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    • Fri, December 03, 2021 11:32 AM | Dena Culpepper (Administrator)

      Place of Business:
      YMCA of Austin

      How you will contribute to our Purpose:

      The YMCA of Austin is a social enterprise focused on providing innovative approaches to empowering youth and families, improving quality of life and health for all, and leading social responsibility.

      We are looking for a passionate and innovative Manager of People (Human Capital) Operations, to play a critical role in developing, leading, and administering key HR operational functions to ensure a transformative employee experience. In partnership with the Senior Director, Human Capital, you will be responsible for the following workstreams: design and oversight of HR systems and processes, benefits administration, data and analytics, reporting, and policy and employee risk management implementation and audits. You will also support the Senior Director, Human Capital in managing employee relations across the Association. The Manager, Human Capital Operations reports to the Senior Director, Human Capital. This is a full-time role based out the Association Offices with an optional hybrid work arrangement.
       

      What are the details?

      Performance Achievement & Results (20%)

      • Models inclusive management 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 direct report and ensuring alignment with association people practices
      • Closely collaborates with the department’s leadership to deliver on all objectives and key results
      • Develops the necessary systems, processes, and tools to better support the facilitation, collection, and sharing of knowledge that is generated by the Human Capital Operations function
      • Leads Cycle Check-ins with direct report to ensure progress with OKRs, provide ongoing coaching and feedback, and discuss development opportunities
      Benefits, Payroll & Policy Administration (35%)
      • Serves as primary point person for benefits management issues and needs for staff including: managing benefits, evaluating the cost-effectiveness of benefits, processing changes and reporting, proactively developing resources such as quick guides for benefits and processes; and developing and conducting periodic trainings on HR policies, procedures, and benefits

      • Maintains all personnel policies and procedures providing guidance and interpretation to staff and people-managers

      • Oversees payroll services and processing including: processing attendance and payroll data, reporting to payroll services, check verification and distribution
      Employee Relations & Compliance/Risk Management (25%)

      • Drives forward HR compliance oversight across the Association
      • Supports staff and people managers in resolving employee relations issues, interpreting HR policies and procedures, and recommending effective courses of action
      • Maintain knowledge of industry trends and makes recommendations for improvement of the organization’s policies, procedures, and practices on employee matters
      • Maintains in-depth knowledge of legal requirements related to HR, reducing legal risks, and ensuring regulatory compliance
      • Designs and conducts quarterly audits across the Association to ensure compliance
      • Maintains all personnel policies and procedures providing guidance and interpretation to staff and people-managers
      • Oversees payroll services and processing including: processing attendance and payroll data, reporting to payroll services, check verification and distribution
      Employee Relations & Compliance/Risk Management (25%)
      • Drives forward HR compliance oversight across the Association
      • Supports staff and people managers in resolving employee relations issues, interpreting HR policies and procedures, and recommending effective courses of action
      • Maintain knowledge of industry trends and makes recommendations for improvement of the organization’s policies, procedures, and practices on employee matters
      • Maintains in-depth knowledge of legal requirements related to HR, reducing legal risks, and ensuring regulatory compliance
      • Designs and conducts quarterly audits across the Association to ensure compliance
      • Maintains all personnel policies and procedures providing guidance and interpretation to staff and people-managers
      • Oversees payroll services and processing including: processing attendance and payroll data, reporting to payroll services, check verification and distribution

      Employee Relations & Compliance/Risk Management (25%)

      • Drives forward HR compliance oversight across the Association
      • Supports staff and people managers in resolving employee relations issues, interpreting HR policies and procedures, and recommending effective courses of action
      • Maintain knowledge of industry trends and makes recommendations for improvement of the organization’s policies, procedures, and practices on employee matters
      • Maintains in-depth knowledge of legal requirements related to HR, reducing legal risks, and ensuring regulatory compliance
      • Designs and conducts quarterly audits across the Association to ensure compliance

      Data, Processes, and Systems Management (20%)

      • In partnership with the OED/IT team (part of Strategy & Innovation) designs optimal process and system solutions that meet the needs of the HR functions
      • Designs system and process enhancements based on emerging needs
      • In partnership with the Senior Director, Human Capital, develops and administers key HR operational initiatives to support organizational needs
      • Coordinates yearly HR processes including year-end closing, pay schedule adjustments, work year calendars, etc.
      • Leads the reporting and data analysis around key people metrics
      • Audits HRIS system capabilities for accuracy, integrity, and functionality
      • Oversees internal auditing and quality control efforts
      • Engages in preliminary analysis of collected data and reports on findings to Human Capital department leadership
      • Oversees employee information collections, analysis, and reporting; supervises the input of data and ensures data integrity
      • Other duties as assigned

      What you bring to the Purpose:

      Education & Experience:
      A Bachelor’s degree in human capital, business management, or equivalent with 4-6 years of professional experience in human capital management. PHR or other certification strongly preferred.

