Place of Business: The Association of Texas Professional Educators

Position Description: The Association of Texas Professional Educators, Texas' largest professional association for public school employees, seeks an experienced, detail-oriented Office Administrator/Payroll & Benefits Specialist for its main location in Austin, Texas.

Job Duties and / or Responsibilities: 

The ideal candidate should be able to complete the following essential functions:

• Process biweekly payroll
• Process, submit, and reconcile department invoices
• Reconcile and report EOM, EOQ, and EOY processes along with payroll tax reporting
• Create and export Excel reports for various purposes
• Assist the HR/Operations Director with open enrollment
• Assist the HR/Operations Director with annual budgeting
• Manage the documentation of the life cycle of all employees
• Assist employees with payroll and benefits questions
• Hold responsibility for purchases, office equipment repairs, and furniture
• Serve as co-liaison with the HR/Operations Director for ATPE facilities management
• Manage day-to-day general office operations
• Maintain and update HR policies, procedures, and checklists related to employee records and payroll processing

Minimum Qualifications:

The Office/Administrator/Payroll & Benefits Specialist should have:

• Good analytical, data gathering and attention-to-detail skills
• Good organizational and time-management skills
• Ability to multi-task, prioritize projects, and meet deadlines
• Ability to communicate clearly and effectively both verbally and in writing
• Basic working knowledge of MS Word, Teams and Outlook
• Intermediate knowledge of Excel and HRIS systems
• 5 years-plus experience with payroll processing software such as PAYCOM is a plus

We are looking for a team player who will embrace our core values of Service, Communication, Teamwork, Professionalism, and Excellence. This position is a hybrid position. We offer a competitive salary, excellent benefits, and a pleasant, team-oriented work environment. If you are interested in joining the best educator association in Texas, please send us your current resume with a cover letter that includes your salary requirements. Principals only. Recruiters, please don't contact this job poster. Do NOT contact us with unsolicited services or offers. EOE.

Salary: $73,000+ based on experience

Apply HERE:

Place of Business: McGinnis Lochridge

Reports to: Executive Director

Location: Austin, TX – in office five days a week

About McGinnis Lochridge: For almost 100 years, McGinnis Lochridge has provided legal expertise through its offices in Austin, Houston, Dallas, McAllen and Decatur, Texas. We are the oldest law firm founded in Austin and have more than 70 attorneys throughout the firm. McGinnis Lochridge provides legal counsel on litigation, arbitration, and transactional matters in business and financial matters serving clients in many areas of Texas’ most predominant industries, including oil and gas, electric energy, employment & labor, corporate, technology, land use, environmental, water and real estate, among others. Please visit mcginnislaw.com for more information.

Job Summary: The Human Resources Manager will plan, lead, direct, develop, and coordinate the policies, activities, and staff of the Human Resources (HR) department, ensuring legal compliance and implementation of the firm’s mission and talent strategy.

As Human Resources Manager, you will oversee administration of hiring, retention, termination, performance appraisals, job descriptions, personnel records, legal compliance, payroll, compensation, benefits, and long-term staffing strategies, as well as provide hands-on leadership and guidance to the HR function. This is a very hands-on, in office role where you will be expected to actively participate in day-to-day operations.

Job Duties and/or Responsibilities:

• Ensure the effective administration of all Human Resources functions.
• Recruit, interview, and select employees to fill staff positions.
• Plan and conduct new employee orientation.
• Keep records of benefit plan participation, including insurance and retirement plans; personnel transactions such as hires, performance evaluations, and terminations; and employee statistics for government reporting.
• Work with management in procuring employee benefit insurance plans, and administer benefit programs, including insurance, retirement, 401k, leave, employee assistance, and anniversary recognition.
• Ensure compliance with applicable local, state, and federal laws, including but not limited to ADA/ADAAA, ACA, EEO, FLSA, and FMLA
• Respond to inquiries regarding policies, procedures, and programs. Update Handbook, policies, job descriptions, etc., as necessary.
• Administer staff performance management program to ensure effectiveness and compliance; educate managers on content and execution; advise managers on performance management and employee relations issues and enable them to manage future issues effectively.
• Conduct compensation and benefit analysis to ensure program and cost effectiveness and competitiveness within the legal market.
• Prepare and manage the Human Resources budget, monitor and control department expenditures, and process monthly Human Resources services invoices.
• Maintain and manage HRIS and payroll systems.
• Support assigned committees of the firm.
• Collaborate closely with other managers to ensure smooth running of office and integration with firmwide culture and activities.

