Employers:  Reach qualified candidates within the Human Resources Industry in Austin. 

HR Professionals in Career Transition:  Find excellent Human Resources job opportunities in Austin.

Price Per Posting: $325 AHRMA Members / $375 Non Members 

Job Posting Price Includes:

  • 30-Day single listing
  • Job listed in the weekly Career Flash emails sent to the AHRMA membership while the job posting is open.
  • Job listed on AHRMA Social Media pages

Payment Options: Mastercard, Visa, American Express

NOTE: If ads are closed at customer's request before 30 days, fees will not be prorated, and no money will be refunded.

AHRMA Member Career Board Posting Form

AHRMA Non Member Career Board Posting Form 

  • Tue, November 06, 2018 6:53 PM | Anonymous

    Place of Business: Priebe Security Services, Inc.

    Position Description:
    Reporting to the President & CEO, the Employee Relations Manager’s main role is to facilitate and promote a positive relationship with our employees, serve as an ambassador to our employees and a champion of our culture and core values. The ERM develops programs and provides professional guidance to the leadership team in regards to strengthening employee engagement and morale. This position is also responsible for ensuring regulatory compliance, addressing employee concerns, managing performance issues and investigating and resolving conflicts.

    Key Responsibilities:

    • Responsible for addressing employee relations matters, performance management issues, policy violations, investigating and resolving complaints and/or conflicts to ensure employee interests are addressed and to mitigate risk and minimize legal action.
    • Responsible for ensuring that company policies are regularly reviewed, updated and in compliance with applicable federal, state and local laws and employment standards.
    • Advise management on current HR related topics and trends.
    • Provide guidance and coaching to supervisors and managers on addressing employee behavior, performance concerns and delivery of corrective/disciplinary actions.
    • Draft and administer employee corrective actions, performance improvement plans and termination documentation for employees.
    • Conduct exit interviews, analyze data and make recommendations to the management team for improvement and reducing employee turnover.
    • Conduct new employee follow up interviews and employee surveys to obtain feedback and better understand the engagement and connection of our employees to their jobs and the overall culture, values and goals of the organization.
    • Identify employee concerns and monitor overall employee satisfaction.
    • Make recommendations and develop employee engagement programs. Partner with leadership team in designing and executing activities to enrich morale and employee commitment.
    • Develop and promote employee recognition and appreciation programs.
    • Assist with New Hire Orientation and onboarding of employees.
    • Develop and conduct HR specific training for employees and supervisors as it relates to diversity awareness, harassment prevention, performance management and other HR compliance related programs and policies.
    • Assist with recruiting and staffing as needed.
    Essential Skills and Abilities:
    • Proficient knowledge of employment law, wage and hour law, FMLA and EEO laws and regulations, human resources principles, industry best practices, regulations and policies
    • Proven coaching and conflict resolution skills
    • Excellent written and verbal communications and administrative skills with high attention to detail
    • Good problem solving skills, able to conceptualize and implement innovative plans for employee welfare
    • Ability to work with a diverse range of people and establish effective, healthy, and professional working relationships and a positive attitude
    • Intermediate computer skills including MS Word, Excel, Power Point. Ability to quickly learn other personnel management software

    • Bachelor’s degree (BA) in Human Resources, Business, or related field preferred
    • Minimum of 5 years of Human Resources/Employee Relations experience required
    • PHR, SHRM-CP certification preferred
    About Priebe Security Services:
    As one of the largest private security companies in Texas with nearly 300 employees, we have prided ourselves on creating an employee-focused culture that includes providing our employees with a comprehensive benefits package, paid time off, corporate wellness programs, professional development and career advancement opportunities. Superior customer service and creating a great work environment for our team members are just two of the pillars of our success.

    TX DPS #B13087


    Click here to apply.
  • Sun, November 04, 2018 9:21 PM | Anonymous

    Place of Business: Charter Communications/Spectrum

    Area of Interest: Human Resources
    Position Type: Full Time

    Job Summary:
    Administer human resources policies and programs, balancing employee advocacy and business operating needs. Promote equity, fair treatment, and positive employee relations and ensure compliance with state and federal employment laws. Provide comprehensive HR support, directly or indirectly to a designated client group in the area of recruitment and retention of critical talent, continuous performance coaching and management, pro-active issue/problem identification and resolution, and coaching and development for more effective leadership decision and communication skills. Understand and support the accomplishment of business priorities. Build credible relationships with Business Leaders allowing for better decisions and organizational effectiveness.