      Strategic thinker who can quickly identify key issues, work with limited data, and evaluate potential solutions
      Demonstrates solid knowledge of statistics, research methods, measurements concepts, and metrics
      Ability to easily build trust-based relationships with employees at all levels

      Entrepreneurial mindset – proactive, persistent, collaborative, and a bias towards action

      You are effective at:
      Advancing our mission and cause – providing visionary leadership to ensure resources are mobilized to adapt to new challenges and needs in the community

      Building relationships – connecting people to the Y’s cause by developing inclusive relationships, partnerships, and collaborations to co-create solutions to pressing social needs

      Leading operations – ensuring relevance, effectiveness, and sustainability of the organization so we can continue to fulfill our promise to the community

      Developing and inspiring people – supporting the holistic development of self and others so everyone can embrace the Y’s cause, sustain our culture, and inspire others to action

      You listen for understanding and meaning; speak and write effectively and can effectively tailor your communication to the appropriate audience.

      You establish clear goals and effectively implement tasks and plans to accomplish them in a timely manner

      You embrace new approaches and creative thinking to assess and implement effective processes related to employee, operational, and organizational performance.

      You quickly learn from failure and value feedback in the effort to continuously improve the organization’s functional capacity.

      You can work in an ambiguous environment and demonstrate an openness to change in service of our Cause

      You know how to work hard to accomplish team goals in a fun and relaxed environment

      The organization has reviewed this job description to ensure that essential functions and basic duties have been included. It is not intended to be construed as an exhaustive list of all functions, responsibilities, skills and abilities. Additional functions and requirements may be assigned by supervisors as deemed appropriate.



      The YMCA of Austin provides equal employment opportunities (EEO) to all employees and applicants for employment without regard to race, color, religion, gender, sexual orientation, national origin, age, disability, marital status, amnesty, or status as a covered veteran in accordance with applicable federal, state and local laws.

      YMCA of Austin complies with applicable state and local laws governing non-discrimination in employment in every location in which we have employees. This policy applies to all terms and conditions of employment, including, but not limited to, hiring, placement, promotion, termination, layoff, recall, transfer, leaves of absence, compensation, and training.

      Salary:

      $50,000 - $55,000 per year, depending on experience. Full benefits package including dental, vision, health insurance, and employer-matched retirement plan upon reaching eligibility. Plus, a free gym membership. 

      Click here to apply


    • Fri, December 03, 2021 11:16 AM | Dena Culpepper (Administrator)

      Place of Business:
      Perkins Coie 

      Position Description:
      At Perkins Coie, we look for individuals that are self-motivated, dedicated to providing value and superior services and, above all, people who have a high degree of integrity and enthusiasm for their work. We’ve created a company culture that is based on collaboration, devotion to serving our clients, and mutual respect. Perkins Coie is committed to advancing diversity and inclusion both within the firm and throughout our collective communities. Work for one of the 100 Best Workplaces in America, get great health insurance, tuition reimbursement, your birthday off, and paid sabbaticals.

      Source, screen, and hire the most qualified candidates for staff positions, utilizing the most cost-effective methods. Handle all aspects of hiring process for non-exempt, exempt, senior level and technical positions. Advise managers regarding department organization and internal equity issues. May supervise the work of others.

      Duties & Responsibilities: 
      These essential functions are primary job duties that incumbents must be able to perform unassisted or with some reasonable accommodation.

      • Assess staffing needs by obtaining necessary information from managers/supervisors to effectively recruit for open staff positions.
      • Determine the best method of sourcing candidates (Ad, agency, website, referral, etc.). Target sources that support the departmental recruiting strategy.
      • Keep hiring managers/supervisors fully apprised on the status of the recruiting process.
      • Review resumes, selecting the most qualified applicants, matching position requirements with the applicants' skills and abilities.
      • Interview selected applicants, evaluate candidate skill set and make hiring recommendations to managers/supervisors.
      • Oversee reference check process, coordinate interview schedules and candidate testing.
      • Act as a centralized information source regarding staff hires, job changes, promotions, and general recruiting information.
      • Negotiate and recommend employment offers by partnering with staff recruiting manager and hiring manager. Present the offer and prepare the offer letter.
      • Educate and inform new staff hires regarding firm policies, procedures, and general information during New Employee Orientation.
      • Ensure compliance, maintain metrics and applicant information as it relates to OFCCP regulations.
      • Establish and maintain external relations ships with recruiting sources in support of the firm’s diversity recruiting efforts.
      • Serve in a senior recruiter capacity providing mentorship to staff recruiting team as needed. This position may also formally supervise staff according to firm needs.
      • Consult with and advise hiring managers regarding department organization and internal equity as it relates to open requisition.
      • Maintain a solid understanding of the firm's operations and key business drivers and recruiting's impact on the organization
      • Be present at work during regularly scheduled working hours and as needed in the job position, consistent with the Firm's attendance expectations.

