Human resources business partner jobs in San Marcos, TX - 198 jobs

We're looking for a Senior Staff HR Consultant to join Procore's People Solutions Team. In this role, you'll act as a high-impact strategic problem solver, deployed against the People Leadership Team's most complex, cross-functional priorities. The primary goal of this role is to translate ambiguous, high-stakes business challenges into actionable, scalable People solutions that drive enterprise outcomes. As a Senior Staff HR Consultant, you'll partner closely with People Leadership, Centers of Excellence, and cross-functional stakeholders to scope, architect, and execute high-visibility initiatives. You'll use your strategic thinking, consulting mindset, and execution velocity to deliver results across areas like AI cultural integration, M&A, operating model transformation, and new market entry. This is a unique opportunity to shape how People strategy is delivered at Procore as we evolve toward a more dynamic, product-led operating model-join us and help define what's next. This position reports into the VP of People Analytics, Technology, and Operations and will be based in our Austin office. We're looking for someone to join us immediately. What You'll Do Lead Just-in-Time Strategic Initiatives: You will act as a "problem-solver" for critical priorities that arise in-year, pivoting quickly to address unforeseen business challenges Architect Solutions, Not Just Timelines: You will take vague problem statements from leadership (e.g., "How do we prepare our culture for AI?") and translate them into concrete strategic objectives, scoping the initiative and driving it from concept to reality. Cross-Functional Enterprise Execution: You will lead high-visibility workstreams that span across People, ensuring we achieve intended business outcomes (i.e. M&A integration, operating model transformation, new market entry, etc). Champion Agile Methodologies: You will operate with an MVP (Minimum Viable Product) mindset, seeking rapid feedback, iterating on solutions, and conducting quarterly reviews of active projects to ensure alignment with business needs. Partner with Centers of Excellence (COEs): You will partner closely with our COEs to bring structure, strategic thinking, and execution power to high-priority initiatives, ensuring clear ownership and alignment across functions. What we're looking for Bachelor's degree or equivalent experience; advanced degree preferred. 10+ years of experience in HR Strategy, Management Consulting, or a related field. Proven experience leading complex, cross-functional enterprise initiatives; M&A experience is a plus. Strong analytical and systems-thinking skills, with the ability to leverage data to inform decisions. Demonstrated ability to operate effectively in highly ambiguous environments. A consulting mindset with a track record of diagnosing problems and delivering solutions quickly. Action-oriented, proactive, and comfortable making decisions with imperfect information. Product-minded approach with a strong focus on user experience and employee impact. Additional Information Base Pay Range: For Los Angeles County (unincorporated) Candidates: Procore will consider for employment all qualified applicants, including those with arrest or conviction records, in accordance with the requirements of applicable federal, state, and local laws, including the City of Los Angeles' Fair Chance Initiative for Hiring Ordinance, the Los Angeles County Fair Chance Ordinance for Employers, and the California Fair Chance Act. A criminal history may have a direct, adverse, and negative relationship on the following job duties, potentially resulting in the withdrawal of the conditional offer of employment: 1. appropriately managing, accessing, and handling confidential information including proprietary and trade secret information, as well as accessing Procore's information technology systems and platforms; 2. interacting with and occasionally having unsupervised contact with internal/external customers, stakeholders, and/or colleagues; and 3. exercising sound judgment.

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

Job Description 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. Powered by JazzHR HVo6ff0TLB

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)