    Major Duties and Responsibilities:

    • Assure Company policies are administered fairly and consistently throughout the area of responsibility
    • Effectively communicate and execute necessary changes to policies and procedures
    • Perform employee relations functions including support and counseling regarding personnel and job related conflicts, problem solving and dispute resolution, managing employee performance issues, review and assessment of termination requests
    • Conduct employee related investigations as necessary
    • Coordinate the administration of all Leave of Absence programs and processes including Transitional Work Program and Accommodations Process
    • Conduct health and welfare benefits open enrollment meetings and employee meetings to update or roll out other benefits related programs as needed
    • Conduct employee and supervisor training including benefits, policies and procedures and prevention of harassment and discrimination
    • On an as needed basis, participate on various HR committees established to resolve employment opportunities
    • Assist in the management and execution of bonus plans, merit processes, and routine/special request reports
    • Assist in the annual budget planning process as needed
    • May recruit and staff from internal and external sources
    • All other duties as requested
    Required Qualifications:
    • Skills/Abilities and Knowledge
    • Ability to communicate orally and in writing in a clear and straightforward manner
    • Ability to communicate with all levels of management and company personnel
    • Ability to deal with the public in a professional manner
    • Ability to maintain confidentiality of information
    • Ability to make decisions and solve problems while working under pressure
    • Strong PC skills and MS Office skills
    • Ability to prioritize and organize effectively
    • Ability to show judgment and initiative and to accomplish job duties in a timely manner
    • Knowledge of local, state and federal employment laws and procedures
    • Knowledge of state and federal wage and hour laws
    • Knowledge of staffing and employment practices
    • Knowledge of employee relations procedures and applicable law
    • Consultative and coaching skills
    • Analytical skills
    • Knowledge of cable television products and services a plus
    • Bachelor's degree in Human Resources, Business, or related field or equivalent experience
    Related Work Experience:
    • 2+ years Human Resources Generalist experience
    Certifications and/or Licenses:
    • Certifications for Human Resource Professionals (PHR, SPHR) preferred
    • Valid driver's license with satisfactory driving record within company required standards
    Working Conditions:
    • Office Environment
    • Travel Required
    The Spectrum brands (including Spectrum Networks, Spectrum Enterprise and Spectrum Reach) are powered and innovated by Charter Communications. Charter Communications reaffirms its commitment to providing equal opportunities for employment and advancement to qualified employees and applicants. Individuals will be considered for positions for which they meet the minimum qualifications and are able to perform without regard to race, color, gender, age, religion, disability, national origin, veteran status, sexual orientation, gender identity, or any other basis protected by federal, state or local laws.

    Business Unit: Customer Operations

    Click here to apply.
  • Wed, October 31, 2018 2:17 PM | Anonymous

    Place of Business: Pedernales Electric Cooperative

    Position Summary:
    This position is responsible for assisting with deployment of Human Resource programs, policies and processes and providing day-to-day employee relations, recruitment and support.

    Essential Duties and Responsibilities: 

    • Plan and manage programs and procedures such as employee recognition, benefits, performance management and recruitment
    • Assess and minimize risks and liabilities
    • Provide advice and counsel to management and employees on human resources policies, programs, practices and procedures
    • Ensure consistent application of human resources policies, practices and procedures
    • Conduct investigations and make recommendations for solutions
    • Communicate proactively and work with outside departments to resolve employee concerns
    • Ensure compliance with the administration of statutory requirements
    • Manage the recruitment process to attract, hire and retain the most qualified candidates
    • Conduct, analyze and report exit interview results
    • Utilize human resources databases to provide comparative data for decision making
    • Write and revise company policies and procedures
    • Provide management with training and guidance on performance management and other employee relations topics
    • Manage vendor relationships and processes as they relate to Human Resources programs and activities
    • Identify and escalate Human Resources issues that may negatively affect business operations or the human capital
    • Act as the primary interface between human resources and other staff functions and field operations
    • Maintain the security of confidential data
    • Stay abreast of advances in technology