      Qualifications:

      • Exceptional interpersonal skills and oral and written communication skills.
      • Ability to establish effective working relationships with all levels of firm personnel and recognize the need for urgency.
      • Ability to interpret and assess client needs and effectively apply those requirements to the recruiting process.
      • Knowledge and experience in all sourcing techniques including job boards, ad response, internet search engines, networking sites, referrals and headhunting.
      • Ability to manage multiple complex projects while maintaining attention to detail.
      • Exercise discretion and judgment in handling confidential personnel matters.
      • Ability to obtain necessary information from candidates through standard interviewing procedures and assess quality and fit.
      • Familiarity with State and Federal employment laws relevant to the staffing process.
      • Must be extremely organized, flexible and creative, possess strong problem-solving skills and able to work with little direction.
      • Must have excellent time management skills, consistent follow-through.
      • Demonstrated ability to advise high level management, offer ideas and recommend strategies related to recruitment that will contribute to long-range firm goals.
      • Ability to quickly understand an organization's business structure and processes.
      • Fluent in MS Office applications.
      • Experience with applicant tracking systems.
      Specific Skills Preferred: 
      Standard HR database skills. Familiarity with the professional services arena.

      Education And Experience: 
      Requires a BA degree in Human Resources, Business, Management or related field and a minimum of 5 years full-cycle recruiting experience in a corporate setting, or equivalent. A thorough understanding of applicant tracking systems. Professional services recruiting experience preferred, legal recruiting experience beneficial. 

      Click here to apply. 

    • Fri, December 03, 2021 11:04 AM | Dena Culpepper (Administrator)

      Place of Business: 
      Capital Metro

      Who We're Looking For: 
      Are you a compensation subject matter expert ready and willing to use your knowledge and expertise to effect organizational growth and innovation? If so, keep reading.

      Capital Metro is searching for a compensation professional who will guide our compensation program. This team member will work with leadership on all types of compensation solutions to ensure Capital Metro continues to attract, hire and retain the best team members for our family and mission. If you are a compensation professional looking for a place where you can work independently while collaborating with intradepartmental project teams, this is the opportunity for you.

      What You Would Be Doing: 
      Note: The duties and primary responsibilities below are intended to describe the general content of and requirements of this job and are not intended to be an exhaustive statement of duties.


      • Consult with department managers to assist in department reorganizations changes, job development and compensation practices to ensure their success in meeting their strategic plans.
      • Ensure the compensation strategy in conjunction with agency strategic goals and monitor the effectiveness of existing compensation policies, guidelines and procedures. Develop changes to the policies, guidelines and procedures to streamline the process but ensure management oversight.
      • Evaluate and consistently review compensation programs with other transportation authorities, state, and local government peers by participating in networking, surveys, and other sources of information to maintain competitiveness.
      • Recommend compensation changes based on research and organization objectives based on data from peer relationships and surveys.
      • Evaluate compensation, job and organization related issues by meeting with supervisors and managers to determine effective techniques, programs, and strategies to meet their department’s human capital needs.
      • Oversee the job classification process and salary recommendations ensuring internal equity and market alignment by applying standard job evaluation methodologies
      • Review job classifications to ensure EEO job categories are updated in accordance with federal regulations.
      • Review requests for new or revised jobs to determine appropriate salary grade assignment and FLSA status.
      • Serve as internal auditor to review all employee record changes and assist Compensation, Benefits and Human Capital Management (HCM) team in the each pay period, annual open enrollment, performance management, department report writing needs and serve as a Super User in the department as a back up for other Benefits and HCM team members.
      • Perform other duties as required and/or assigned.

      What You Bring: 
      • Bachelor’s degree in Business Management, Human Resources, or related field. Experience may substitute for education on a year per year basis up to four (4) years.
      • Five (5) to seven (7) years of progressive compensation experience specifically in job evaluation, market salary analysis and salary survey participation and interpretation.
      • Professional Human Resource (PHR), Certified Compensation Professional (CCP) or Certified Employee Benefits Specialist (CEBS) certification required or course work towards obtaining certifications with ability to complete certification within one (1) year of hire preferred
      • Proficient experience with Microsoft Office Suite with advanced knowledge of MS Excel.
      • Experience using Human Resource Information Systems (HRIS). Ultimate Software HRIS, Oracle, and/or Business Intelligence report writing preferred.