Minimum Qualifications:

• Minimum of 10 years’ prior work experience in a similar role in a professional services environment
• Bachelor’s degree in related field (Human Resources, Organizational Development, Business Administration). Candidates that have a combination of experience and education will be considered.
• Human Resources certification preferred (e.g. PHR, SPHR, etc).
• Strong leadership, collaborative, and consensus-building skills to work closely and successfully with attorneys, managers, and staff.
• Able to identify and analyze issues and problems and recommend and implement solutions.
• Able to work well in a dynamic environment, and to respond effectively with calm, resourcefulness, and flexibility in demanding situations.
• Proficiency in Microsoft Office (Outlook, Word, Excel, and PowerPoint), Adobe Acrobat, and enterprise HRIS software
• Excellent interpersonal and written and verbal communication skills
• Professional, tactful, honest, respectful, courteous, cooperative, and client-centric spirit
• Strong project management, including demonstrated ability to multi-task, prioritize, analyze, organize, attention to detail, follow through, delegate, and negotiate.
• Ability to travel to offices outside of Austin.

The above information describes the general duties and requirements necessary to perform the principal functions of the position. This job description shall not be construed as a detailed description of all the duties and requirements that may be necessary in this position.

How to Apply: Interested applicants should send a cover letter and resume to hr@mcginnislaw.com. McGinnis Lochridge is an equal employment opportunity employer.

To all recruitment agencies: McGinnis Lochridge does not accept candidate resumes from agencies or recruiters. Please do not forward resumes to our HR email or other McGinnis Lochridge employees. McGinnis Lochridge is not responsible for any fees related to unsolicited resumes.

Apply HERE

Place of Business: Teacher Retirement System of Texas

Position Description:
We’re hiring a Senior Compensation Analyst to join a mission driven organization with long term stability, where compensation work is visible, meaningful, and directly impacts employees and leaders. As part of a highly collaborative compensation team, this role blends analytics, strategy, and hands on execution by leading market pricing, job evaluations, and benchmarking, supporting salary administration activities such as merit cycles, adjustments, and equity reviews, and partnering closely with HR colleagues and leaders to support competitive and equitable pay practices.

The role is expected to operate at a senior level, although we are open to candidates at an intermediate stage who demonstrate strong partnership capability and readiness to grow into broader scope. Success in this position requires comfort working in gray areas where answers are not always clear, the ability to balance structure with flexibility as priorities shift, and skill in analyzing compensation and workforce data and translating findings into clear, actionable recommendations. This is a collaborative role for someone who enjoys influencing outcomes through partnership, communicates complex information clearly, and embraces learning, technology, and new ways of working.

This position will be posted at two levels:

• The Compensation Analyst role emphasizes hands on execution and skill development, supporting core compensation activities and applying policies with guidance.
• The Senior Compensation Analyst role reflects increased leadership and judgment, leading key compensation analyses, advising leaders on complex decisions, and influencing compensation practices through independent analysis and expertise.
• The successful candidate will be offered the position that most closely matches their education and experience.

Senior Compensation Analyst - $100,000.00 - $128,000.00

Compensation Analyst - $74,000.00 - $96,000.00

Job Duties and / or Responsibilities:

Compensation:

Senior Compensation Analyst

• Lead job analysis, job evaluation, and job description development across assigned areas.
• Conduct market pricing and benchmarking using multiple survey sources and recommend competitive pay ranges.
• Manage the TRS Compensation Plan, including maintaining salary ranges, conducting annual structure updates, and assessing overall market competitiveness.
• Administer salary programs, including merit planning, promotions, and complex salary adjustments.
• Consult with leaders and HR partners on compensation decisions, classification, FLSA determinations, and equity considerations.
• Provide expert guidance on compensation policies, practices, and regulatory requirements.

Compensation Analyst

• Conduct job analysis and maintain accurate job descriptions and classification documentation.
• Support market pricing and benchmarking activities using established survey sources.
• Administer salary actions, including merit increases, promotions, and equity adjustments, in accordance with guidelines.
• Review position classifications and FLSA designations for routine staffing actions and job postings.
• Provide guidance to managers and HR partners on compensation and classification questions.
• Support compliance with the TRS Compensation Plan and applicable employment laws.