Our client located in San Antonio, Texas is adding a Vice President of Human Resources to their team. This is a direct hire opportunity. Company Profile: A large, mission-driven healthcare services organization operating across multiple locations in Texas. The organization delivers essential services through a regulated care model and employs a sizable, diverse workforce. The culture is values-based, people-focused, and committed to operational excellence, compliance, and leadership development. Position Summary The Vice President of Human Resources is a senior executive leader responsible for setting and executing the organizationâ??s human capital strategy. This role partners closely with the executive team to ensure HR functions support compliance, scalability, workforce engagement, and leadership excellence across a complex healthcare environment. The VP of HR will modernize HR operations through automation and technology while maintaining strict adherence to regulatory and ethical standards. Vice President of Human Resources Role: Serve as senior executive leader responsible for the organizationâ??s human capital strategy Partner closely with the CEO and executive leadership team on all HR matters Develop and execute enterprise-wide HR strategies aligned with organizational goals Lead organizational change initiatives, including growth, restructuring, and process transformation Ensure full compliance with federal, state, and healthcare-specific employment regulations Oversee HR policies, audits, credentialing, background checks, and employee relations risk mitigation Maintain strict confidentiality and integrity of sensitive employee and organizational information Lead the optimization and automation of HR operations using UKG HRIS Ensure accurate HR reporting, data integrity, and use of analytics to support decision-making Partner with IT and operations to streamline workflows and improve efficiency Design and implement leadership development programs at all levels Oversee performance management, succession planning, and employee engagement initiatives Develop strategies to attract, retain, and develop talent in a competitive healthcare labor market Lead, mentor, and develop a high-performing, multi-site HR team Foster a culture of accountability, professionalism, and continuous improvement Support a values-based, mission-driven healthcare organization across multiple Texas locations Vice President of Human Resources Background Profile: Bachelorâ??s degree in Human Resources, Business Administration, or related field 10+ years of overall leadership experience in Human Resources 5+ years in executive-level HR leadership (VP, AVP, or Director reporting to C-suite) Prior HR leadership experience within healthcare environments, including: Hospital systems Skilled nursing or long-term care facilities Home health or community-based care organizations Strong working knowledge of UKG HRIS Demonstrated expertise in: Healthcare HR compliance and regulatory environments HR process automation and technology Organizational development and leadership Change management and process improvement Experience supporting large, multi-location or high-volume workforces Preferred: Masterâ??s degree and/or professional HR certification (SPHR, SHRM-SCP) Background in mission-driven or service-oriented organizations preferred Features and Benefits of Client: Health Benefits and Long-Term Disability PTO, Sick Days, and Holidays Free Parking Casual Dress Corporate Break Room Â

Job DescriptionSalary: Are you a systems-minded leader with a precision-driven approach to HR and safety management? Were seeking a Director of Human Resources & EHS to architect and lead integrated HR and Environmental, Health & Safety strategies across our U.S. and Mexico operations. This role is ideal for someone who thrives in operational structure, ensures compliance, and builds robust programs that scale with growth. Based in our San Antonio office, this director will join the senior leadership team and serve as a strategic partner in shaping a culture of excellence, accountability, and safety. --- What Youll Do: Strategic Leadership & Systems Integration Develop and operationalize HR and EHS strategies aligned with business objectives, regulations, ISO 14001, and ISO 45001 standards. Build unified policies that accommodate both U.S. and Mexican legal frameworks while respecting cultural distinctions. Lead strategic workforce planning, organizational development, and change management efforts. Human Resources Oversight Direct HR functions across both countries: recruitment, compensation, benefits, compliance, payroll, training, and employee engagement. Drive continuous improvement in HR processes through KPIs, audits, and feedback loops. Lead cross-border compliance efforts, including labor law adherence, investigations, and agency inspections (e.g., STPS, IMSS). EHS Leadership Design and deploy risk-based safety programs and environmental strategies that meet OSHA, EPA, and STPS standards. Champion zero-incident culture through proactive training, inspections, audits, and corrective action systems. Lead emergency preparedness, industrial safety, and environmental risk mitigation initiatives across facilities. --- What You Bring: Bachelors degree in HR, Business, or related field (Masters preferred). 10+ years of progressive HR/EHS leadership, with 3+ years in a bi-national or international setting. Expert knowledge of U.S. and Mexico labor and safety regulations. Strong background in regulated environments such as manufacturing, warehousing, or logistics. Bilingual (English/Spanish) strongly preferred. Proven success in building scalable systems and high-performance teams. --- Ideal Profile: This position requires a detail-oriented, process-driven, and analytical leader who thrives in complex environments and excels in compliance, systems management, and cross-functional leadership. You enjoy solving intricate regulatory puzzles, building robust safety frameworks, and aligning people strategies with measurable business outcomes. --- Benefits: Competitive salary based on experience Comprehensive health, dental & vision insurance 401(k) with company match Paid time off (PTO) & holidays --- Apply now if youre ready to bring rigor, structure, and operational discipline to an organization driving growth and excellence across borders.

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.