    Supervisory and/or Leadership Responsibilities: 

    • May lead a group to resolve an issue

    Knowledge, Skills, and Abilities:

    • Knowledge of using computer systems, which may include setting up and using hardware and software programs, entering data or processing information
    • Knowledge of principles and processes for providing customer service
    • Knowledge of prevailing human resources practices
    • Knowledge of state and federal regulations including Worker’s Compensation, Department of Labor, FMLA , ADAAA, FLSA, and EEO
    • Knowledge of all areas of human resources
    • Skilled in time management
    • Skilled in prioritizing and managing changing priorities
    • Skilled in the techniques of persuasion
    • Ability to communicate effectively verbally and in writing
    • Ability to work without day to day supervision
    • Ability to interface across organizational boundaries
    • Ability to research issues and develop recommendations based on prevailing practices
    • Ability to communicate with all levels of management and employees
    • Ability to prepare and conduct presentations
    • Ability to listen and understand information verbally and in writing
    • Ability to anticipate, identify, analyze and resolve conflict and problems
    Minimum Qualifications - (Education, Experience, Certification, & Licensure): 
    • Bachelor’s Degree in Human Resources or related field
    • Directly related experience may substitute for education
    • Five years of directly related Human Resources experience
    • Valid Texas 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
    Pedernales Electric Cooperative is an Equal Opportunity / Affirmative Action employer. All qualified applicants will receive consideration for employment without regard to race, color, religion, sex, national origin, disability, protected Veteran status, sexual orientation and gender identity.

    Click here to apply.

  • Thu, October 25, 2018 7:08 PM | Anonymous

    Place of Business: Orangetheory Fitness

    Position Description:

    • Interact daily with management and employees to identify, address and follow up on issues, needs and/or concerns as they arise.
    • Build trust-based, collaborative relationships with managers and employee groups.
    • Act as a resource for and ensure an open line of communication is maintained with managers for fair and consistent interpretation and application of company policies and procedures.
    • Involved in employee engagement, communication plans, and delivery of HR related programs and initiatives designed to strengthen our performance culture with highly engaged teams.
    • Maintains HRIS system, records, and reporting from the database; recommending system enhancements to better serve our employees.
    • Performs benefits administration, including monitoring employee eligibility, processing enrollments, cancellations or changes, claims resolution, reconciling/ approving invoices for payment and communicating benefits information to employees. 
    • Organizes and manages open enrollment communications and election process. 
    • Administers Cobra.
    • Administers and oversees the Family Leave Act and leaves of absence to ensure compliance and consistency.
    • Conduct exit interviews, complete unemployment discharge questionnaires, and attend hearings as required. File investigation documentation.
    • Reports, maintains and monitors all workers compensation case files; follows-up on open claims.
    Education and Experience:
    • Bachelor's Degree and a minimum of 4 years of HR Generalist experience, or a Master's Degree in Human Resource Management and two years of experience in the HR field. 
    • SHRM Certified Professional (SHRM-CP or SHRM-SCP) or HRCI Professional in Human Resources (PHR or SPHR) a plus.
    The following skills and traits are required:
    • Significant experience working with fast-moving, high performance teams.
    • Committed to providing customer service that makes both internal and external members feel welcome, important, and appreciated.
    • Ability to handle confidential information with great sensitivity.
    • Good reasoning abilities. Sound judgment.
    • Ability to work well under pressure, meeting multiple and sometimes conflicting deadlines.
    • Strong computer skills (MS Word, MS Excel, MS PowerPoint and HRIS system.) Experience with ADP is a plus.
    • Strong HRIS experience, preferably with ADP.
    • Basic knowledge of Section 125 cafeteria plans (flexible spending accounts) and 401(k) profit-sharing plans, including maintenance, recordkeeping, and reporting requirements.
    Other Duties:
    Please note this job description is not designed to cover or contain a comprehensive listing of activities, duties or responsibilities that are required of the employee for this job. Duties, responsibilities and activities may change at any time with or without notice.

    Click here to apply.
  • Thu, October 25, 2018 3:54 PM | Anonymous

    Place of Business:  CLEAResult

    Position Description:
    As a Change Management Leader with CLEAResult, you will play a critical role in implementing strategic change initiatives that meet business needs on time and on budget. You will be responsible for planning and executing targeted communications campaigns across various mediums. Your change enablement plans will maximize team member adoption and usage while minimizing resistance to champion the business case for change. This is a hands on role working with the project teams to understand the impact of change and how to ensure success.