Workforce and Data Analysis:

Senior Compensation Analyst

• Analyze compensation and workforce data to identify trends, risks, and impacts on pay practices.
• Develop complex analyses, dashboards, and presentations for leadership and governance bodies.
• Translate data into insights and recommendations to support strategic compensation decisions.
• Ensure data integrity across HRIS, payroll, and reporting systems.

Compensation Analyst

• Prepare standard and ad hoc compensation and workforce reports.
• Maintain and validate compensation data within HR and reporting systems.
• Compile data to support compensation reviews and decision making.
• Assist with preparation of materials for leadership discussions and committees.

OE Support, Collaboration, and Continuous Improvement:

Senior Compensation Analyst

• Lead or play a key role in compensation related projects and cross functional initiatives.
• Recommend enhancements to compensation programs, processes, and tools.
• Support development and refinement of compensation and HR policies and procedures.
• Conduct research and analysis on the impact of legislative or regulatory changes.

Compensation Analyst

• Support compensation operations, projects, and annual cycle activities.
• Participate in OE workgroups and cross functional initiatives.
• Contribute to maintaining compensation related documentation, tools, and procedures.
• Identify and support process improvements.

Required Education:

• Bachelor’s degree in Human Resources, Business Administration, Finance, or a related field

or

• A high school diploma or equivalent with additional directly related professional experience, substituted on an equivalent year for year basis

Required Experience:
This role may be filled at either the intermediate or senior level based on the candidate’s experience, skills, and demonstrated capability.

Intermediate level:

• 3+ years of progressively responsible professional experience in human resources or a related field
• 2+ years of experience supporting compensation analysis, salary administration, job evaluation, or related work

Senior level:

• 5+ years of progressively responsible professional experience in human resources or a related field
• 3+ years of experience designing, analyzing, and administering compensation programs, with demonstrated experience providing consultative guidance on pay decisions

Preferred Qualifications:

• Professional certification such as CCP, PHR, SPHR, or SHRM CP, or progress toward certification
• Experience supporting compensation programs in a complex, fast moving environment, such as healthcare, technology, insurance, financial services, or similarly data driven industries
• Demonstrated experience with market pricing, salary survey participation, job benchmarking, and internal equity analysis
• Strong analytical skills with the ability to translate compensation and workforce data into clear, actionable insights for leaders
• Advanced proficiency in Excel and experience working with HRIS and compensation systems
• Demonstrated ability to partner effectively with leaders and HR colleagues, communicate complex information clearly, and build credibility with stakeholders

Salary: Will be based on education and experience

Apply HERE

Place of Business: The Housing Authority of the City of Austin

Position Description: Ready to lead a people strategy with real community impact? The Housing Authority of the City of Austin (HACA) is hiring a Vice President of Human Capital and Leadership Development to join our executive leadership team. Reporting directly to the President & CEO, this role leads agency‑wide strategy across talent acquisition, leadership development, employee engagement, performance management, and HR technology—shaping culture and building a strong leadership pipeline for a mission‑driven organization serving Austin. If you’re an experienced HR executive who thrives in complex environments and wants your work to matter beyond the organization, we’d love to connect.

Job Duties and / or Responsibilities:

Strategic Leadership & Organizational Development

• Execute a comprehensive human capital strategy aligned with HACA’s five-year strategic plan.
• Lead initiatives for succession planning, workforce forecasting, and high-achieving professional development programs.

Talent Management & Recruitment

• Oversee innovative recruitment and onboarding strategies managed by the Recruitment Manager to attract top-tier talent.
• Inform staffing decisions through detailed workforce metrics and talent pipeline analysis.

HR Operations & Compliance

• Supervise the Human Resources Manager in areas of employee relations, compensation, benefits, and strict compliance with federal, state, and local employment laws.
• Ensure HR practices enhance the overall employee experience and organizational effectiveness.

Software Implementation & Optimization

• Lead the integration and optimization of UKG software across all HR functions, including payroll, timekeeping, and analytics.
• Collaborate with IT and Finance to maintain data integrity and system efficiency.

