Place of Business: New Braunfels Utilities

Position Description: The Learning and Engagement Specialist I supports the Learning and Engagement team through independent project ownership and collaborative program delivery that advance organizational learning, workforce readiness, and employee experience. This role leads execution of onboarding and foundational learning initiatives, supports leadership and career development offerings, facilitates training, and contributes to content development and evaluation efforts. The Specialist plays a central role in delivering consistent, high quality learning experiences across the organization.

Essential Duties & Responsibilities:

Program Management & Delivery

• Lead execution of onboarding experiences for new employees and employees transitioning into new roles.
• Develop and maintain onboarding resources, toolkits, and communication materials.
• Ensure departments and people leaders are prepared to support effective onboarding and role transitions.
• Coordinate and deliver foundational learning experiences for employees at all levels.
• Support design and delivery of leadership and career development offerings.
• Maintain engagement opportunities and learning communities that extend development beyond formal training.

Training Design, Facilitation, & Reinforcement

• Research, develop, and facilitate instructor led learning experiences with a focus on learner experience and application.
• Prepare training materials, resources, and follow up content to reinforce learning outcomes.
• Facilitate training independently and in partnership with team members, ensuring consistent quality and delivery standards.
• Assist in digital content development, including video and online learning materials.
• Design and implement reinforcement strategies that support sustained application of learning in the workplace.

Evaluation, Data, and Reporting Support

• Ensure consistent collection and entry of data for learning and engagement evaluation.
• Track participation, attendance, and feedback to support impact reporting.
• Support department leadership in maintaining dashboards, surveys, and metrics that communicate impact across the organization.
• Provide timely reports to Learning and Engagement leadership and organizational partners.

Cross-Organizational Engagement Coordination & Support

• Partner with the Learning and Engagement team and other departments to coordinate cross organization learning and engagement initiatives.
• Contribute to planning meetings and program development to ensure offerings align with organizational priorities.
• Support implementation of service standards that ensure excellence in delivery and employee experience.

Professional Development & Team Support

• Stay informed on learning and engagement best practices to contribute ideas and continuous improvement.
• Participate in team meetings, planning sessions, and departmental initiatives.
• Provide backup facilitation and program support as needed.
• Clearly communicate desired opportunities for growth and professional development.

General Responsibilities

• Maintain regular attendance; leave schedule should be managed to not interfere with the ability to accomplish tasks, including special projects and assignments with deadlines
• Adhere to NBU safety guidelines and practices at all times and in all situations
• Maintain a clean and safe work area, office, field site, and vehicle as applicable
• Develop & maintain effective customer service skills for communications with co-workers, customers, and the public in general
• Maintain strict confidentiality of business, employee, and customer information in written and oral communications and safeguard sensitive documents
• Adhere to NBU policies and procedures
• Exemplifies NBU Core Values
• Participate in and support initiatives to reach annual NBU Performance Measures

Minimum Qualifications: 

Formal Education and Work Experience Requirements:

• Degree/Diploma Obtained: Bachelors
• Work Experience Time Frame: Three Plus Years Field of Study: Instructional Design or related
• Other: Adult Education, Training Facilitation, Learning Design, or a related field.
• Additional years of service may be considered in lieu of a formal degree.

Certification and Licensure(s) Requirements

• Gallup Global Strengths Coach certification (preferred)
• Experience with Crucial Conversations, Liberating Structures/Participatory Learning, Action Learning, and hybrid training environments is preferred but not required.

Other Minimum Qualifications

• Proven experience in designing and delivering effective onboarding programs and training initiatives.
• Strong understanding of adult learning principles and training methodologies.
• Excellent communication, presentation, and interpersonal skills.
• Ability to work collaboratively with cross-functional teams and stakeholders.
• Strong organizational and project management skills.

Salary: $70,420 - $91,546.03

APPLY HERE

Place of Business:  Travis County

Position Description: Travis County’s Human Resources Management Department is seeking a Compensation Manager to join their dynamic team. The Human Resources Management Department works to position Travis County as an employer of choice through balanced, efficient and collaborative strategic partnerships.