Classification: Exempt Department: Human Resources Reports To: CEO/ED Revised: 12/8/25 About Prospera Prospera has been empowering families since 1993 by providing safe, high-quality affordable housing with support services to those in need. As a mission-driven, values-based nonprofit, Prospera is committed to fostering family stability and a strong sense of community by addressing individual needs. At the heart of our work are our core values: integrity, accountability, excellence, commitment, dignity, fairness, and respect. These core values are our guiding principles and shape everything we do, from how we serve our residents, to how we support one another as a team. At Prospera, every team member plays a vital role in advancing our mission. We welcome passionate individuals who are ready to make a meaningful difference in the lives of others. Position Summary The Director of Human Resources (HR) is responsible for the strategic and operational leadership of all people-related functions at Prospera. This executive role serves as a trusted advisor to senior leadership, develops HR strategies aligned with organizational goals, and ensures HR practices foster an inclusive, high-performing, and compliant workplace culture. The Director of HR oversees talent management, employee relations, total rewards, compliance, benefits, compensation, recruitment, and organizational development, and leads a team of HR professionals dedicated to advancing Prospera's mission. Essential Job Duties/Responsibilities Strategic Leadership & Organizational Alignment Translate business strategy into integrated HR strategies and programs to support Prospera's mission, values, and objectives. Key contributor to strategic planning, organizational development, and change initiatives. Lead workforce planning, succession planning, and organizational design efforts to ensure appropriate talent and structure. Guide the continuous improvement of HR programs, policies, and systems that drive performance, engagement, and compliance. Talent Management & Culture Lead efforts to attract, retain, and develop high-caliber, mission-aligned talent. Build and maintain inclusive talent pipelines and ensure equitable recruitment, selection, and promotion practices. Oversee performance management, leadership development, employee engagement, and professional growth strategies. Champion diversity, equity, inclusion, and belonging (DEIB) across all HR programs and initiatives. Employee Relations & Compliance Establish HR as a trusted partner across the organization by modeling responsiveness, integrity, and expertise. Provide guidance and oversight on employee relations issues, conflict resolution, and disciplinary matters. Ensure compliance with federal, state, and local employment laws and regulations; update policies and practices accordingly. Monitor legal and regulatory developments and lead timely, organization-wide response to changes. Total Rewards & Compensation Oversee the development and implementation of competitive compensation and benefits programs that support retention and equity. Lead the evaluation of pay structures, benefits offerings, and reward systems to ensure market competitiveness and internal alignment. Identify and implement strategies to reduce turnover and promote employee well-being. Team Leadership & Operational Oversight Lead and mentor the HR team (including HR Coordinator, HR Generalist, Recruiter, and support staff); promote professional growth, accountability, and cross-training. Oversee the HR department's operations, systems, and processes-including HRIS, payroll oversight, onboarding, offboarding, and records management. Manage the HR budget and related vendor relationships. Serve as the organization's subject matter expert on HR strategy, risk, and compliance. Knowledge/Skills/Abilities - General Performance Proven strategic leadership and ability to translate vision into operational plans. Broad HR expertise, including employee relations, compliance, compensation, talent development, and organizational development. Strong business acumen, emotional intelligence, and executive-level communication skills. Ability to build and maintain trust across all levels of the organization. Exceptional interpersonal, negotiation, coaching, and decision-making skills. Cultural competence and experience working in diverse, mission-driven environments. Proficiency in Microsoft Office and HRIS systems (e.g., Paylocity, ADP, etc.). Advanced knowledge of employment laws, risk management, and nonprofit HR practices. Supervisory Responsibilities This position has direct supervisory responsibility for the HR team and indirect influence across all departments. The Director of HR operates with a high level of autonomy and is expected to plan and execute work independently while collaborating closely with the CEO and other executive leaders. Requirements: Education & Experience Required Bachelor's degree in Human Resources, Organizational Development, Business, or related field required; Master's degree preferred. Minimum of 10 years of progressive HR experience, including at least 5 years in an executive or senior leadership capacity. Demonstrated experience designing, building, and implementing scalable HR programs and policies. HR certification required (e.g., SPHR, SHRM-SCP). Valid Class “C” Texas Driver's License required. Ability and willingness to travel up to 30% within Prospera's service area. Communication Required Fosters a positive work environment embracing the Mission and Core Values of Prospera ( Integrity, Accountability, Excellence, Commitment, Dignity, Fairness and Respect ). Physical and Mental Requirements Prolonged periods of sitting at a desk and working on a computer. Must be able to lift up to 25 lbs. Must be able to access and navigate each department at the organization's facilities. The mental work demands regular attendance, working well with others, verbal contact with others, noise and occasional travel by conventional means including motor vehicle and the like within Prospera's region and other locations as required. Collaboration and Teamwork at Prospera All roles at Prospera contribute to our shared mission of providing safe, high-quality affordable housing with support services to those in need. As such, we value collaboration across departments and levels of the organization and expect all team members to work together in service of that mission. This means actively communicating with peers, informing colleagues of necessary and helpful information across functions, and modeling collaborative approaches to work. Regardless of role or title, every team member is part of a collective effort, and we succeed when we coordinate, share knowledge, and support each other in the pursuit of our goals. Prospera's success and the ability to serve our mission ultimately relies on cross-functional teamwork, and collaboration is a standard expectation for every role. Leadership Expectations Be Accountable Take ownership of your work, follow through on commitments, hold your team accountable for results, and take responsibility for your impact. Act Like an Owner Approach your work with initiative, urgency, and the mindset that the organization's success is your responsibility. Hold Weekly or Bi-Weekly 1:1s with Direct Reports Meet regularly to check progress, provide support, and offer feedback. No one should feel directionless or out of the loop. Follow Policies and Procedures Ensure you and your team are operating within organizational and regulatory guidelines. Ask for clarification when needed. Communicate Communicate clearly, consistently, and appropriately across all levels of the organization. Proactively share information with peers, solve problems together, and coordinate across departments regularly. Represent the Organization Well Model professionalism, responsiveness, and alignment with our mission - inside and outside the organization. Be Respectful Showing regard and consideration for others and showing respect for diverse opinions. Ensuring that all voices are heard during meetings, including but not limited to Regional and Team meetings. No use of electronic devices during meetings, including but not limited to All Staff, Regional, and Team meetings, unless absolutely necessary. Confidentiality This position may have access to confidential and sensitive information, including personnel matters (such as hiring, terminations, investigations, and performance issues), resident information, financial data, and organizational strategies. Employees are expected to handle all such information in accordance with Prospera's confidentiality policies and applicable laws, ensuring it is shared only with individuals who have a legitimate business need to know. Maintaining discretion and protecting the privacy of employees, residents, and the organization is a critical requirement of this role. This is intended to describe the general nature and work responsibilities of the position. This description and the duties of this position are subject to change, modification or addition as deemed necessary by the company. Employees are required to comply with supervisory instructions and perform other job duties, responsibilities and assignments required by company officials. This job description does not constitute an employment contract between the company and the employee. The job responsibilities of this position may include cross-training in other functions to ensure satisfactory operation. EEOC Statement We are an equal employment opportunity employer. All qualified applicants will receive consideration for employment without regard to race, color, religion, gender, national origin, disability status, protected veteran status or any other characteristic protected by law.