    Primary responsibilities anticipated for this role:

    • Drives the Change Management practice by guiding, educating and coaching executives, leaders and employees on effectively leading changes.
    • Executes Change Management and Communication activities to ensure consistent implementation of changes in all areas of the business, and the leveraging of client specific projects.
    • Ensures that change projects have the right focus on actions necessary to ensure alignment and adoption of critical changes.
    • Interacts with project leaders and teams to identify the most effective communication and change management tactics.
    • Drafts and delivers key resources important for change adoption such as communication drafts, support materials, job aides, talking point, etc..
    • Partners with key shared services and support teams to plan and delivery key change initiatives.
    • Where appropriate, defines and leads a change advocacy network in order to embed changes into the ongoing organizational behaviors.
    • Regularly evaluate risks to organizational acceptance: develop solutions to address risks and assist in the creation of solutions intended to drive alignment, ensure process understanding and move employees up the commitment curve.
    • Create and execute a comprehensive communication plan to include training collateral that ensures effective communication regarding Change Management initiatives to the business and their team members.
    • Present Change Management information and updates regularly to a diverse group of audiences including the Executive Committee, Client Portfolio Group’s, Steering Committees etc.
    • Develop and execute feedback mechanisms and compliance measures to evaluate implementation success, adoption and sustainability of the change.
    • BA/BS required.
    • 10 years experience in an operational delivery role in energy, utility and/or energy efficiency having demonstrated strong business experience.
    • Minimum 5 years of experience leading and implementing large and small scale Organizational Change initiatives.
    • Extensive expertise in applying organizational change management tools and techniques at a practical level (Managing others through new work practices, identifying & addressing root concerns, defining new/adjusted roles).
    • Proven organizational change management skills, including leadership alignment, stakeholder identification and analysis, detailed change impact assessment, and developing and executing organizational change management plans.
    • Excellent communication skills.
    • Strong project management skills, including project planning, and scope and financial management abilities.
    • Comfort with ambiguity and navigating a complex, virtual matrix environment.
    • Excellent communication, presentation, influencing and facilitation skills.
    • Formal Change Management experience in a large consulting environment preferred. Practical internal application of principles is a must.
    • Experience working with various geographies demonstrating the ability to view problems/solutions from different lenses.
    • Proven credibility to influence both formally and informally across all levels within the organization.
    • Comfort with ambiguity and ability to respond quickly and appropriately to shifting priorities.
    • Acute business acumen and understanding of organizational issues and challenges.
    • Positive, enthusiastic, solution oriented approach - must be able to help people see the way forward.
    • Flexible and adaptable: open to best approach, not tied to current methods, ability to independently assess best approach and lead others in same, willing to challenge set beliefs at every level and recognized expertise to do so.
    • Strong PC skills, strong Excel and PowerPoint skills, as well as all MS office programs.
    Equal Opportunity Employer
    As an Equal Opportunity Employer, we are committed to ensuring equal employment opportunities for all job applicants and employees. Employment decisions are based upon job-related reasons regardless of an applicant’s race, color, religion, national origin, marital status, age, sex, gender identity, sexual orientation, status as a qualified individual with a disability or protected veteran, or any other protected status.

    The above job description and job requirements are not intended to be all inclusive. CLEAResult retains the right to make changes or adjustment to job descriptions and/or job requirements at any time without notice.

    © Copyright 2013 CLEAResult. All rights reserved.

    Salary: Based on experience.

    Click here to apply.

  • Thu, October 25, 2018 3:46 PM | Anonymous

    Place of Business: CLEAResult

    Position Description:
    HR Business Partners/HR Generalists align business objectives with talent strategy and ensures management practices comply with best in class engagement strategies. Serves as a consultant to management on Human Resource related issues. Acts as employee and business champion and change agent while assessing and anticipating talent-related needs. Develops and/or implements integrated solutions to meet business transformation needs. Formulates partnerships across HR and other functions to deliver value added services to management and employees.