      Click here to apply. 

    • Thu, December 02, 2021 4:05 PM | Dena Culpepper (Administrator)

      Place of Business:
      University Federal Credit Union

      Position Description: 
      Working jointly with members of the Human Resources (HR) and Organizational Development (OD) team, the Sr. Organizational Development Business Partner provides consultation and project support in all areas of organizational development, change management, culture, employee engagement, leadership and team effectiveness, and support for other strategic initiatives.

      The Sr. OD Business Partner influences organizational effectiveness by serving as a business partner by leading initiatives and projects related to employee engagement, performance management, goal and process alignment, change management, and organizational diagnostics and design. With a focus on service, the Sr. OD Business Partner provides consultation and coaching in individual and team effectiveness by helping leaders in identifying, prioritizing, and building capabilities, behaviors, structures, and processes. This role collaborates extensively with senior leaders and mid-level managers as well as HR and OD peers to ensure seamless service delivery while developing and executing organizational interventions to support the achievement of UFCU’S strategic priorities and cultural cultivation.

      Essential Functions:

      Change Management and Communications:

      Act as internal consultant with senior leaders and managers to assist with complex organization efficacy needs including:
      group process consultation and meeting facilitation
      change management and communication
      organizational assessment and diagnosis, and related recommendations
      organizational design, including structure, process, soft systems, and work design
      Monitor, understand, and respond to employee sentiment and feedback, organizational trends, and business needs to ensure OD programs address critical needs and reinforce business priorities to align with UFCU culture
      Conduct analysis and provide data-based insights and recommendations, and shed light on the employee experience and iterate relevant programs to maximize impact.
      Diagnose and assess individual, group, department, site, or organizational issues by collecting data through various methods, including both qualitative and quantitative.
      Develop and facilitate creative, values-based OD interventions, including teambuilding, group facilitation, improvement efforts, change management, department re-structuring, and performance management, as indicated by the needs of the group, department, or organization.


      Organizational Development Practice Strategy and Leadership:


      Collaborate with other leaders within the organization to align strategies, share best practices, and build capability within the organization related to process excellence, project management, change management, employee engagement, learning and development, and communications.
      Maintains current HR, OD, and Financial Services industry knowledge to support the future growth of the department and organization.


      Talent and Organizational Development Programming:

      Lead the organizational performance management and employee engagement strategies, designing, implementing, measuring, and revising related programs.
      Design, iterate, launch, and manage programs and initiatives by identifying needs and owning the program from strategy through execution, with a focus on employee engagement.
      Provide input to design and deliver development courses as needed to address team effectiveness needs, support change management efforts, and leadership development initiatives.
      Serve as system administrator for employee engagement systems, and suggest system enhancements to align with talent management best practices.


      Leadership:

      Provide leadership for cross-functional stakeholders based on servant leadership principles, OD best practices, and caring for the whole person.
      Serve as a role model of UFCU’s culture in transparent communication, two-way dialogue, and proactive communication.


      Other:
      Complete required regulatory training as assigned.
      Maintain strict adherence and compliance to all laws, rules, regulations and internal controls specific to the role, including but not limited to Bank Secrecy Act, Anti-Money Laundering, USA Patriot Act, OFAC and Fair Lending regulations.
      Adheres to Organizational Development code of ethics and values.


      Knowledge/Skills/Abilities:

      Demonstrated stakeholder management, leadership, communication skills, and executive presence.
      Ability to think strategically, while also simultaneously “rolling up your sleeves” to execute initiatives.
      Ability to discern patterns, themes, and connections in information and to leverage in assessment and design work.
      Demonstrated strong people and process/project management capability with ability to effectively manage large-scale complex projects.
      Exceptional interpersonal, active listening, and collaborative communication skills.
      Demonstrated superior written and verbal communication skills, as well as the ability to present content in a clear and compelling manner.
      Demonstrated experience consulting with leaders, including identifying needs, developing action plans, identifying deliverables, and presenting results/recommendations.
      Strong consulting and contracting skills and experience with influencing leadership at all levels.
      Demonstrate compassion for colleagues across all business functions and levels.
      Confident and results driven; self‐motivated and disciplined to meet deadlines in the context of competing priorities and projects.
      Proven record in managing vendors and optimizing those relationships.
      Demonstrated expert proficiency in various Microsoft Office tools with the technical savvy to easily master new systems and applications.
      Demonstrated design, delivery, facilitation, and experience applying organizational effectiveness models, frameworks and practices, e.g., employee engagement, change management, team effectiveness, organizational diagnostics, and performance consulting.