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.

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.

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.

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.

. 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.

**Why USAA?** At USAA, our mission is to empower our members to achieve financial security through highly competitive products, exceptional service and trusted advice. We seek to be the #1 choice for the military community and their families. Embrace a fulfilling career at USAA, where our core values - honesty, integrity, loyalty and service - define how we treat each other and our members. Be part of what truly makes us special and impactful. **The Opportunity** We're looking for a collaborative and strategic HR leader to drive excellence in our HR functions through the power of data, and the ability to manage and develop a team of 10. In this role, you will be the bridge between HR, IT, and the business, ensuring our HR data solutions align with overall business strategy. You will leverage your deep understanding of HR data models, data architecture principles, and business architecture practices to design and implement scalable solutions. You'll also lead a team in developing impactful data visualizations and dashboards, providing actionable insights to support data-driven decision-making. If you are a results-oriented leader with a passion for HR analytics, business alignment, and developing high-performing teams, we encourage you to apply. We offer a flexible work environment that requires an individual to be **in the office 4 days per week.** This position can be based in one of the following locations: San Antonio, TX or Charlotte, NC. Relocation assistance **is available** for this position. **What you'll do:** + Responsible for development and execution of team strategic execution plan in coordination with departmental, CoSA, and Enterprise plans. + Accountable for internal customer relationship creation, sustainment, and strengthening through team execution and brand management. + Responsible for direct report performance management, talent development, and career progression planning + Accountable for overall teamwork product volume, quality, and business value delivery. + Accountable for overall team regulatory, risk, and internal control compliance. + Ensures industry trends and best practices are evaluated and integrated into current process, technology, and development strategic plans. + A strategic partner and subject matter expert in consulting and advising business partners on decision support solutions. + Encourages innovation, provides direction on work prioritization, manages capacity, assists with problem resolution. + Holds team members accountable for performance goals and establishes business-driven development plans for the team. + Partners with IT to build USAA core information delivery capabilities and assist process owners in retiring key UDAs. + Provides thought leadership and system thinking to influence relevant data, information, and application architecture decisions to include staying abreast of changes or evolution to industry standards. + Provides oversight and direction to the adherence of information governance and managements standards for Enterprise teams and CoSA/LOBs. + Ensures risks associated with business activities are effectively identified, measured, monitored, and controlled in accordance with risk and compliance policies and procedures. **What you have:** + Bachelor's degree in quantitative analytics field such as Economics, Finance, Statistics, Mathematics, Actuarial Sciences, Operations Research, Data and/or Business Analysis, Data Science or other quantitative discipline; OR 4 years of related work experience in statistics, mathematics or quantitative analytics (in addition to the minimum years of experience required) may be substituted in lieu of degree. + 8 years of experience in data and analytics, technical, or business-relevant function + OR If advanced degree in a STEM discipline, 6 or more years' experience in data and analytics, technical, or business-relevant function. + 3 years of direct team lead or management experience. + Experience overseeing teams conduct cost benefit analyses and leveraging results to drive business intelligence solutions. + Experience guiding teams in the gathering and authoring of business intelligence solutions for large scale complex projects. + Advanced facilitation, collaboration and consensus building skills, with extensive experience in presenting to cross-functional teams and Senior/Executive leaders. + Demonstrated subject matter expertise in applying and creating business intelligence practices, methods, and problem-solving strategies. + Experience leading and coaching others in understanding and translating needs into requirements. + Expert knowledge of relevant regulatory compliance, industry regulations, risk management practices, and regulatory data sources. + SME developing business deliverables that leverage business intelligence platforms, data management platforms, or SQL-based languages (Tableau, Business Objects, Snowflake, Hadoop, Netezza, NoSQL, ANSI