    Primary responsibilities anticipated for this role:

    • 1st/2nd level triage support/coaching to managers with employee relations/day to day questions/concerns to include:
      • Performance, attendance, disciplinary action, terminations
      • Provide support to HRBP with due diligence as it pertains to employee investigations
    • Provide support to HRBP with developing/implementing local training as needed (not provided by L&D/LMS) Ex. Navigating CR, separation conversations, 1x1’s, performance discussions and other training opportunities that may arise
    • Ensures assigned workforce is enrolled in appropriate job level trainings and tracks to completion; follows up with managers as needed
    • Support managers with internal movement questions and actions including:
      • Organizational changes (transfers, data changes, location changes)
      • Spot Bonus/Retention – Education and coaching through the process
      • 1st/2nd level support to managers for position changes, comp changes and recruitment questions (directing to appropriate dept)
    • 3+ years relevant experience
    • Bachelor’s degree preferred
    • Minimum education requirements - High School Diploma or GED Required
    Equal Opportunity Employer
    As an Equal Opportunity Employer, we are committed to ensuring equal employment opportunities for all job applicants and employees. Employment decisions are based upon job-related reasons regardless of an applicant’s race, color, religion, national origin, marital status, age, sex, gender identity, sexual orientation, status as a qualified individual with a disability or protected veteran, or any other protected status.

    The above job description and job requirements are not intended to be all inclusive. CLEAResult retains the right to make changes or adjustment to job descriptions and/or job requirements at any time without notice.

    © Copyright 2013 CLEAResult. All rights reserved. 

    Salary: Based on experience

    Click here to apply.
  • Wed, October 24, 2018 3:28 PM | Anonymous

    Place of Business: Texas Department of Motor Vehicles

    Position Description:
    Job Posting 00003267 - Closes on November 1, 2018.

    General Description:
    Performs advanced human resources management work in support of the Texas Department of Motor Vehicles, Human Resources (HR) Division. Provides guidance and leadership in administering classification and compensation policies and procedures, maintaining human resources information systems, and monitoring agency full time equivalent (FTE) activity. Ensures agency compliance with the State’s Position Classification Plan. Work involves establishing procedures and business practices to continually improve and deliver effective and efficient Human Resources services. Reports to the HR Director. Works under limited supervision with considerable latitude in the use of initiative and independent judgment.

    Essential Duties:

    • Conducts job audits to determine appropriate state classification title.
    • Develops and updates job descriptions.
    • Serves as the agency’s liaison with the State Auditor’s Office and coordinates compliance audits with the State Classification Office. Reviews the biennial report on the State’s Position Classification Plan, reports impact on agency workforce, salaries, and systems. Coordinates and implements changes to the State’s Position Classification Plan.
    • Reviews agency positions and designates the appropriate Fair Labor Standards Act (FLSA) status. Ensures agency compliance with Department of Labor Wage and Hour regulations.
    • Consults with managers on reorganizations to ensure compliance with the State’s Position Classification Plan and the FLSA. Reviews proposed organizational structure, identifies possible issues, and recommends alternatives and solutions to issues.
    • Conducts compensation studies, recommends salary structure, provides analysis and reports on internal and external equity, reviews market salary data, recommends compensation strategies for recruitment and retention of a qualified workforce.
    • Conducts workforce analysis, assists with the preparation of the agency workforce plan, and executes workforce plans, recruitment, and retention strategies.
    • Monitors the performance of human resources information systems, including CAPPS. Submits service requests for needed improvements, requests status updates, and coordinates with the Comptroller of Public Accounts to resolve system issues.
    • Maintains position management for the agency. Coordinates activities related to position changes or organizational structure changes with division management and the Finance and Administrative Services Division. Processes requested position changes in CAPPS and ensures supporting documentation is received.
    • Oversees the implementation of organizational structure changes, the creation and revision of positions and unique system codes, and table updates in automated systems, including CAPPS. Ensures systems are updated and coordinates with technical support staff as needed.
    • Oversees the collection and reporting of full-time equivalent (FTE) data and allocations. Provides detailed FTE reports to executive management. Monitors and ensures position activity aligns with agency/division FTE allocations.
    • Plans, develops, standardizes, implements, coordinates, monitors, and evaluates procedures and business practices for human resources functions related to classification and compensation to increase the effectiveness and efficiency of HR service delivery.
    • Assists with updating and developing HR policy and makes policy recommendations for improving HR service delivery. Researches state and federal laws, rules, and regulations to ensure policy references are accurate.
    • Delivers training on HR policies, programs, and services.
    • Assists with the review and fiscal analysis of HR-related legislation.
    • Develops regular and ad-hoc reports, analyzes data, and provides customers with accurate and useful information. Subject matter includes fiscal impact for requested/proposed actions, management to staff ratio, and EEOC responses.
    • Composes correspondence and memoranda for internal and external customers. Reviews division submitted executive memoranda, provides recommended HR action, and works with agency staff to prepare a unified response.
    • May serve as back-up on benefits management, entry of payroll actions, and on-boarding new hires.
    • Performs other job-related duties as assigned.
    • Comfort Around Higher Management*- Can deal comfortably with more senior managers; can present to more senior managers without undue tension and nervousness; understands how senior managers think and work; can determine the best way to get things done with them by talking their language and responding to their needs; can craft approaches likely to be seen as appropriate and positive.
    • Composure - Is cool under pressure; does not become defensive or irritated when times are tough; is considered mature; can be counted on to hold things together during tough times; can handle stress; is not knocked off balance by the unexpected; doesn’t show frustration when resisted or blocked; is a settling influence in a crisis.
    • Conflict Management - Steps up to conflicts, seeing them as opportunities; reads situations quickly; good at focused listening; can hammer out tough agreements and settle disputes equitably; can find common ground and get cooperation with minimum noise.
    • Customer Focus - Is dedicated to meeting the expectations and requirements of internal and external customers; gets first-hand customer information and uses it for improvements in products and services; acts with customers in mind; establishes and maintains effective relationships with customers and gains their trust and respect.
    • Decision Quality* - Makes good decisions (without considering how much time it takes) based upon a mixture of analysis, wisdom, experience, and judgment; most of his/her solutions and suggestions turn out to be correct and accurate when judged over time; sought by others for advice and solutions.
    • Functional/Technical Skills - Has the functional and technical knowledge and skills to do the job at a high level of accomplishment.
    • Integrity and Trust* - Is widely trusted; is seen as a direct, truthful individual; can present the unvarnished truth in an appropriate and helpful manner; keeps confidences; admits mistakes; doesn’t misrepresent him/herself for personal gains. 
    • Interpersonal Savvy - Relates well to all kinds of people, up, down, and sideways, inside and outside the organization; builds appropriate rapport; builds constructive and effective relationships; uses diplomacy and tact; can diffuse even high-tension situations comfortably.
    • Organizational Agility - Knowledgeable about how organizations work; knows how to get things done both through formal channels and the informal network; understands the origin and reasoning behind key policies, practices, and procedures; understand the culture of organizations.
    • Presentation Skills - Is effective in a variety of formal presentation settings; one-on-one, small and large groups, with peers, direct reports, and bosses; is effective both inside and outside the organization, on both cool data and hot and controversial topics; commands attention and can manage group processes during the presentation; can change tactics midstream with something isn’t working.
    • Written Communication* - Is able to write clearly and succinctly in a variety of communication settings and styles; can get messages across that have the desired effect.
    Conditions of Employment:
    • Veterans, Reservist or Guardsmen will need to provide form DD 214 to verify eligibility for Veterans' Preference. For applicants claiming Surviving Spouse or Orphan veterans' preference eligibility, you will need to provide a DD 1300 or DD 214. These will be required on or before the first day of employment if selected for the position.
    • Official sealed transcripts of all college hours/degrees listed on State of Texas application will be required on or before the first day of employment if selected for the position.
    • As part of its employment process, TxDMV may procure or have prepared a criminal background check. An applicant with an unsatisfactory criminal background check report is ineligible to be hired for the position for which the report is initiated.
    • Driver's record check will be conducted by the Department. Satisfactory driving records are required for driving state or personal vehicles and motor driven equipment to conduct agency business.
    • External final male applicants who are 18-25 years of age will be required to furnish proof of registration or exemption from registration with the Selective Service System.
    • If hired, employee must provide document(s) within three (3) days of hire date that establish identity and employment eligibility. A complete list of acceptable documents is on file with the local Texas Workforce Commission office or http://www.twc.state.tx.us/.