Performance Management & Culture

• Design systems that promote accountability, recognition, and continuous growth.
• Conduct organizational assessments to improve team dynamics and productivity.

Minimum Qualifications:

• Education: Bachelor’s degree in HR, Business Administration, or related field (Master’s preferred).
• Experience: Minimum 7 years in progressive HR leadership, with 5+ years in a senior executive role.
• Certification: SHRM-SCP or SPHR certification.
• Technical Skills: Success in implementing/utilizing UKG or similar HRIS; working knowledge of Microsoft 360 and AI tools.
• Attributes: High emotional intelligence, exceptional strategic thinking, and experience in public sector/housing authority environments (highly desirable).

Salary: $165,000-$175,000

Place of Business: Teacher Retirement System of Texas

WHO WE ARE: Service, Respect, and Connection are core to the individual and collective TRS experience. We know that great service rests on a foundation of relationships that connect us all to an empowering and rewarding career. At TRS, we’re inspired by our community who bring authenticity and commitment to our mission to improve the retirement security of public education employees and retirees throughout Texas.

As a group of achievers, we tap collaboration and innovation to raise the bar in performance, administering and counseling pensions and healthcare benefits to ensure certainty for the future of our members. We invite you to join us, where both personal and career growth are respected and where you can make a difference in our members’ lives every day.

Job Duties and / or Responsibilities: The Employee Relations Specialist sits in a central role to support the internal foundation of relationships that connects employees to each other. We are looking for a dynamic, supportive human resources professional to oversee employee relations throughout our agency.

This position is being posted at two levels. The applicant selected will be offered the role that aligns with their education and experience

Employee Relations Specialist - $67,000 - $96,000

Employee Relations Associate - $62,113 - $77,640

What you will do:

Employee Relations (Associate)

• Provides support to management and employees on employee relations policies and procedures under direct supervision of employee relations specialist or manager.
• Participates directly in workplace inquiries, investigations, and climate assessments by coordinating logistics, collecting and analyzing information, preparing written documentation, and participating in employee interviews under direct supervision of senior employee relations specialist or manager.
• Tracks and manages assigned employee relations cases and inquiries, including intake, documentation, follow-up, and status updates.
• Handles routine employee relations inquiries by providing information on established policies and procedures and identifying issues that require escalation.
• Documents employee performance and conduct concerns using established tools, templates, and guidelines.
• Prepares and processes corrective action and disciplinary documentation for review and approval by employee relations specialists or management.
• Receives structured, on-the-job training in employee relations case management and investigations by actively participating in and progressively handling more complex inquiries and investigative tasks under supervision, including document review, interview participation, documentation, and case analysis.

Employee Relations (Specialist)

• 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 (Associate)

• Maintains and prepares employee relations records, files, and case documentation in compliance with confidentiality, privacy, and records retention requirements.
• Maintains and updates case logs, trackers, and case management systems, ensuring accuracy, timeliness, and compliance.
• Conducts exit interviews independently using standardized tools and prepares summaries identifying trends and recurring themes.
• Processes unemployment claim documentation and supporting materials, coordinating with Employee Relations Specialists as needed.

Employee Relations Support (Specialist)

• 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.
• Performs related work as assigned

Minimum Qualifications:

Required Education

• Bachelor’s degree from an accredited college or university in Human Resources or closely related field.
• 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

• One (1) year of full-time directly related, progressively responsible experience in human resources or similar experience.
• Three (3) years of full-time directly related, progressively responsible experience in coordinating employee relations activities, providing advice and consultation to all levels of management on employee relations issues. (Specialist)
• Experience conducting internal employee relations investigations, which includes writing investigation reports. (Specialist)

Salary: Will be based on education and experience

APPLY HERE

Place of Business: City of College Station

Position Description: Under general direction of the Assistant Director, this senior level position is responsible for providing strategic direction and management oversight in the areas of employee relations, HR operations, benefits and leave administration, financial and fiscal processes, contracts, compliance, HRIS, records management, and HR-related initiatives. The HR Operations and Services Manager serves as a senior advisor on employee relations matters, ensures regulatory compliance, and supervises employees responsible for the delivery of HR operational services.