SQL, or related). + Demonstrated thought leadership in embedding intuitive story telling within the business intelligence solutions and platforms including concise presentation of complex technical details. **What sets you apart:** + Experience leading teams in the development and maintenance of data visualizations and dashboards, leveraging tools such as Tableau, QlikView, BusinessObjects or similar platforms, to provide actionable insights and support data-driven decision-making. + Familiarity with HR technology landscapes, including experience working with HRIS systems and data models related to HR Technology/Engineering and HR Data Architecture. + Strong understanding of data modeling principles, data architecture concepts, and their application within the context of HR data, HR analytics, and people insights. + Experience in direct people management, including coaching, mentoring, and performance management. + Knowledge of Business Architecture principles and practices, with the ability to align data and technology solutions with overall business strategy. **Compensation range:** The salary range for this position is: $143,320.00 - $273,930.00 **.** **USAA does not provide visa sponsorship for this role. Please do not apply for this role if at any time (now or in the future) you will need immigration support (i.e., H-1B, TN, STEM OPT Training Plans, etc.).** **Compensation:** USAA has an effective process for assessing market data and establishing ranges to ensure we remain competitive. You are paid within the salary range based on your experience and market data of the position. The actual salary for this role may vary by location. Employees may be eligible for pay incentives based on overall corporate and individual performance and at the discretion of the USAA Board of Directors. The above description reflects the details considered necessary to describe the principal functions of the job and should not be construed as a detailed description of all the work requirements that may be performed in the job. **Benefits:** At USAA our employees enjoy best-in-class benefits to support their physical, financial, and emotional wellness. These benefits include comprehensive medical, dental and vision plans, 401(k), pension, life insurance, parental benefits, adoption assistance, paid time off program with paid holidays plus 16 paid volunteer hours, and various wellness programs. Additionally, our career path planning and continuing education assists employees with their professional goals. For more details on our outstanding benefits, visit our benefits page on USAAjobs.com. _Applications for this position are accepted on an ongoing basis, this posting will remain open until the position is filled. Thus, interested candidates are encouraged to apply the same day they view this posting._ _USAA is an Equal Opportunity Employer. All qualified applicants will receive consideration for employment without regard to race, color, religion, sex, sexual orientation, gender identity, national origin, disability, or status as a protected veteran._ **If you are an existing USAA employee, please use the internal career site in OneSource to apply.** **Please do not type your first and last name in all caps.** **_Find your purpose. Join our mission._** USAA is unlike any other financial services organization. The mission of the association is to facilitate the financial security of its members, associates and their families through provision of a full range of highly competitive financial products and services; in so doing, USAA seeks to be the provider of choice for the military community. We do this by upholding the highest standards and ensuring that our corporate business activities and individual employee conduct reflect good judgment and common sense, and are consistent with our core values of service, loyalty, honesty and integrity. USAA attributes its long-standing success to its most valuable resource: our 35,000 employees. They are the heart and soul of our member-service culture. When you join us, you'll become part of a thriving community committed to going above for those who have gone beyond: the men and women of the U.S. military, their associates and their families. In order to play a role on our team, you don't have to be connected to the military yourself - you just need to share our passion for serving our more than 13 million members. USAA is an EEO/AA Employer - applicants will receive consideration for employment without regard to race, color, religion, sex, national origin, age, disability, genetic information, sexual orientation, gender identity or expression, pregnancy, protected veteran status or other status protected by law. California applicants, please review our HR CCPA - Notice at Collection (********************************************************************************************************** here. USAA is an EEO/AA Employer - applicants will receive consideration for employment without regard to race, color, religion, sex, national origin, age, disability, genetic information, sexual orientation, gender identity or expression, pregnancy, protected veteran status or other status protected by law.

