Place of Business: City of College Station

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

Job Duties and / or Responsibilities: 

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

Minimum Qualifications

Required:

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

Preferred:

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

Place of Business: Pedernales Electric Cooperative

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

Hybrid Work Options Available

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

Job Duties and / or Responsibilities: 

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

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

Knowledge, Skills & Abilities

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

Minimum Qualifications:

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

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

Position Open Until Filled

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

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

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Place of Business: New Braunfels Utilities

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

Essential Duties & Responsibilities:

Program Management & Delivery

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

Training Design, Facilitation, & Reinforcement

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

Evaluation, Data, and Reporting Support

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

Cross-Organizational Engagement Coordination & Support

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

Professional Development & Team Support

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

General Responsibilities

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

Minimum Qualifications: 

Formal Education and Work Experience Requirements:

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

Certification and Licensure(s) Requirements

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

Other Minimum Qualifications

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

Salary: $70,420 - $91,546.03

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Place of Business:  Travis County

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

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

The ideal candidate:

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

DISTINGUISHING CHARACTERISTICS:

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

Job Duties and/or Responsibilities:

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

Minimum Qualifications

Education and Experience:

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

OR:

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

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

Preferred:

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

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