Job Duties and / or Responsibilities: 

• Coordinate and oversee HR operational and fiscal functions, including HR processes, contracts, fiscal procedures, expenditure monitoring, vendor relationships, project management, and financial reporting; provide strategic oversight of HRIS, workforce data management, and records management to ensure data integrity, confidentiality, and reporting accuracy; and lead HR operational initiatives.
• Provide leadership and direction to assigned staff, including prioritizing and assigning work, hiring, training, coaching, evaluating performance, and making recommendations regarding discipline and termination.
• Provide leadership and oversight of employee relations functions, including consultation on performance management, policy interpretation, investigations, corrective actions, and resolution of complex or sensitive workplace issues. Serve as the escalation point for employee relations matters, ensuring consistent, equitable, and legally compliant application of policies and employment practices.
• Responsible for the development, implementation, and administration of health and wellness plans, initiatives, policies and programs for City employees and retirees. Responsible for plan design strategy, relationship management, resolution of complex benefits issues, and oversight of the Employee Clinic.
• Manage and oversee all aspects of leave administration, including FMLA, ADA, short-term disability, accommodations, workers’ compensation, modified duty, and other related programs, ensuring compliance with applicable laws and organizational policies.
• Provide organizational oversight of HR compliance across all functional areas; ensure compliance with federal, state, and local employment laws and regulations through policy development and governance, audit and reporting oversight, monitoring legislative changes, and implementation of compliant HR practices.
• Perform other related duties as assigned.

Minimum Qualifications

Required:

• Bachelor’s Degree in Human Resources, business management or related field and three (3) to five (5) years of progressively responsible professional human resources experience with emphasis in HR operations, employee relations, benefits administration, and compliance; and one (1) year of supervisory experience; or an equivalent combination of education and experience
• Texas Driver’s License
• Demonstrated experience managing HR operational and fiscal functions, including budget development, expenditure monitoring, financial reporting, contract oversight, and vendor management.
• Knowledge of various local, state and federal laws, regulations, and statutes specific to employment, employee relations, corrective action processes, leave administration, and compliance practices
• Experience with Benefits Administration including knowledge of Healthcare Laws
• Strong analytical, problem-solving, and decision-making skills, with the ability to exercise sound judgment, manage risk, and maintain confidentiality.
• Ability to adapt to change while simultaneously maintaining focus on organizational and operational objectives and envisioning the bigger picture.
• Strong communication and interpersonal skills with demonstrated ability to communicate and interact effectively with all levels of staff, management, business contacts and internal/external partners
• Advanced proficiency in Microsoft products, including Word and Excel, with the ability to learn software related to departmental functions

Preferred:

• Previous work experience in a Sr. HR Generalist, HR Operations Lead, or similar role
• Three (3) to five (5) years of employee benefit plan administration
• HR certifications such as PHR, SPHR, SHRM-CP, SHRM-SCP, PSHRA-CP, or CEBS.
• Experience leading or supporting organizational change initiatives, policy development, or large-scale HR operational improvements.
• Knowledge of municipal government operations and public-sector compliance requirements.
• Experience working in a matrix style or cross-functional leadership environment.

Place of Business: Pedernales Electric Cooperative

Johnson City, TX, US, 78636 PHYSICAL OFFICE LOCATION: PEC Headquarters - 201 S Ave F, Johnson City, TX 78636

Hybrid Work Options Available

Position Description: This position is responsible for developing, administering, implementing new and revised compensation and benefits programs, policies and procedures in order to be responsive to the Cooperative’s strategic goals and competitive practices.

Job Duties and / or Responsibilities: 

