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Career Board

Employers Reach qualified candidates within the Human Resources Industry in Austin. 
HR Professionals in Career Transition:  Find excellent Human Resources job opportunities in Austin.
Price Per Posting: $325 Austin SHRM Members / $375 Non Members 
Job Posting Price Includes:
  • 30-Day single listing
  • Position listed in the weekly Career Flash emails sent to the Austin SHRM membership while the job posting is open.
  • Position listed on Austin SHRM Social Media pages
Payment Options: Mastercard, Visa, American Express
NOTE: If ads are closed at customer's request before 30 days, fees will not be prorated, and no money will be refunded.

Austin SHRM Member Career Board Posting Form

Austin SHRM Non Member Career Board Posting Form


    • Mon, January 30, 2023 1:44 PM | Dena Culpepper (Administrator)

      Place of Business:
      City of Austin – Austin Water

      Position Description:
      Austin Water is an organization of 1,200 employees who serve more than 1,000,000 people in the Austin metropolitan area. Core business functions include operations at water and wastewater treatment plants, new construction and rehabilitation of 1,000s of miles of underground pipes, water conservation programs, and the conservation of over 43,000 acres of wild lands. The person in this position will be responsible for overseeing the administration of Austin Water’s recruitment, employee relations, leave management, and payroll programs for Austin Water’s diverse group of employees.

      Working with Austin Water provides a number of health and welfare benefits such as low-cost medical, dental, vision, paid leave time, a highly competitive retirement plan, training opportunities and more.

      Duties & Responsibilities: 
      Partners with executive management on HR programmatic analysis, in the achievement of objectives and in resolution of complex HR-related issues, providing direct operational oversight, advice, and analytical support within the assigned department. Ensures program efforts, policies, and programs are in alignment with goals and objectives of department as well as the City.
      Supports and partners with senior leader(s) and City and Departmental Executive management to implement enhancements, monitor trends that could impact operations and efficiencies, improve policies and procedures, provide solutions and recommendations for practice and process improvements, and identify training needs and solutions to operational efficiency and service quality.
      Develops and implements standard operating practices and procedures, as necessary.
      Manages assigned budget and provides input to the annual budget process; prepares cost estimates and recommendations; monitors, administers, and controls budget allocation; authorizes expenditures; and recommends and justifies capital expenditures.
      Directs implementation/administration on assigned project or process; assigns projects, sets schedules, and monitors task completion for timeliness, accuracy, and effectiveness; performs quality checks of program-related data and personnel; prepares and reviews reports to monitor and communicate performance results; and directs HR team in implementation of agreed upon actions until the problem has been resolved.
      Communicates section/division, project, and program information to management and others; and represents the City at a variety of meetings, events, and on committees regarding services, programs, plans, and projects.
      Serves as a liaison and advisor within department and between the department’s HR and other City departments, agencies, and other external organizations by providing guidance on, and interpretation of, applicable systems, policies, procedures, strategies, process work flows, and regulations; and monitors compliance with policies, regulations, laws, and program objectives.
      Investigates and responds to complaints from managers and employees, and makes recommendations.

      Minimum Qualifications:
      Graduation with a Bachelor’s degree from an accredited college or university with major course work in a field related to job, plus six (6) years of related HR experience, including at least two (2) years of which were in a supervisory capacity.
      Experience may substitute for one (1) year of the required education up to a maximum of four (4) years.

      Click here to apply. 

    • Wed, January 25, 2023 11:42 AM | Dena Culpepper (Administrator)

      Place of Business:
      Teacher Retirement System of Texas

      Position Description:
      As a hybrid position, this role will be expected to report to the TRS main office located at 1000 Red River in Austin, TX two to three days per week.

      engagement is key to any successful organization. At TRS, we value our staff and understand the importance of ensuring a healthy work environment. We are looking for the right individual to help us continue to ensure we are top Austin and US workplace!

      The Employee Relations Specialist is responsible for providing support and guidance with all levels of staff on employee relations matters. The Employee Relations Specialist will assess employee performance concerns along with behavioral and engagement concerns. They will conduct internal investigation and climate assessments as necessary. As well as develop corrective action plans or disciplinary documents as needed. This position works collaboratively with the Organizational Excellence and with all levels of TRS staff.

      This position will be posted at two levels. Selected applicant will be offered the position that aligns with education and experience level.