      Competencies:

      Adaptability / Navigating Ambiguity
      Building Member (Customer) Loyalty
      Building Partnerships
      Communication
      Emotional Intelligence
      Focus on Results / Taking Responsibility
      Influence
      Leading the Organization (Decision Making and Systems Thinking)
      Leading Others (Building a Successful Team, Coaching & Developing Others, Leading Change, Servant Leadership)
      Continuous Learning

      Experience:
      Minimum Requirements

      Bachelor’s Degree in organization development, leadership, adult education, or human resources. Minimum of five (5) years of relevant experience
      Proven track record of strong leadership skills to coordinate and facilitate activities with intact teams, functional business partners and colleagues, and work with various levels of the organization.
      Expertise and proficiency in OD consulting, change management, and communications.
      Experience leading Employee Engagement programs.
      Proficient with project planning tools and practices, managing enterprise-wide projects through all stages of a project lifecycle.
      Must be bondable
      Preferred Requirements

      Master’s Degree in organization development, leadership, adult education, or human resources. Four (4) years of experience in an Organizational Development Leadership role may be substituted for Master’s Degree.
      Change management, Project Management, Coaching, L&D and HR-specific experience
      Certified Professional in Learning and Performance (CPLP), or other coaching certifications, DiSC, Clifton Strengths, or other psychometric assessments, leadership development programs, and/or relevant certifications
      Experience using collaboration tools and models


      Motivational Fit:
      Organizational Fit

      Core Values
      UFCU Mission
      UFCU Vision
      7 Credit Union Principles

      Click here to apply. 

    • Wed, December 01, 2021 2:24 PM | Dena Culpepper (Administrator)

      Place of Business:
      Texas Hospital Association

      Position Description:
      Provide high-level administrative support by preparing statistical and compliance reports, handling information requests for internal and external customers, and performing administrative functions in order to support the Human Resource function. Maintaining applicant/employee records, managing recruitment, processing payroll and meeting preparations. 

      Duties & Responsibilities: 
      Assists with recruitment and hiring processes such as managing applicant status in ATS, conducting screening interviews, managing appropriate paperwork, background and reference checks, scheduling new hire physicals, onboarding and new employee orientation, etc. Ensure compliance with THA’s AAP.

      Provide backup administrative support for learning and development programs, benefit administration, financial reporting.
      Assist with staff activities designed to promote high levels of employee morale and employee communications through participation in sub-committee’s and other teams as needed.
      Filing, copying, supply ordering, this role serves as a back-up for the receptionist and assists with phone and front desk coverage. Assists with special projects and perform additional duties as assigned.

      Qualifications:
      Bachelor’s degree in Human Resources, Sociology, or related field preferred.
      Experience in human resources.
      Knowledge of labor laws and practices.
      Association or non-profit experience preferred.
      Experience with Affirmative Action Program a plus.
      Experience with payroll using an HRIS software program preferred.
      PHR and/or SHRM-CP a plus.
      Ability to maintain a professional, mature demeanor and be proficient at working with diverse personalities across all levels of the organization. Ability to display discretion, and confidentiality.
      Ability to take initiative, self-manage, identify, troubleshoot, and solve problems, and meet deadlines.
      Demonstrate excellent customer service to internal and external stakeholders.
      Excellent written and oral communication skills.
      Proficient in MS Office Suite or equivalent word processing program.
      Must have valid Texas Drivers’ License and proof of insurance, and a safe driving record if driving for THA related business.

      Click here to apply. 

    • Mon, November 29, 2021 11:54 AM | Dena Culpepper (Administrator)

      Place of Business:
      City of Austin - Austin Water

      Position Description:
      The Talent Development division helps to develop and engage individuals to be successful, but also helps teams of individuals collaborate appropriately to produce effective teams. Talent Development programs help Austin Water have a committed and high performing workforce through the integration of appropriate training and development programs, complemented with tools and resources for collaboration and engagement. The Human Resources Supervisor in the Talent Development Division will oversee programs related to the development, education, and engagement of Austin Water employees to allow the Utility to be successful throughout the employee lifecycle. This role requires a strong partnership with managers and supervisors to ensure that the programs put in place meet the operational and business objectives.