**_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 (***************************************************************************************************************************

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

Build an Aviation Career You're Proud Of At StandardAero, we use our ingenuity and know-how to find solutions for the simple to the most complex challenges in aviation. Together, we get the job done and done well. As a Supplier Diversity Manager / Small Business Liaison Officer (SBLO) on our procurement team, you will report to the Senior Director, Supply Chain. The SBLO provides oversight of StandardAero's company-wide Small & Diversity Business Program including outreach efforts, metrics, and reports, and supporting RFP responses and contract audits. Locations: StandardAero site. Preferred: San Antonio, TX, Cincinnati, OH, Dallas, TX, Augusta GA, Scottsdale, AZ What you'll do: * Develop a comprehensive strategy for Supplier Diversity, including the provision of adequate and timely consideration of potential small / diverse potentialities in all "make-or-buy" decisions, and manage all aspects of the program. * Support the development of an environmental sustainability commitment statement, charter, and strategic plan to incorporate environmental sustainability into the organization's current framework. * Perform an inventory of the company's supplier base ensuring each suppliers' Small / Diverse Business status is properly classified in the procurement database. * Perform strategic reviews of RFP and contract scope to develop options and opportunities for small / diverse business participation. * Drafting the company's Small & Diverse Business Subcontracting Plans in support of contractual obligations. * Establish Small / Diverse Business goal setting in response to RFPs. * Report Small / Diverse Business participation data to management on subcontracting performance and measuring company performance by government contracts and agencies. * Prepare and submit Individual Subcontracting Reports and Summary Subcontracting Reports and enter data into the federal government's electronic Subcontracting Reporting System (eSRS) and individual States' reporting structures. * Ensuring compliance with Small / Diverse Business Subcontracting goals established under Federal, State, and local contracts. * Participate in outreach to small business concerns, including by participating in small and diverse business fairs, training, and education programs. * Assist in identifying potential small / diverse business partners for review and exploration with the company's research and development, operations, and professional services teams. * Assist potential small /diverse business partners by arranging solicitations, sufficient time for the preparation of bids, quantities, specifications, and delivery schedules to facilitate their participation and give all such potential small /diverse business partners an opportunity to compete over a period. * Provide required notices to all current and potential small / diverse business partners and ensure timely payments in full to small / diverse business partners. * Cultivate positive relationships with federal, State, and local agencies who promote small / diverse business participation in contracts and coordinate the company's activities during compliance reviews by federal, State, and local agencies. * Recommend and drive implementation of changes to company policies to ensure ongoing compliance with contractual obligations, including appropriate recordkeeping procedures. * Develop and execute training plans for internal business partners to gain and maintain program adoption. * Assist internal business groups with creating solutions to meet supplier diversity compliance targets and sourcing opportunities with diverse businesses. * Assign NAICS codes to all subcontracts. * Some travel for networking and related conferences will be required. Position Requirements: * Must be authorized to work in the US, US Citizenship required * Bachelor 's degree (Business Administration or related field preferred). * Knowledge in U.S. Government, State and local procurement laws, regulations, and contract provisions regarding the utilization of small and diverse businesses * Excellent Excel/Word/PowerPoint/Access skills. * Knowledge in Government subcontracting laws, regulations, and contract clauses Preferred Characteristics: * 4+ years related experience preferred, but not required. * Previous SBLO experience or procurement audit compliance is a plus. * Ability to work in a fast-paced environment and manage multiple priorities. * Strong interpersonal and communication skills both oral and written. * Ability to establish working relationships internally, and externally with suppliers and government agencies. * Excellent negotiation skills Benefits that make life better: * Comprehensive Healthcare * 401(k) with 100% company match; up to 5% vested * Paid Time Off starting on day one * Bonus opportunities * Health- & Dependent Care Flexible Spending Accounts * Short- & Long-Term Disability * Life & AD&D Insurance * Learning & Training opportunities Raising the Standard of Excellence since 1911 With over a century of proven excellence, StandardAero has become an industry leader in MRO services and customized solutions in the aerospace field. Our shared values and learning-based culture inspire our team to exceed their potential and power our customers' missions worldwide. With on-the-job training, advancement opportunities, and excellent benefits, StandardAero invites you to experience a fulfilling and meaningful career with us. Inclusivity Is Our Standard It is StandardAero's policy to provide equal employment opportunities to all qualified applicants without regard to race, color, religion, sex, sexual orientation, gender identity, national origin, age, protected veteran or disabled status, or genetic information. Our supportive environment celebrates diversity with no room for harassment or discrimination of any kind. We invite you to bring your authentic self to our team and experience our welcoming culture. #LI-CC1