      Duties and Responsibilities:
      Employee Relations
      • Provides support to management and employees on employee relations policies, procedures, and programs.
      • Advises managers on employee relations matters to include assessing root causes, determining appropriate strategies for addressing problems, and coaching and supporting managers through execution of identified actions, including corrective actions as appropriate.
      • Recognizes potential statute violations in the workplace and leads or participates in investigations of such matters.
      • Conducts objective and thorough climate assessments and internal investigations of grievances and complaints, as directed.
      • Interprets historical, current, and projected data to identify problems, causes, and areas for which procedural or system changes to positively influence agency culture are indicated.
      • Advises management and employees on TRS policy.
      • Creates and conducts engaging training related to agency policies, federal/state laws, rules and regulations.
      • As needed, receives, reviews, and processes unemployment claims and participates in unemployment hearings.
      Employee Relations Support
      • Assists in the preparation of human resources reports to include gathering, compiling, and analyzing data.
      • Assists with and prepares/presents information related to employee relations matters.
      • Maintains employee relations files and ensures that the TRS records retentions standards are met.
      • Conducts exit interviews and maintains reporting related to information received from exit interviews.
      • Assists in planning, developing, reviewing, revising, and implementing human resources processes and activities related to employee relations activities.
      • Provides back-up support to department staff.
      Sr. Employee Relations Support
      • Prepares or assists in the preparation of human resources reports to include gathering, compiling, and analyzing data.
      • Prepares and presents information related to employee relations matters.

      • Maintains employee relations files and ensures that the TRS records retentions standards are met.
      • Assists in planning, developing, reviewing, revising, and implementing human resources processes and activities related to employee relations activities.
      • Provides back-up support to department staff.
      • Performs related work as assigned.

      Qualifications:
      Required Education
      • Bachelor’s degree from an accredited college or university.
      • High school diploma or equivalent and additional full-time directly related human resources generalist experience may be substituted on an equivalent year-for-year basis.
      Required Experience
      • Three (3) years of experience in coordinating employee relations activities, providing advice and consultation to all levels of management on employee relations issues.
      • Five (5) years of experience in coordinating employee relations activities, providing advice and consultation to all levels of management on employee relations issues for Sr. Employee Relations Specialist.
      • Experience developing curriculum or delivering employee relations related training.
      • Experience conducting internal employee relations investigations, which includes writing investigation reports.

      Click here to apply.

    • Thu, January 19, 2023 11:58 AM | Dena Culpepper (Administrator)

      Place of Business:
      Texas Commission on Environmental Quality

      Position Description:
      No mass lay-offs here!
      The Staffing Specialist’s role is to manage the first stage of the recruitment process by drafting job postings that will attract qualified candidates, identify candidate sourcing tools, upload postings to agency or external job boards, collaborate with hiring managers, and manage requisitions throughout the hiring process.

      WE ARE TCEQ
      Are you ready to make a positive impact in Texas? At Texas Commission on Environmental Quality (TCEQ), protecting the environment is at the heart of everything we do. Choose a career where your perspective, passion, and skills are valued. We strive to protect our state’s public health and natural resources consistent with sustainable economic development. Our goal is clean air, clean water, and the safe management of waste.
      TCEQ employees get some great perks, including a hybrid work schedule, paid leave, health insurance, and state and federal holidays. See Benefits and Perks at TCEQ here.
      TELEWORK
      This position offers an opportunity for a hybrid work schedule with a minimum 2-day work in office.

      YOUR FUTURE TEAM
      As part of TCEQ Administrative Services, you would help support the logistical and operational structure for TCEQ statewide -- the business foundation for the whole agency. See details about what we do here
      This position is a member of our Human Resources & Staff Services Division.

      Duties and Responsibilities:
      WHAT YOU WILL DO
      As a part of the division’s Compensation & Career Services team, our Staffing Specialist will play a key role in achieving TCEQ’s mission. You would use your skills and experience to:
      • Process vacancies to post including review job posting packets to ensure required documentation is complete and ensure compliance with established job posting policies.
      • Post and maintain job announcements on the TCEQ website jobs page as well as on other job boards. Develop documents in coordination with the Lead Internet Developer.
      • Manage assigned job requisitions through their full cycles including posting, screening, and analyzing offer impacts to ensure accuracy and compliance with policies. Transfer documentation for new hires to the onboarding team.
      • Source candidates, establish a network of contacts, promote the agency as an employer of choice, and advertise open positions online.
      • Resolve discrepancies such as salary issues and communicates related information to hiring managers.
      • Interpret federal, state, and agency employment laws, policies, and procedures.
      • Advise management, staff, and the public regarding the employment application process, salary administration, and other Human Resources issues.
      • Respond to customer inquiries related to the hiring process and TCEQ recruitment practices.