      Duties & Responsibilities: 
      The Talent Development division helps to develop and engage individuals to be successful, but also helps teams of individuals collaborate appropriately to produce effective teams. Talent Development programs help Austin Water have a committed and high performing workforce through the integration of appropriate training and development programs, complemented with tools and resources for collaboration and engagement. The Human Resources Supervisor in the Talent Development Division will oversee programs related to the development, education, and engagement of Austin Water employees to allow the Utility to be successful throughout the employee lifecycle. This role requires a strong partnership with managers and supervisors to ensure that the programs put in place meet the operational and business objectives.

      Preferred Qualifications:
      - Experience managing and providing strategic direction for employee development and engagement programs, including onboarding, performance management, and employee recognition
      - Experience in a complex and robust organization such as Austin Water, with a large and diverse work population
      - Experience leading or supervising teams and providing effective leadership to remote employees
      - Experience in change management, implementation of new programs, and use of performance measures to make data driven decisions for continual program improvement
      - Experience in establishing and developing successful business relationships

      Click here to apply. 

    • Mon, November 22, 2021 9:25 AM | Dena Culpepper (Administrator)

      Place of Business:
      The Savings Group (RateGenius Loan Services, Inc.)

      Position Description:
      The Talent Acquisition Specialist's primary goal is to attract, hire and retain top talent by creating and implementing recruiting strategies and initiatives to achieve recruiting objectives for RateGenius under it's parent company, The Savings Group. In addition, this position will provide support and assistance to employees regarding human resources policies and procedures.

      Job Duties and / or Responsibilities:

      • Manage full recycle recruiting and candidate source activities including advertising, screening, job alignment, and interviews by leveraging online resources and ATS.
      • Partner with hiring managers to understand business needs and create unique strategies to identify, attract, and engage with the best talent.
      • Provide end-to-end communication with candidates, ensuring timely updates and smooth transitions throughout each stage in the hiring process.
      • Update and maintain accurate candidate records in our applicant tracking system.
      • Implement programs that aim to attract, measure, develop and manage the talent pool.
      • Maintain candidate data for reporting and measuring performance metrics.
      • Develop and maintain a network of contacts, recruitment resources, and a talent pipeline to help identify qualified candidates.
      • Build a strong employer brand by creating and nurturing a positive online presence through business and social networks.
      • Work with staffing companies as needed.

      Minimum Qualifications:
      To perform this job successfully, an individual must be able to perform each essential duty satisfactorily. The requirements listed below are representative of the knowledge, skill, and/or ability required. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions.

      Knowledge, Skills and Abilities:

      Education: Bachelor’s degree in human resources, business administration or related field, or equivalent experience.

      Experience: Minimum of two (2) years of experience in human resources required with a focus on recruiting preferred. Knowledge of local, state, and federal labor and employment laws preferred. Strong knowledge of employee relations helpful.

      Language/Communication/Interpersonal: Ability to speak read and write fluent English. Strong verbal and written communication skills, with an emphasis on communication of channel operations. Ability to effectively communicate with all levels of the company. Ability to establish and maintain effective working relationships and objectively coach associates and management through complex issues.

      Analytical: Detail-oriented with the ability to organize, prioritize and work independently. Strong reasoning and critical thinking skills. Ability to navigate complexity and ambiguity; comfort sharing insight and perspective with all levels of the organization.

      Reasoning Ability: Ability to apply common sense understanding to carry out detailed written or oral instructions. A self-guided, motivated professional that works thoroughly to the logical end of a task, requesting appropriate assistance when necessary.

      Technical: Experience with ATS required. Intermediate skill level with Microsoft Office programs.

      Other: Must be able to handle confidential information with discretion and judgment, ability to adapt to change in direction, and prioritize in a fast-paced environment.

      Salary: $50K - $62K

      Click here to apply.

    • Wed, November 17, 2021 11:11 AM | Dena Culpepper (Administrator)

      Place of Business:
      City of Austin Water Utilities

      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.

      Essential duties and functions, pursuant to the Americans with Disabilities Act, may include the following. Other related duties may be assigned.

      * 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.
      * 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.
      * Participates in the preparation and monitoring of budget and contracts/contractors and implementation of the departmental budget; and recommends and justifies capital expenditures.
      * Serves as a subject matter expert providing guidance and monitoring compliance with applicable systems, policies, procedures, strategies, process work flows, and regulations; and monitors compliance with policies, regulations, laws, and program objectives.
      * 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.
      * 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.
      * Investigates and responds to complaints from managers and employees, and makes recommendations.
      * 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- Supervision and/or Leadership Exercised:
      * Responsible for the full range of supervisory activities including selection, training, evaluation, counseling, and recommendation for dismissal. 