ICON is looking for a Manager to lead enablement programs and recruiting operations in support of our Talent Acquisition team. In this role, you will own strategic initiatives across the talent acquisition function and manage operational aspects of the full recruiting lifecycle. You'll drive efficiency and hire quality by championing and analyzing new programs and initiatives within the talent acquisition space. This role is based on site on ICON's Austin, TX campus and reports to the Vice President of People. RESPONSIBILITIES Own all recruiting operations processes including driving strategy, building documentation and resources as well as oversight of execution. Manage analysis and reporting of all Talent Acquisition metrics. Propose and design programs within the Talent Acquisition function to drive quality of hire, time to fill and other key metrics. Manage the offer approval and extension process. Serve as the primary point of contact for employer branding initiatives in liaison with the marketing team. Own ATS (Greenhouse) operations and processes. Manage on site interview coordination and facilitation. Support work visa/immigration processes. MINIMUM QUALIFICATIONS 7+ years of talent acquisition operations experience with a focus on driving measurable improvement. Demonstrated data literacy with proficiency in data visualization in Excel. Strong ability to problem solve independently. Experience working directly with executive level hiring managers. Experience mapping, improving, and creating new workflows and business processes. Strong attention to detail. PREFERRED SKILLS AND EXPERIENCE Relevant academic experience preferred. Experience with Greenhouse ATS. Experience with Google Workspace. Experience with Workday. ICON is an equal opportunity employer committed to fostering an innovative, inclusive, diverse and discrimination-free work environment. Employment with ICON is based on merit, competence, and qualifications. It is our policy to administer all personnel actions, including recruiting, hiring, training, and promoting employees, without regard to race, color, religion, gender, sexual orientation, gender identity, national origin or ancestry, age, disability, marital status, veteran status, or any other legally protected classification in accordance with applicable federal and state laws. Consistent with the obligations of these laws, ICON will make reasonable accommodations for qualified individuals with disabilities. Furthermore, as a federal government contractor, the Company maintains an affirmative action program which furthers its commitment and complies with recordkeeping and reporting requirements under certain federal civil rights laws and regulations, including Executive Order 11246, Section 503 of the Rehabilitation Act of 1973 (as amended) and the Vietnam Era Veterans' Readjustment Assistance Act of 1974 (as amended). Headhunters and recruitment agencies may not submit candidates through this application. ICON does not accept unsolicited headhunter and agency submissions for candidates and will not pay fees to any third-party agency without a prior agreement with ICON. As part of our compliance with these obligations, the Company invites you to voluntarily self-identify as set forth below. Provision of such information is entirely voluntary and a decision to provide or not provide such information will not have any effect on your employment or subject you to any adverse treatment. Any and all information provided will be considered confidential, will be kept separate from your application and/or personnel file, and will only be used in accordance with applicable laws, orders and regulations, including those that require the information to be summarized and reported to the federal government for civil rights enforcement purposes. Internet Applicant Employment Notices