      Qualifications:
      MINIMUM QUALIFICATIONS
      • A bachelor’s degree from an accredited college or university.
      OR
      • Four years of full-time experience performing human resources management work.
      PREFERRED QUALIFICATIONS
      • Experience reviewing documents for completeness and/or compliance with appropriate guidelines/procedures/policies.
      • Experience working with the Centralized Accounting and Payroll/Personnel System (CAPPS), CAPPS Recruit OR other HRIS systems. Experience using other ATS.
      • Experience screening/scoring employment applications to determine qualifying work experience and/or which applicants to be referred for interviews.
      TRANSCRIPTS / COLLEGE HOURS OR COURSE WORK
      See instructions on how to attach documents here. A copy of your official college transcript or evaluation of foreign credentials in CAPPS is required if needed to meet the minimum qualification requirements outlined above.

      CURRENT TCEQ EMPLOYEES

      This position is also available as a lateral transfer opportunity (LTO) to TCEQ employees within the Human Resources Specialist III state classification. The selected candidate must meet the minimum qualifications of the corresponding job in the Human Resources Specialist III series.

      CONDITION OF EMPLOYMENT
      TCEQ will conduct a criminal history records search, driving history (if required for the job) on candidates offered employment. In compliance with ADA, if you need any special accommodations during the employment process, please contact HRSS for assistance at (512) 239-0102.
      Military Occupational Specialty (MOS) codes can be found here. Please click the hyperlink under ‘Occupational Category’ for the respective Class Title.
      Texas Commission on Environmental Quality is an Equal Opportunity Employer.

      Click here to apply.

    • Fri, January 13, 2023 1:01 PM | Dena Culpepper (Administrator)

      Place of Business:
      City Of Austin 

      Position Description:
      The Employment Services Division oversees several areas including executive recruitment, citywide job posting, development and execution of recruitment strategies and initiatives, social media recruitment outreach, criminal background checks, employment satellite offices that provide job search assistance, pre-employment assessments, job fair event planning and execution, coordination of reassigned employees during emergency and disaster activations, unemployment insurance claims response, complex hiring data analysis, and contract management. The Human Resources Supervisor will be assigned to supervise some of these areas and be expected to cross train in the areas they are not assigned. The Human Resources Supervisor will also be expected to be a working supervisor.

      Duties and Responsibilities:
      Under limited direction, supervise the daily operations and activities of specialized Human Resource (HR) professionals in support of management and other employee groups within the assigned department on a broad range of HR issues and decisions.

      1. Collaborates with and serves as strategic partner to senior leaders and management on HR programmatic analysis, with the achievement of objectives and in resolution of complex HR-related issues providing direct operational oversight, advice, and analytical support within the assigned department.
      2. Partners with and supports senior leader(s) to implement enhancements, to improve policies and procedures, and to provide solutions and recommendations for practice and process improvements as well as operational efficiency and service quality.
      3. Participates in the preparation and monitoring of budget and contracts/contractors and implementation of the departmental budget; and recommends and justifies capital expenditures.
      4. Serves as a subject matter expert providing guidance and monitoring compliance with applicable systems, policies, procedures, strategies, process workflows, and regulations, and monitors compliance with policies, regulations, laws, and program objectives.
      5. Serves as a liaison and advisor within their department and between the Human Resources Department and other City departments, agencies, and other external organizations, groups, and representatives.
      6. Supervises implementation and administration on assigned project or process; assigns projects, sets schedules, and monitors task completion for timeliness, accuracy, and effectiveness; performs quality checks of program-related data and personnel; prepares and reviews reports to monitor and communicate performance results; and directs HR team in implementation of agreed upon actions until the problem has been resolved.
      7. Investigates and responds to complaints from managers and employees and makes recommendations.
      8. Monitors program, departmental, Local, and national trends; identifies training needs and solutions; works cross-departmentally to create best practices; conducts research to support new policy and procedure development; and develops and implements standard operating practice, policy, and procedure, as necessary.

      Responsibilities – Supervisor and/or Leadership Exercised:
      Responsible for the full range of supervisory activities including selection, training, evaluation, counseling, and recommendation for dismissal.

      Must possess required knowledge, skills, abilities, and experience and be able to explain and demonstrate, with or without reasonable accommodations, that the essential functions of the job can be performed.