      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 or Certifications:
      * Valid Texas Class C Drivers License.

      Preferred Qualifications:
      * Progressively responsible lead or supervisory experience over a team of recruiters handling the full cycle recruitment and hiring process
      * Experience conducting gap analysis and effectively identifying/documenting/implementing process improvements and performance measures
      * Experience in compensation, classification/reclassification of positions
      * Experience analyzing raw data and creating meaningful reports for Senior/Executive Management
      * Ability to exercise active listening, critical thinking and problem-solving skills to resolve complex matters
      * Oversees the processing of bi-weekly payroll for Austin Water, consistent with established procedures
      * Experience using Banner or similar enterprise-wide HRIS system
      * Professional certification in Human Resources (e.g., from HRCI, SHRM, IPMA, etc.)
      * Proficient in Microsoft Office products, such as Excel, Outlook, PowerPoint, SharePoint and Word

      Click here to apply. 

    • Mon, November 15, 2021 11:55 AM | Dena Culpepper (Administrator)

      Place of Business:
      Moody Center

      Position Description:
      The People & Culture Coordinator will report to the Senior Manager of People & Culture. This position is responsible for administering and supporting a broad scope of human resources functions for Moody Center. As a member of the People & Culture team, this position will play a vital role in supporting the development of a positive culture for a new venue and foster an environment where diversity and inclusion are not just valued but celebrated.

      Duties/Responsibilities:
      Responsible for coordinating and supporting areas of human resources including hiring and recruiting, onboarding, benefits, compliance, and payroll.
      Help ensure Moody Center is in compliance with all OVG policies and regulations pertinent to human resources functions.
      Supervise Intern(s) on the People and Culture Team
      Works with the P&C Senior Manager to ensure sound guidance to various departments at Moody Center.
      Ensure proper onboarding of new hires including part-time, interns, event staff, etc.
      Coordinates activities for recruitment and hiring with the intent of achieving consistency and equity in hiring processes.
      Assist in the planning and execution of job fairs for part-time, hourly, and event staff.
      Coordinate day-to-day operations of the HR Department, fostering an environment that is conducive to a high-performance team, quality initiatives and continuous improvement.
      Stay informed of trends and developments in the human resources field through participation in various organizations and committees and ongoing learning.
      Participates in other duties and special projects as assigned.
      Work various events to ensure onsite HR support as directed.
      Frequent bending, lifting 15-20 pounds, sitting, exposure to multiple external elements, extensive walking through the building.

      Qualifications:
      The qualifications listed below represent the credentials necessary to perform the essential functions of this position. To be successful in this position, an individual must be able to perform each essential duty satisfactorily. Reasonable accommodation may be made to enable individuals with disabilities to perform the essential functions.

      Bachelor’s degree from an accredited four-year college or university, and 2-4 years related experience in Human Resources Relevant education and experience may be substituted as appropriate.
      Experience administering broad HR functions such as hiring and recruiting, payroll, employee engagement, compliance, onboarding, etc.
      Team player with strong interpersonal and communication skills with an ability to interact effectively with diverse client groups.
      Excellent organization skills.
      Knowledge of basic best practices in human resources.
      strong working knowledge of Windows-based software applications.
      Experience in decision making that is generally governed by laws, policies, and guided by policy is preferred.
      Human Resources Certification (PHR, SHRM-CP, etc.) is preferred.
      Experience in stadiums, arenas, and/or convention centers is preferred

      Working Conditions:
      Minimal Travel (<10% travel): May be required to travel. Trips may require air travel and/or overnight stay away from home for one or more nights.
      Must be able to work a flexible schedule inclusive of weekends, nights and holidays 
      required

      Click here to apply. 

    • Fri, November 12, 2021 2:45 PM | Dena Culpepper (Administrator)

      Place of Business:
      Texas Association of School Boards

      Our Story:
      We come from humble beginnings — picture a one-person organization created in 1949 to advocate for excellence in public education on behalf of Texas school board members. Flash forward to today, and we have over 500 employees working together to provide 1,024 school districts with purposeful resources so they can focus on what matters most — excellent and equitable education for all 5.4 million Texas students. At TASB, the motto has always been “expert help from friendly people,” which makes it easy to see how we’ve maintained 100% membership across all Texas school boards for 32 years and counting. We combine a strong sense of tradition with innovation, and our mission — educational excellence for all Texas schoolchildren through advocacy, visionary leadership, and high-quality services to school districts — has played out in transformative ways.