The Travis County Compensation team is responsible for providing fair and equitable compensation to the best resource the County has – it’s people! The successful candidate will be creative and enthusiastic about looking at compensation as a strategic function of county business and not just a task to complete.

The ideal candidate:

• Collaborates strategically with hiring managers, contractors, and other stakeholders to complete market research studies and classification projects to ensure competitive and equitable pay scales.
• Is comfortable working with all levels of staff, from HR Liaisons to County Executives and Elected Officials
• Communicates effectively to guide departments through the nuances of a comprehensive compensation structure and how to apply it to their department processes.
• Is proactive in directing the development of staffing strategies; streamlines and enhances staffing systems, tracking, reporting, and analysis.
• Manages and supports assigned staff, establishing operational objectives and assignments, and monitoring performance.
• This position works under direction with increasing latitude for independent judgment.

DISTINGUISHING CHARACTERISTICS:

This is a job classification within the Human Resources job family. Senior level Human Resources Management position for a corporate functional management department. This classification may require a flexible work schedule to meet the needs of the department.

Job Duties and/or Responsibilities:

• Manages and evaluates the performance of Human Resources professionals and administrative staff.
• Leads, directs, and coordinates strategic initiatives with staff, peers, and customers to foster continuing improvements in processes and services.
• Keeps abreast of market trends related to compensation issues and legislative or regulatory trends.
• Schedules, monitors, and deploys human, operating, and capital resources to accomplish policies, plans, and programs and achieve performance outcome measures.
• Directs, develops, and monitors organizational policies and operating procedures. Coordinates with division directors, departments, agencies, and organizations to accomplish goals and objectives.
• Consults with managerial and executive staff countywide regarding employment decisions, policy interpretation, staffing options, organizational design, compensation, and classification determinations.
• Provides recommendations to upper management for all compensation needs, which includes the hiring process, compensation and classifications, Equal Pay Act, FLSA, and I-9.
• In cooperation with upper management and other County supervisors, plans, proposes and implements compensation policies, procedures, and operating practices.
• Collaborates with the executives, managers, consultants, association representatives, and staffs to develop, implement, modify, and administrate compensation and classification system, and various pay scales to accomplish goals and objectives.
• Initiates projects that support customer needs that may include organizational studies and analysis and provides recommendations on appropriate course of action, and customized solutions.
• Prepares narrative, administrative, statistical, and analytical reports.
• Administers, reviews, and provides recommendations to upper management concerning job analysis projects, compensation justification, budget information for new positions, reclassifications, job postings, and Position Analysis Questionnaire (PAQ) content.
• Procures consulting services from vendors to include price negotiations, contract review, and content/scope analysis.
• Advises, consults, and collaborates with Elected and Appointed Officials, Department Heads, department management, and employees on compensation or related issues, policies, and operational procedures, including personnel actions, reorganizations, and classification changes.
• Presents recommendations to Commissioners Court for actions on compensation programs.
• Advises and serves on committees related to compensation and classification.
• Performs other job-related duties as assigned.

Minimum Qualifications

Education and Experience:

Bachelor’s degree in Personnel Management, Human Resources Management, Public Administration, Business Administration, Organizational Development, or a directly related field AND seven (7) years of directly related demonstrated experience as to assigned Human Resources position, including four (4) years of which must have been in a responsible position within Compensation, and including three (3) years of mid to senior level supervisory or management experience.

OR:

Any combination of education and experience that has been achieved and is equivalent to the stated education and experience and required knowledge, skills, and abilities sufficient to successfully perform the duties and responsibilities of this job.

Licenses, Registrations, Certifications, or Special Requirements: Valid Texas Driver’s License.

Preferred:

• Master’s degree in Personnel Administration, Human Resources Management, Public Administration, Business Administration or a directly related field.
• Certified Compensation Professional (CCP).
• Senior Professional in Human Resources (SPHR); OR, * Professional in Human Resources Certification (PHR).
• Society of Human Resources Management Senior Certified Professional (SHRM-SCP); OR, Society of Human Resources Management Certified Professional (SHRM-CP).
• HR Generalist background and experiences needed to manage Human Resources programs, processes and initiatives including compensation.

APPLY HERE