      • Knowledge of HR and departmental processes, techniques, and methods.
      • Knowledge of assigned HR functional areas.
      • Knowledge of practices, methods, and industry trends related to coaching, program administration, management, and leadership development.
      • Knowledge of Federal, State, and Local laws and ordinances governing personnel and employment practices.
      • Knowledge of City practices, policies, procedures, statutes, and ordinances.
      • Knowledge of supervisory and managerial techniques and principles.
      • Knowledge of fiscal planning and budget preparation.
      • Skill in oral and written communication.
      • Skill in using computers and related software applications.
      • Skill in handling multiple tasks and prioritizing.
      • Skill in handling conflict and uncertain situations.
      • Skill in data analysis and problem solving.
      • Skill in planning and organizing.
      • Ability to maintain up-to-date knowledge/education as it relates to HR, the operations of the City, and/or its departments.
      • Ability to understand key, cross-functional business issues to resolve issues through conflict management and coaching.
      • Ability to analyze HR business needs and develop short- and long-range plans.
      • Ability to work with frequent interruptions and changes in priorities.
      • Ability to train others.
      • Ability to quickly recognize and analyze irregular events.
      • Ability to establish and maintain effective communication and working relationships with City employees and the public.

      Qualifications:
      1. Experience with full cycle recruiting and/or staffing including executive-level recruiting.
      2. Experience with working with applicant tracking systems
      3. Experience leading, collaborating on and executing HR programs, projects, and processes.
      4. Experience with emergency response for disasters.
      5. Experience preparing and writing reports, memos, procedures and presentations.
      6. Experience with criminal background investigations
      7. Experience with HR data analysis
      8. Experience with unemployment claims response

      9. Experience with contract management

      Minimum Qualifications:
      Graduation with a bachelor’s degree from an accredited college or university with major course work in a field related to job, plus five (5) years of related HR experience, including one (1) year of experience which was in a lead or supervisory capacity.

      Experience may substitute for one (1) year of the required education up to a maximum of four (4) years substitution.

      Licenses and Certifications Required:
      Valid Texas Class C Driver's License

      Click here to apply.

    • Tue, January 10, 2023 1:26 PM | Dena Culpepper (Administrator)

      Place of Business: Leander ISD

      Primary Purpose:
      To design, plan, and support a vision and system of instructional leadership including the written, taught, and assessed curriculum. Direct the operation, planning, development, and administration of all curriculum-based programs in support of the district’s mission to focus on student learning. Provide regular support and guidance to campus and district administrators including the effective and efficient operation of the curriculum department, the planning, development, and implementation of professional learning focused on the district vision and goals.

      Administrator Competencies:

      • Creative Visionary who is passionately focused on effecting change and has the ability to merge data and fact with intuition, imagination, and innovation in an effort to realize the possibilities rather than be content with the probabilities.
      • Dedicated Professional who creates a supportive environment by modeling and expecting autonomy and accountability; who exemplifies ethics; who accepts and values the differences of others, exhibits empathy, and who has a sense of human wisdom, courage and compassion.
      • Inspiring Catalyst who motivates and empowers others to become leaders and risk takers, and who acknowledges expertise, celebrates successes, and honors the lives of others.
      • Life-long Learner who perpetuates self-motivated learning, and effectively drives transformation with continuous monitoring, evaluating, and adjusting. 

      Major Responsibilities and Duties:

      • Lead Curriculum staff including Core Content team, Professional Learning team, and the Assessment and Accountability team to meet the learning needs of students, staff, and community members.
      • Collaborate with Teaching & Learning Leaders and Area Superintendents to build instructional leadership capacity across system to establish a shared vision for effective instructional practice that empowers students to develop the attributes of the LISD Graduate Profile.
      • Assume primary responsibility for developing written, taught, and assessed curriculum coordinated to effectively guide a sequential and aligned EC-12 instructional program.
      • Remain well-informed and up to date about trends and developments in research based best-practices relative to teaching and learning.
      • Remain up to date on state mandates as they relate to assigned responsibilities.
      • Monitor and evaluate instructional programs on an ongoing basis using input from teachers and principals, applied research, and student data to determine effectiveness and improve outcomes.
      • Provide a final recommendation to the Chief Academic Officer and the Superintendent regarding the textbook adoption process and recommendations regarding instructional programs and materials related to the textbook adoption process.
      • Work cooperatively with district staff and campus leaders to define district needs and serve as a support to the instructional program.
      • Oversee STAAR assessment processes and procedures.
      • Supervise the use of formative and summative assessment practices to monitor student learning.
      • Build capacity across system to utilize data from formative and summative assessment practices to inform instruction and professional learning.
      • Provide campus and district leaders with research-based strategies for academic achievement.
      • Develop and coordinate a professional learning plan to ensure all educators in system receive professional learning/training on effective instructional practice relative to their content area.
      • Collaborate with other T & L leaders and Area Superintendents to the build instructional leadership capacity of campus leaders as delineated in LISD Campus Leadership profile.
      • Evaluate and improve the district-wide Instructional Coaching program to ensure systemic implementation of effective instructional practices
      • Exhibit commitment to Continuous Improvement.
      • Encourage and model innovative thinking and risk taking and view problems as learning opportunities.
      • Facilitate the integration of technology in the teaching and learning process.
      • Participate in the district-level decision process to establish and review the district’s goals and objectives and major classroom instructional programs.
      • Facilitate the coordination of campus library services.
      • Participate in effective budget planning, aligning resource allocation to district and campus goals.
      • Use a variety of communication tools and techniques to exchange information and ideas effectively.
      • Demonstrate clear and effective writing, speaking, and active listening skills.
      • Anticipate, manage, and resolve conflicts.
      • Demonstrates regular and prompt attendance.
      • Perform other duties as assigned.
      • Demonstrate clear and effective writing, speaking, and active listening skills.
      • Anticipate, manage, and resolve conflicts.
      • Demonstrates regular and prompt attendance.
      • Perform other duties as assigned.

      General Qualifications Guidelines:

      • Education/Certification/Experience:
      • Bachelor’s degree required. Master’s or Doctorate preferred.
      • Valid Texas Certification preferred.
      • Campus principal experience strongly preferred.
      • Supervisory experience required. 

      Click here to apply.

    • Fri, January 06, 2023 12:47 PM | Dena Culpepper (Administrator)

      Place of Business:
      Public Utility Commission of Texas

      Position Description:
      Human Resources is seeking a Talent Acquisition and Diversity Inclusion Specialist to join a dynamic team and who has a desire to work in the utility regulatory industry, with a strong initiative, who would like to put their expertise and interest to work performing highly complex to highly advanced (senior-level) recruiting, diversity and inclusion human resources management work in the Human Resources (HR) section of the Executive Director’s Division.  Work involves administering the PUC recruitment program through actively recruiting potential agency staff and overseeing the diversity and inclusion program.  Assigned duties are performed under limited to minimal supervision of the Human Resources Director with moderate to extensive latitude for the use of initiative and independent judgment.

      Duties and Responsibilities:

      • Manage all aspects of the recruiting process including guiding and supporting leaders, building and developing a diverse and robust candidate pipeline, while ensuring consistent application and compliance with all applicable policies, procedures, and Federal and State laws.
      • Design, develop, and implement a diversity and inclusion program to include recruiting and hiring strategies, inclusive interview practices, and diversity, equity, inclusion, and accessibility initiatives.
      • Update and implement a recruitment plan for the PUC to include strategies to decrease underutilization of applicable minority groups.
      • Collaborate with the Communications department and recruitment resources to strengthen employer branding and social media presence to attract a robust candidate pool.
      • Participate in networking opportunities with outside resources (business associations, educational institutions, industry organizations, minority organizations), external career events, career fairs and other events to support the PUC’s hiring efforts and increase the candidate pool.
      • Consult with hiring managers to understand the roles of positions to be filled and profiles of ideal candidates.
      • Develop and update job descriptions to include collecting and analyzing job information and documenting the essential job functions; writing and reviewing job descriptions for new and existing positions and developing and maintaining a system to keep job descriptions current.
      • Develop and implement special tactics for the recruitment of traditionally hard-to-fill positions.
      • Use alternate candidate sources and explore creative methods for filling job postings.
      • Inform candidates of job duties, responsibilities, work schedules, compensation and benefits packages, and career advancement opportunities.
      • Stay informed of developments and emerging trends in the areas of candidate market, employer branding, diversity and inclusion, wages and salaries, employee benefits, and Human Resources best practices.
      • Provide a high-level of customer service by providing timely assistance and responses to candidates, hiring managers, and community partners.
      • Monitor and analyze applicant data; gather and analyze data for assigned projects.
      • Assist with special projects as assigned.
      • Update required employee certifications and licenses in CAPPS HR/Payroll.
      • Assist with New Employee Orientation (NEO).Assist with other HR related job duties as assigned.
      • Conduct reference checks, employment verifications and may extend offers of employment.
      • Keep abreast of state and federal laws that affect HR and make recommendations as appropriate.
      • Maintain the highest level of confidentially in HR matters and any other issues affecting the agency.
      • Moderate level of travel required.
      • Demonstrate a spirit of teamwork, offering positive and constructive ideas, encouragement, support to other members of the staff and team, and respond professionally to constructive feedback from others, while upholding the PUC’s mission and core values.
      • Adhere to all PUC personnel policies and division procedures and perform other work as assigned.

