various locations within a facility. This position routinely uses standard office equipment such as computers, phones, photocopiers and may require some use of machinery consistent with the job duties. While performing the duties of this position, the employee is regularly required to talk and hear. This position at times requires the ability to walk, sit, use hands, reach, climb, stoop, bend, kneel, twist, and lift as necessary. Other Duties Please note this job description is not designed to cover or contain a comprehensive listing of activities, duties or responsibilities that are required of the employee for their job. Duties, responsibilities, and assignments may change at any time with or without notice.

at 13100 Northwest Fwy, Houston, TX 77040 About Perennial: We are a rapidly growing company looking for an experienced HR Manager to play a key role in shaping and maintaining our company culture. As a member of our team, you'll be part of a dynamic and innovative environment where your skills and creativity can truly make a difference. Position Overview: We are seeking a versatile HR Manager who will be responsible for overseeing all HR functions and managing administrative staff, IT, and safety protocols. This role is ideal for someone who excels in building processes and systems from the ground up and enjoys working in a fast-paced, evolving startup setting. Key Responsibilities: * HR Strategy and Execution: Develop and implement HR strategies that support our business goals, focusing on areas such as talent acquisition, employee engagement, performance management, benefits and payroll. * Safety and Compliance: Develop and maintain safety policies and ensure compliance with relevant regulations and client requirements. * Administrative Oversight: Lead and support the administrative staff to ensure efficient daily operations. * IT Coordination: Work with IT to ensure technology solutions are in place to support team productivity and data security. * Process Development: Design and implement scalable HR and administrative processes and procedures to improve operational efficiency. Preferred Qualifications: * Proven experience in HR management, preferably in a startup or dynamic environment. * Strong leadership skills with the ability to manage diverse functions and teams. * Excellent problem-solving abilities and a proactive approach to challenges. * Clear communication and strong interpersonal skills. * Demonstrated ability to build and implement effective systems and procedures. Why Join Us: * Be part of an innovative team committed to growth and success. * Enjoy opportunities for professional development and career advancement. * Engage in a supportive and collaborative workplace culture. If you are ready to contribute to an exciting company and help us build a great workplace, we encourage you to apply. We look forward to hearing from you! Equal Opportunity Employer: Perennial Environmental Services is an equal opportunity employer. We welcome qualified applicants will be considered for employment without regard to age, race, color, religion, gender, marital status, sexual orientation, gender identity, national origin, veteran or disability status.

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The Senior HR Generalist provides advanced HR support by partnering closely with the Human Resources Manager to execute employee relations, performance management, and HR initiatives that align with organizational goals. This role acts as a key resource for leadership and employees, supporting HR operations while taking ownership of critical projects and process improvements. ESSENTIAL DUTIES AND RESPONSIBILITIES · Assist the HR Manager with day-to-day employee relations matters by providing guidance, coaching, and performance counseling to employees and supervisors. · Conduct research and investigations into employee relations issues, facilitating meetings with employees and management to resolve concerns effectively. · Support the onboarding process including new hire orientation, ensuring new employees have a positive and seamless experience. · Lead and coordinate HR projects and initiatives assigned, ensuring timely completion and alignment with business objectives. · Provide training and mentorship to HR specialists or generalists, assisting with their development and knowledge growth. · Track and analyze HR metrics for Headquarters and/or Field Business Units to identify risk areas and recommend improvements. · Collaborate with the HR Manager on employee retention strategies to reduce turnover and improve engagement across the organization. · Manage new hire follow-up processes, including administering employee surveys and addressing early-stage issues. · Support offboarding activities by conducting exit interviews, analyzing trends, and ensuring return of company property. · Assist in planning and coordinating employee engagement events and initiatives that foster a positive workplace culture. · Facilitate monthly department or division meetings to communicate updates, gather feedback, and promote open dialogue. · Monitor and enforce employee compliance with company policies and employment laws, escalating issues to the HR Manager as needed. · Oversee I-9 maintenance and conduct audits, ensuring adherence to all legal requirements. · Maintain and update job descriptions in collaboration with managers to keep them accurate and current. · Provide support to the Benefits team with administration and employee inquiries as needed. · Support recruitment-related activities, including participation in job fairs and networking events as directed. · Assist in coordinating or leading additional HR initiatives as assigned by the HR Manager. · Ensure compliance with all Company EEO, anti-discrimination, and anti-retaliation policies throughout recruitment and employment processes. CORE COMPETENCIES · Excellence · Customer Service · Integrity · Teamwork · Giving Back JOB COMPETENCIES · Confidentiality · Problem Solving · Communication/Building Relationships · Customer/Client Focus · Initiative · Organizational Skills · Cultural Awareness SUPERVISORY RESPONSIBILITIES · No supervisory responsibilities. Requirements High school diploma or GED required; Bachelor's degree in Human Resources, Business Administration, or related field preferred; HR certifications (PHR, SHRM-CP or equivalent) preferred. Minimum 5+ years of progressive HR experience in a generalist or senior generalist role supporting HR leadership. Strong understanding of employment laws, HR best practices, and compliance requirements. Excellent interpersonal, communication, and conflict resolution skills with ability to influence at multiple levels. Demonstrated project management skills with ability to handle multiple priorities and deadlines. Analytical mindset to review HR data and metrics, supporting informed decision-making. Demonstrated computer skills including a working knowledge of MS Office products, including Outlook, Excel, Word, and PowerPoint; familiarity with HRIS systems. Current, valid Driver's License with acceptable driving record. WORK AVAILABILITY Regular, predictable attendance is an essential function of this position. Must be regularly available and willing to work at least full workdays from Monday through Friday and such other hours as the Company determines are necessary or desirable to meet business needs. 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. While performing this job, the employee may occasionally be required to stand; use hands to finger, handle, or feel; write; sit; use a computer; reach with hands and arms; climb or balance; stoop, kneel, crouch, or crawl; talk and hear; and lift and/or move up to 25 pounds. The employee may rarely lift and/or move up to 40 pounds. Specific vision abilities required by this job include visual perception, depth perception, and the 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. While performing the duties of this job, the employee typically works in an air conditioned office environment; however, on occasion, the employee must go outside the office and may be in no Benefits Health & Wellness Medical, Dental & Vision Coverage Employee Assistance Program (EAP) Fitness Reimbursement Financial Planning 401(k) with Company Match Company-Paid Life & Disability Insurance Supplemental Coverage Options Time Off & Life Balance PTO & Paid Holidays Leave of Absence Programs Family & Lifestyle Perry Homes Family College Fund New Home & Employee Discounts Pet Perks, Travel Assistance, & More ***Note to job seekers: Your resume will be reviewed as the best qualified candidates will be contacted in the event that there is potential match*** Perry Homes is an Equal Opportunity Employer Disclaimer: Recruitment Fraud - Any communication regarding job opportunities from our organization will be initiated through official channels only, including our company email domain, @perryhomes.com and verified social media accounts. We advise candidates to exercise caution and refrain from sharing personal or sensitive information with any party claiming to represent our company outside of these channels. We do not at any early stage of recruitment process solicit personal information (e.g., passport and bank account info), financial details, or any form of payment (e.g., application fee). If you receive suspicious communications, encounter job postings that appear fraudulent, or want to confirm any employment postings, please contact