    • Veterans, Reservist or Guardsmen: Military Occupational Specialty (MOS) codes from each branch of the U.S. Armed Forces that may correspond to the state classification title for this position can be accessed at: http://www.hr.sao.state.tx.us/Compensation/JobDescriptions.aspx
    • The salary range on this job posting reflects the minimum and maximum allowed by the state classification salary schedules; however, budget considerations may result in salary offers below the maximum of the posted range.
    • Must attend work regularly and observe approved work hours.
    • Initial screening is based on the Education and Experience minimum requirements defined in the job posting.
    • Resumes, pictures, letters of recommendation, references and/or training records or certificates submitted will not be given any consideration and not forwarded to the hiring authority.


    MINIMUM REQUIREMENTS - Education and Experience
    • Bachelor’s degree in business or public administration, personnel, management, or a related field plus five (5) years human resources experience. Additional related experience may be substituted for education on a year per year basis. (Experience requirements may be satisfied by full-time experience or the prorated part-time equivalent).

    Salary: $4,301.16 - $6,355.22 (Monthly)

    Click here to apply.
  • Tue, October 16, 2018 6:06 PM | Anonymous

    Place of Business: Cash Construction Company - Mastec Company

    Job Title: HR Generalist/ Recruiter
    Department: Human Resources
    Reports To: HR Director Location: Corporate
    FLSA Status: Exempt Pay Grade: 15
    Approved By: VP of Corporate Services Approved Date: 8/2018

    This position performs human resources related duties at the professional level and may carry out responsibilities in some or all of the following functional areas: onboarding, employee information and reporting, and general HR duties. Confidentiality of all information and a professional company image is required at all times.

    The HR Generalist/ Recruiter will be responsible to execute full life cycle recruiting activities and manage the candidate experience. Create and manage requisitions including: assess job specification criteria, identify screening questions and determine candidate interview approach, interview potential candidates as well as gather and consolidate feedback from interview and complete interview elevation documentation; negotiate job offer details with candidate. The HR Generalist/ Recruiter will partner with Human Resources Director and Recruiting Coordinator to deliver seamless recruitment experience. Identify and stay current on market trends in the marketplace that impact ability to recruit.


    • Take ownership of applicant after the offer is made to ensure they complete all pre-employment requirements.
    • Ensure all onboarding paperwork is completed in ATS prior to employees first day
    • Assist new hires with all questions related to onboarding
    • Complete the new hire set up in the HRIS system: scan and enter all employee documentation, for new and rehires, review to ensure accuracy and completion, follow-up with site admins and new hires for missing documents
    • Maintain constant communication with site management and administration about timing and placement of new and rehires
    • Complete equipment requests in a timely manner to ensure employees have tools necessary for success
    • Arrange travel as needed for new hires and applicants
    • Open requisitions as requested by leadership and/or Human Resources Director.
    • Perform screening of applicants, assessment of their skill level/fit for roles and route appropriately.
    • Execute the full recruitment and hiring process from candidate sourcing, interview coordination, extending offer and requesting drug test and background screening.
    • Place, receive, and record employment related telephone calls, applications and resumes necessary to recruit and/or refer applicants to various job sites.
    • Resolve complex recruiting queries and non-standard recruiting requests.
    • Responsible for initial interaction and serve as a representative to the Cash Construction brand and culture.
    • Schedule interviews and candidate travel, when necessary.
    • Actively participate in career fairs, sourcing events and projects.
    • Administer referral incentive program and the payment of its bonuses
    • Track and escalate issues (example – numerous candidates declining offer due to wage).
    • Partner with leadership and/or HR Director to determine staffing needs.
    • Serve as a liaison with area employment agencies, colleges and industry associations.
    • Staying current on the company’s organizational structure, company policies, federal and state laws regarding employment practices.
    • Build and maintain relationships with passive candidates and referrals.
    • Utilize relevant technologies in digital, social media and job boards to source new and existing candidates.
    • Implement sourcing strategies and create continuous candidate pipelines to top roles.
    • Network with past candidates periodically.