      Qualifications:

      • Human Resources Specialist IV: Undergraduate degree from an accredited college or University and a minimum of three (3) years’ experience in full life cycle recruiting (posting, recruitment, application process, screening and hiring) OR a high school diploma or GED equivalent and a minimum of seven (7) years’ experience in full life cycle recruiting (posting, recruitment, application process, screening and hiring).
      • Human Resources Specialist V: Undergraduate degree from an accredited college or University and four (4) years’ experience in full life cycle recruiting (posting, recruitment, application process, screening and hiring) OR a high school diploma or GED equivalent and a minimum of eight (8) years’ experience in full life cycle recruiting (posting, recruitment, application process, screening and hiring).
      • Human Resources Specialist VI: Undergraduate degree from an accredited college or University and a minimum of five (5) years’ experience in full life cycle recruiting (posting, recruitment, application process, screening and hiring) OR a high school diploma or GED equivalent and a minimum of nine (9) years’ experience in full life cycle recruiting (posting, recruitment, application process, screening and hiring).

      Preferred Qualifications:

      • Undergraduate or graduate degree from an accredited four-year college or university with major coursework in Human Resources Management, Public Relations, Communications or related field.
      • Previous experience recruiting for state government agency.
      • Experience with CAPPS Recruit
      • Experience in the development and implementation of a diversity and inclusion program.
      • Experience recruiting hard-to-fill positions.
      • Demonstrated record of building and nurturing business partnerships designed to cultivate and maintain strong talent pools.

      Click here to apply.


    • Tue, January 03, 2023 4:02 PM | Dena Culpepper (Administrator)

      Place of Business: YMCA of Austin

      Position Description:
      We'll be accepting applications until January 31, 2023, and plan to reach out to qualified candidates in mid-January.

      The Vice President, People Strategy & Performance is a mission-driven, strategic, and operations-oriented thinker that will help the YMCA of Austin build and cultivate a strong, innovative, and equitable workforce. As the Vice President of People Strategy & Performance, your responsibilities will be broad and strategic, as well as tactical. You will develop and execute strategies that will build and strengthen all HR functions, including recruitment and talent management, compensation and evaluation, benefits administration, compliance, and employee relations. You will also design and recommend solutions and systems that support the enterprise’s commitment to diversity, equity, inclusion, and belonging (DEIB). Reporting directly to the Chief Strategy & Innovation Officer, you will partner closely with other senior leaders throughout the enterprise, as well as liaise with the Executive Team and employee-led groups to achieve strategic imperatives.

      Salary: $135,000 - $145,000 per year. Final compensation is based on factors such as the candidate's skills, qualifications, and experience.

      Rewards we offer you:

      • Full benefits package including Dental, Vision & Health Insurance
      • Up to 48 days of PTO over vacation, holidays, personal, and sick leave
      • Free Household Membership to facilities operated by the YMCA of Austin (worth $1,000 annually)
      • 12% Employer-Funded Retirement Plan upon meeting eligibility
      • Learning and development workshops and trainings
      • Career advancement opportunities

      Job Duties and / or Responsibilities:

      • Builds trusting, strong and collaborative relationships with the People Strategy & Performance team and the broader Strategy & Innovation Group, the Operations Group, other senior leaders, as well as staff at all levels across the Association to advance critical priorities
      • Works with the People Strategy & Performance team (part of the Strategy & Innovation Group), to provide direction for recruiting, hiring, onboarding, and leadership development by providing feedback, coaching, mentoring, and employee development opportunities
      • Holds team accountable for achieving at high levels to meet strategic goals and objectives
      • Models inclusive leadership behaviors and embraces all dimensions of diversity – building strong teams that apply their diverse skills and perspectives to our mission
      • Responsible for hiring, coaching and managing all direct reports and ensuring alignment with association people practices for all positions within their organizational structure
      • Conducts Cycle Check-ins and the Annual Check-In with direct reports to ensure progress with OKRs, provide ongoing coaching and feedback, and discuss development opportunities
      • Implements a goal-based leadership approach (OKR methodology) and ensures the development department is actively working towards supporting organizational-level objectives and key results
      • Strategic Leadership & Talent Management (25%)
      • Along with the Chief Strategy & Innovation Officer (CSIO), develops OKRs and strategies related to talent management and DEIB to meet organizational strategic imperatives
      • Designs and delivers transformative strategies, programs, and initiatives resulting in effective talent acquisition, onboarding, engagement, performance, and a welcoming culture that elevates diverse talent and experience
      • Crafts and consistently implements an effective communication strategy, proactively outlining the vision of the people and equity initiatives across the organization
      • Designs and drives innovative and transformative talent management and equity initiatives
      • Develops and implements comprehensive and competitive employee attraction, recruitment, retention, and management programs
      • Evolves and formalizes HR processes with a keen focus on DEIB, talent acquisition, talent management, and total rewards
      • Provides leadership and consulting support to executives and senior leadership on matters of reinforcing culture, equity, diversity, inclusion, and belonging
      • Proactively partners with senior and executive leaders to identify future business needs and designs and implements talent solutions-Assesses current performance management, talent management, career management, and succession planning practices to determine strengths and improvement areas, designs and implements system-wide solutions
      • Develops and implements a talent management process that includes a review of talent by the executive team with a focus on critical roles, related succession planning, and assessing high potential talent
      • Designs and delivers management enablement programs and initiatives that ensure we have the necessary capabilities at all levels of management and leadership
      • Develops standardized frameworks and systems to equip people managers with the skills, knowledge, and abilities to lead high functioning teams
      • Partners with the Senior Director of OED & IT to design learning and development programs that align with organizational core competencies and career pathways
      • Represent the YMCA of Austin locally, regionally, and nationally, both inside and outside the organization.
      • Manages and selects technology-based systems that meet the Association’s talent acquisition, talent management, compliance, benefits administration, and payroll business needs
      • Refines and/or builds key HR infrastructure, processes, policies, systems, and procedures to improve the overall operations and effectiveness
      • Benchmarks, assesses, enhances, and streamlines existing practices and collects and applies data for ongoing process improvement in all aspects related to the employee lifecycle
      • Establishes and implements compliant employee personnel files and recordkeeping practices
      • Partners with Finance on the oversight of the HRIS to ensure accuracy and legal compliance
      • Partners with the Senior Director, People Strategy & Performance to lead and resolve complex and sensitive employee relations issues related to employee matters such as employee complaints, and harassment allegations. -May conduct investigations and facilitate the resolution of complaints.
      • Ensures compliance with employment laws, legislation, and Association policies. Maintains knowledge of trends, best practices, regulatory changes, and new technologies in HR, talent management, and DEIB
      • Ensures timely and accurate submission of data requested by the EEOC, YMCA of the USA, Department of Labor, etc.
      • Partners with the senior leadership and executive teams to drive forward DEIB people-related initiatives to ensure the Association promotes and cultivates a diverse, equitable, and inclusive work environment
      • In partnership with the CSIO, leads the implementation of the organization’s DEIB people strategy and ensures that it is embedded in all department programs and processes, and across the Association
      • Executes the YMCA of Austin’s people and DEIB strategy in support of organizational priorities and culture-Functions as a strategic partner and business advisor to executive and senior leaders regarding key organizational and management issues with a commitment to diversity, equity, inclusion, and belonging
      • Works with other senior leaders across the organization as a key business partner to develop strategies that will enable the Association to hire and retain top talent, and ensures equitable hiring
      • Partners with senior leaders in Operations, Marketing, and Programs to build a strong employment brand; clearly defining and promoting the YMCA of Austin’s unique employee value proposition
      • Stays abreast of emerging workplace trends to attract and retain talent
      • Oversees the development and implementation of a comprehensive and competitive talent attraction and recruitment program to meet the people needs of the Association
      • Creates insights from data to inform processes and improvements to drive a culture consistent with the YMCA of Austin’s values
      • Leads the design and process for gathering employment and feedback through the annual engagement survey, pulse surveys, new hire/onboarding surveys, and exit surveys, analyzing results with executive and senior leadership and ensuring coordinated support to develop and monitor improvement strategies
      • Working with the Senior Director of People Strategy & Performance, develops and implements rewards and recognition systems and processes
      • Partners with the Senior Director of OED & IT to determine association-wide employee development needs and implements effective methods to educate and cultivate the capacity for enhanced organizational performance
      • Continually assesses the competitiveness of all people programs and practices against the relevant comparable companies, industries, and markets
      • Establishes an infrastructure and approach for effective data collection, analysis, and reporting for the People Strategy & Performance and DEIB functions
      • Drives implementation and adoption of people analytics to support thoughtful, data-driven people decisions
      • Designs use of metrics and analytics to assess current processes – identifying areas for improvement and implementing solutions
      • Ensures that talent and DEIB outcomes are effectively analyzed, reported, and actioned, in line with the overall Association strategy
      • Other duties as assigned