      Why Texas Association of School Boards (TASB):
      As TASBeans (our internal name for employees), we feel privileged to work alongside talented team-members who are passionate about education and enjoy learning from new and different perspectives. We believe what makes our organization highly successful is the rich diversity our employees collectively bring to TASB with different backgrounds, skillsets, cultures and ethnicities, gender identities, interests, abilities, and work styles. And our passion for education and learning doesn’t end there. Our culture has always encouraged employees to grow and become their best selves both professionally and personally through a variety of innovative and collaborative development opportunities. You’re likely beginning to see why we’ve been regularly named by Austin Business Journal as a Top Ten Best Places to Work since 2009! But there’s more…

      TASB offers competitive pay, rich benefits (including retirement matching of 2:1 up to 5% after one year. This means that if you contribute 5% to the plan, TASB will contribute 10%), onsite daycare, gym, fitness classes, dry-cleaning services, tuition reimbursement, remote work options, flexible schedules, and more.

      Every role at TASB thoughtfully complements our mission and the educational impact being made in communities across Texas. If you consider your work exceptional and want to help drive our mission forward, keep reading!

      About You:
      As a Senior Organizational Learning and Development Specialist, you will champion Association-wide strategic recommendations for learning and development initiatives, including content and delivery of training, that enable individual and collective success. You will ensure effectiveness by providing continuous improvement of learning opportunities, as well as measure and effectively communicate the impact of L&D solutions.

      A Typical Day:
      Manage the design and implementation of customized organizational change management initiatives, development of curriculum for employees and leaders, including continuous improvement and on-going learning opportunities.
      Design ongoing needs assessment aligned with organization goals to identify best practices and priorities that are inclusive of programs leveraging a blend of delivery methods (classroom, eLearning, distant-learning, instructor-led training, self-directed toolkits).
      If you’re still reading, we’d love to meet you!

      How You’ll Make an Impact:
      Identify and manage timelines and delivery of projects and programs of high quality and within deadlines.
      Develop and maintain internal communications for organizational wide training program and offerings, including new and existing programs: TASB U Culture & Competencies 8-week program, TASB U Managers 10-week program and TASB U Alumni Group, TASB T-Day.
      Manage all aspects of the training partner relationship, vendor selection and management.
      Lead the organization's performance review process, with a focus on actionable feedback and employee development.
      Responsible for ensuring that annual compliance training, including harassment training, is provided, and tracked for all staff.
      Manage Tuition Reimbursement program.
      Partner with leaders and HR team members to co-own the employee engagement and best place to work surveys, analysis and design strategies.
      Consistently evaluate training needs based on metrics and participant/management feedback for maximum efficiency and engagement. Make recommendations for future modifications and iterations, and report progress and impact to our key stakeholders.
      Develop and provide input for budget needed for training needs. 

      Skills For Success:
      Bachelor’s degree in Organizational Leadership, Education, Adult Education, Instructional Design, Communication, Business, or related field.
      3-5 years of experience in managing organizational wide learning programs, instructional/curriculum design and Learning Management Systems (LMS).
      Master’s degree preferred.
      Demonstrated ability to develop, prioritize, and deliver training programs that promote professional development and a culture that supports an exceptional employee experience.
      Excellent organizational, planning, project management, problem resolution, communication, presentation, facilitation, interpersonal and influencing skills.
      Highly computer literate with in-depth knowledge of Learning Management Systems (LMS), MS office and web-based systems. Ability to develop and facilitate in person, remote or hybrid training.
      Ability to effectively mentor/coach teams and employees.
      Ability to build rapport and trust among all employees and management.

      The TASB Difference:
      Enjoy competitive pay and rich benefit offerings.
      Be part of a collaborative environment where every contribution impacts Texas public schoolchildren.
      Thrive in a culture that promotes bringing your whole self to work every day and emphasizes healthy boundaries and work-life balance.
      Learn and grow individually and together through frequent professional development; diversity, equity, and inclusion panels; wellness seminars; and more.
      Work alongside transparent leaders with an open and consistent feedback approach.
      Celebrate as a team with meaningful (and fun) events and tokens of appreciation throughout the year.

      Posting Notices:
      The health and safety of our employees and members, is our top priority. We have implemented safety measures to prevent the spread of COVID-19 in our facilities including incentivizing vaccines, requiring masks in all common areas in the building, and optional risk-based testing strategies.
      TASB is an equal opportunity employer and will not discriminate on the basis of an individual's race, color, disability, religion, gender, gender identity or expression, sexual orientation, national origin, genetics, age, marital status, veteran status, or any other personal characteristic protected by law.
      This position does not qualify for visa sponsorship.
      Any job offer is contingent upon receipt of results of a satisfactory background check.

      Click here to apply

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