    Employee Information and Reporting:

    • Maintain tracking system for new hires, data entry of personnel information, review forms and assist with I-9 compliance
    • Ensures accurate and complete set up and maintenance of the Applicant Tracking system
    • Maintain all employee-related files including individual personnel files and records of insurance coverage, hires, promotions, wage changes, transfers, terminations
    • Key all incoming ESRs: transfers, wage/title changes, etc.
    • Provide retention metrics using the information gathered from ESRs.
    • Research employee issues (payroll, wages, personnel issues, etc.).
    • Assist the HR Director in the development, implementation and tracking of annual performance reviews
    • Complete forms and questionnaires from various public agencies requesting verification of employment, insurance coverage and income status, etc.; prepare all the above letters, documents, etc. to be mailed or faxed
    General Human Resources:
    • Understand, keep abreast of and comply with federal, state and local employment laws
    • Support company policies and guidelines.
    • Assist in all areas of HR and complete other duties/projects as assigned.
    • Bachelor’s degree with 5-7 years related experience and/or training or equivalent combination of education and experience.
    • Take reasonable care of your own and others’ health and safety and of those who may be affected by the day-to-day delivery of this role by taking personal responsibility for working toward Cash Zero Injury principles
    • Outstanding Customer service skills
    • Functional computer skills and knowledge of Microsoft Word, Excel and PowerPoint
    • A strong affinity for building relationships
    • Effectively present information and respond to questions from employees
    • Must be able to multi-task
    • Data entry accuracy is of the utmost importance
    • Proficient in Spanish

    Physical Demands and Work Environment – ALL OFFICE POSITIONS

    • When visiting job sites, the work environment involves some exposure to hazards or physical risks, which require following basic safety precautions
    • This work environment may involve moderate exposure to unusual elements, such as extreme temperatures, dirt, dust, fumes, smoke, unpleasant odors and/or loud noises
    • Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions
    Key: Duration of Activity Occasionally=0-32% shift; Frequently=33-65% shift; Continually=66-100% of shift.
    Weight/Load: Very Light=10# max; Light=20# max; Medium=40# max; Heavy=75# max; Very Heavy=over 75#

    Check all that apply:
    Activity describe if needed Frequency Activity describe if needed Frequency
    Sitting 0O 0F 1C
    Crawl 1O 0F 0C

    Standing 1O 0F 0C
    Squat 1O 0F 0C

    Walking 1O 0F 0C
    Kneel 1O 0F 0C

    Stair Climbing 1O 0F 0C
    Stoop 1O 0F 0C

    Climb 1O 0F 0C
    Crouch 1O 0F 0C

    Twisting at Waist 1O 0F 0C
    Overhead Reach 1O 0F 0C

    Strength Repetitive Motion
    Forceful grip >10# 1O 0F 0C
    Keying, data entry 0O 0F 1C

    Forceful grip >20# 1O 0F 0C
    Wrist motion 0O 0F 1C

    Pinch light grip 1O 0F 0C
    Forearm turning 0O 1F 0C

    Static Motions/Prolonged Reach above shoulder 1O 0F 0C

    Static holding of arms out 1O 0F 0C
    Reach behind body 1O 0F 0C

    Static awkward position of arm 1O 0F 0C
    Pinching with fingers 1O 0F 0C

    Sustained elbow bending 1O 0F 0C
    Stand in place 1O 0F 0C
    Heat >75F 1O 0F 0C

    Bend over bench 1O 0F 0C
    Cold <50F 1O 0F 0C

    Sit at desk 0O 0F 1C
    Exposure to vibration 1O 0F 0C

    Other: 0O 0F 0C
    Other 0O 0F 0C

    Weight/Load Activities
    Activity (start-stop height) Frequency Weight/Load
    Floor to Knuckle 1O 0F 0C
    1VL 0L 0M 0H 0VH

    Knuckle to Shoulder 1O 0F 0C
    1VL 0L 0M 0H 0VH

    Shoulder to Overhead 1O 0F 0C
    1VL 0L 0M 0H 0VH

    Carry 1O 0F 0C
    1VL 0L 0M 0H 0VH

    Push 1O 0F 0C
    1VL 0L 0M 0H 0VH

    Pull 1O 0F 0C
    1VL 0L 0M 0H 0VH

    Click here to apply.

7000 Mopac, Suite 200
Austin, Texas 78731
Phone: 800-561-2096
Fax: 512-514-6001

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