      Minimum Qualifications:

      • A bachelor’s degree (Master’s preferred) in human resources, business, education, or equivalent field with a minimum of 10 years of progressively responsible and successful executive leadership experience in human resources (required).
      • SHRM-CP or SPHR certification is required.

      Click here to apply.

    • Tue, January 03, 2023 3:27 PM | Dena Culpepper (Administrator)

      Place of Business: Texas Dept. of Transportation

      Position Description:
      TxDOT’s Human Resources Division is looking for a talented HR professional to join their team in Austin, Texas. If you have an inordinate passion for positively impacting the lives of others, enjoy a fast-paced environment, thrive on a variety of challenging work, and are looking to join a diverse workforce of almost 12,000 where you can build an exciting career, let’s talk.

      We are looking for an experienced individual who will spend their day multi-tasking on a wide variety of HR duties to include: creative job postings, onboarding, new employee orientation, administering benefits and leave, employee relations, performance management, and interpreting policy and procedures. The ideal candidate is someone who is an active HR business partner with extensive knowledge and experience in guiding management through employee relations matters and managing disciplinary action.

      Work Locations: Stassney Hq - Main 6230 East Stassney Lane, Austin 78744
      Travel: Yes, 10 % of the Time

      Shift: Day Job Shift Details: 40 Hours per week (M-F)
      Location Flexibility: Hybrid Location
      Flexibility Details: This position is eligible for telework. The number of days of telework will vary based on the business need.

      Job Duties and / or Responsibilities:

      • Performs highly complex human resources-related work in a district or the Human Resources Division. Responsible for one or more human resources program(s). Work requires reviewing, preparing, and maintaining confidential information. Work requires contact with management, employees, retirees, health care providers; and state and federal agencies. Employees at this level establish their own work plan and priorities to meet set objectives. Issues are rarely referred to the supervisor but are handled at the occurrence.
      • Serves as an HR Generalist providing information, answering questions and advising employees, supervisors/managers, on Human Resources policies and procedures by adhering to high customer service standards.
      • Establishes a sound partnership with customers by analyzing data and providing proactive feedback, analysis and recommendations.
      • Keeps up to date and interprets human resources policies and procedures and pertinent state/federal rules and regulations.
      • Prepares, reviews, monitors, audits, explains and processes correspondence, reports, forms, transactions and maintains confidentiality of sensitive issues.
      • Administers leave programs and related benefits such as Family Medical Leave (FMLA) Americans with Disabilities Act (ADA), Leave of Absence etc.
      • Coordinates and conducts New Employee Orientation, annual enrollment activities, general meetings or other human resources trainings.
      • Informs employees of changes affecting compensation and benefits. Coordinates and prepares job requisitions; updates applicant information in automated human resources information systems.
      • Assists supervisors/managers with applications and hiring process.
      • Enters, retrieves and analyzes personnel transactions, leave accounting and insurance information using automated systems.
      • Assists employees and supervisors/managers with Safety Impact random drug testing, disciplinary matters, special leave and appeals process.
      • Responds to inquiries and complaints regarding human resources policies and procedures.
      • Performs other job responsibilities as assigned and drive for the department.

      Minimum Qualifications:
      Education: Bachelor's Degree in business, public administration, human resources or related field. Relevant work experience may be substituted for education on a year per year basis. Substitutions for Minimum Qualifications

      Experience: 3 years administrative support, customer service, and/or human resources experience. (Experience can be satisfied by fulltime or prorated parttime equivalent).

      Licenses and Certifications: Valid driver’s license. This position requires driving a state vehicle.

      Salary: $57,600-$63,600

      Click here to apply.

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