• Design, plan and implement corporate compensation and benefits programs, policies and procedures
• Administer employee benefits plans, policies and programs, i.e., retirement health, dental vision, term life insurance, short and long term disability programs, accidental death and voluntary worksite
• Oversee the administration of company leave programs and ensure compliance with various federal, state and local laws and regulations that govern benefits, compensation and insurance
• Benchmark existing company benefits to ensure competiveness of the Cooperative’s offerings
• Review programs and analyze results of area and industry surveys and recommend modifications to ensure achievement of competitive market position and organizational strategic goals
• Provide advice to the management team on pay decisions, policies and guidelines
• Interpret and evaluate jobs to include the design of creative solutions for specific compensation related issues
• Provide instruction and direction to service providers to effect changes in benefit programs and ensure prompt and accurate compliance
• Ensure that the Cooperative is in compliance with the Employee Retirement Income Security Act
• Prepare and file required reports and applications with federal, state and regulatory agencies
• Manage the Health and Wellness Program to ensure cohesiveness of activities, maximized participation, engaged participants, effective communication and compliance with federal, state and local laws and regulations
• Oversee the preparation of benefit documentation, i.e., original and amended plan texts, benefit agreements and insurance policies
• Resolve customer complaints and answer customers' questions regarding department management policies and procedures
• Communicate changes in company policies and procedures and ensure Cooperative wide compliance
• Serve on committees and participate in special projects
• Supervise the work of office, administrative or customer service employees to ensure adherence to quality standards, deadlines and proper procedures, correcting errors or problems
• Provide employees with guidance in handling difficult or complex problems and in resolving escalated complaints or disputes
• Implement corporate and departmental policies, procedures and service standards in conjunction with management
• Discuss job performance problems with employees to identify causes and issues and work to resolve problems
• Teach and instruct employees in job duties and company policies or arrange for training to be provided
• Evaluate employees' job performance and conformance to regulations and recommend appropriate personnel action
• Recruit, instruct and supervise subordinates
• Interpret and communicate work procedures and company policies to staff
• Develop and review operating procedures
• Develop and manage department budget
• Establish work priorities and activities
• Recommend promotions, transfers, hires and other disciplinary action
• Establish metrics and prepare monthly reports
• Meet with Board of Directors committees
• Coordinate activities with other departments
• Prepare and present status of department programs to Board of Directors committees and the Board of Directors
• Maintain the security of confidential information
• Stay abreast of advances in technology
• Demonstrate regular and prompt attendance
• Performs other related duties as necessary or assigned
• Supervisory and/or Leadership Responsibilities

A full range of supervisory activities, training, evaluation, counseling and recommendation for termination. This includes, but is not limited to, effectively communicating organizational policies and other information to subordinates, ensuring that employees have a clear understanding of their responsibilities.

Knowledge, Skills & Abilities

• Knowledge of business and management principles including strategic planning, resource allocation, leadership techniques and budgeting
• Knowledge of using computer systems, which may include setting up and using hardware and software programs, entering data or processing information
• Knowledge of federal, state, and local employment regulations
• Knowledge of principles and processes for providing customer service
• Skilled in monitoring and managing performance
• Skilled in establishing and communicating performance expectations and metrics
• Skilled in time management
• Skilled in prioritizing and managing changing priorities
• Skilled in anticipating, identifying, analyzing and resolving conflict and problems
• Ability to communicate effectively verbally and in writing
• Ability to maintain confidentiality
• Ability to listen and understand information verbally and in writing

Minimum Qualifications:

• Bachelor’s Degree in Human Resources or related field
• Five years of related Human Resources experience
• Two years of supervisory experience
• CEBS, CCP, PHR or other Human Resources certification preferred
• Valid Driver’s License
• Physical Demands and Work Environment
• 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 qualified individuals with disabilities to perform the essential functions.
• The employee may be required to stand; reach with hands and arms, stoop and kneel
• The employee may be required to sit or stand for long periods of time
• The employee may be required to lift, carry, push, pull or move up to 25 pounds
• The employee may be required to travel
• Exempt employees receive a fixed bi-weekly salary to compensate them for all hours worked during each pay period
• This position may be required to work more than 40 hours per week

This description is intended to indicate the kinds of tasks and levels of work difficulty required of the position given this title and shall not be construed as declaring what the specific duties and responsibilities of any particular position shall be. It is not intended to limit or in any way modify the right of management to assign, direct and control the work of employees under supervision. The listing of essential duties and responsibilities shall not be held to exclude other duties that may be assigned based on the needs of the Cooperative.

Position Open Until Filled

Pedernales Electric Cooperative is an Equal Opportunity employer. All qualified applicants will receive consideration for employment without regard to race, color, religion, national origin, sex, gender identity, sexual orientation, disability, protected Veteran status, age, or any other characteristic protected by law.

Salary : $133,825.60 Minimum Starting Base Pay* + KPI Bonuses + Competitive Benefits. *Qualifications may warrant greater starting base pay within the full pay range. Individual base pay is determined by experience, job-related skills, and relevant education or training.

APPLY HERE