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
    • Position listed in the weekly Career Flash emails sent to the AHRMA membership while the job posting is open.
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    NOTE: If ads are closed at customer's request before 30 days, fees will not be prorated, and no money will be refunded.

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    • Sun, September 13, 2020 2:27 PM | Dena Culpepper (Administrator)

      Place of Business:
      McGinnis Lochridge

      Job Summary: The HR Manager will work closely with the firm’s CFO/ED and other department managers to guide and manage the overall function of HR services, policies, and programs for the entire firm.

      Key Responsibilities:

      • Ensure the effective administration of all HR functions
      • Recruit, interview, and select employees to fill vacant staff positions
      • Plan and conduct new employee orientation
      • Keep records of benefit plan participation, including insurance and retirement plans; personnel transactions such as hires, performance evaluations, and terminations; and employee statistics for government reporting
      • Work with management in procuring employee benefit insurance plans, and administer benefit programs, including insurance, retirement, leave, employee assistance, and anniversary recognition
      • Ensure compliance with applicable local, state, and federal laws, including but not limited to ADA, ACA, EEO, FLSA, and FMLA
      • Respond to inquiries regarding policies, procedures, and programs
      • Administer performance management program to ensure effectiveness, compliance, and equity within firm; educate managers on content and execution; advise managers on performance management and employee relations issues and enable them to handle future issues effectively
      • Train management in interviewing, hiring, performance management, terminations, safety, and sexual harassment
      • Conduct compensation and benefit analysis to ensure program and cost effectiveness and competitiveness within the legal market
      • Prepare and manage HR budget, monitor and control department expenditures, and reconcile and process monthly HR services invoices
      • Maintain and manage HRIS and payroll systems
      • Support assigned committees of the firm, including recruitment, diversity and inclusion, and retirement plan
      • Work closely with other managers to ensure smooth running of office and integration with firmwide culture and activities
      Requirements:
      • Bachelor’s degree
      • Minimum of 10 years’ prior work experience in a similar role in a professional services environment
      • Proficiency in Microsoft Office (Outlook, Word, Excel, and PowerPoint), Adobe Acrobat, and enterprise HRIS software
      • Excellent interpersonal and written and verbal communication skills
      • Professional, tactful, honest, respectful, courteous, cooperative, and client-centric spirit that embraces diversity and inclusion
      • Strong leadership, collaborative, and consensus-building skills to work closely and successfully with attorneys, managers, and staff
      • Strong project management, including demonstrated ability to multi-task, prioritize, analyze, organize, attend to detail, follow through, delegate, and negotiate
      • Able to identify and analyze issues and problems, and recommend and implement solutions
      • Able to work well in a dynamic environment, and to respond effectively with calm, resourcefulness, and flexibility in demanding situations• PHR or SPHR certification preferred

      About McGinnis Lochridge:
      For more than 90 years, McGinnis Lochridge has provided legal expertise through its offices in Austin, Houston, and Dallas, TX. We are the oldest Austin-based law firm and have more than 70 attorneys throughout the firm. McGinnis Lochridge provides legal counsel on business and financial matters, as well as advocacy for clients before administrative agencies, at the State Capitol, and in courthouses across Texas and throughout the Southwest. The firm serves clients in many areas, including oil and gas, electric energy, employment and labor, corporate and tax, estate and probate, technology, land and water, and real estate, among others. McGinnis Lochridge offers competitive salary, excellent benefits, paid training, parking allowance, paid leave time, and business casual work environment. Please visit www.mcginnislaw.com for more information.

      How to Apply:
      Interested applicants should send a cover letter and resume to hr@mcginnislaw.com A cover letter (including salary expectation) is required, and applications without cover letters will not be reviewed. McGinnis Lochridge is an equal employment opportunity employer.

    • Thu, September 10, 2020 11:43 AM | Dena Culpepper (Administrator)

      Place of business:
      University Federal Credit Union (UFCU)

      Position description:
      The Compensation Specialist performs quantitative and qualitative compensation analyses to proactively forecast, model, and manage a wide range of compensation and data analytics in a highly impactful role in a large, complex organization. This position applies compensation principles to develop predictive models and guide decision makers towards an optimal system and service design.

      The Compensation Specialist applies subject matter expertise in quantitative and qualitative analysis, optimization, data visualization, and processes, leveraging analytical methodologies and expertise to execute project tasks. This position supports information management, report generation, data visualizations, and methodology development. The Compensation Specialist participates in the verification and validation of models and tools, analyzes trends, and communicate results to the leadership team.

      The Compensation Specialist reports to the Director of Human Resources.

      Click here to apply.

    • Fri, September 04, 2020 11:54 AM | Dena Culpepper (Administrator)

      Place of business:
      Austin Pets Alive!

      Position description:
      Austin Pets Alive! (APA!) is one of Austin’s most dynamic and best-loved nonprofits. With programming that is only 12 years old, the organization is the leader in the No Kill Movement nationally and is considered a national thought leader in animal welfare. APA! locally rescues, treats, and adopts out some 10,000 homeless dogs and cats each year, providing the safety net for Austin’s most at-risk shelter pets, which causes Austin to be a No Kill City, and helps other communities increase their live release rates. The organization is distinguished by the scrappiness of its grassroots, non-traditional animal rescue work. APA! has a huge number of volunteers who serve as critical pieces of APA!’s overall personnel structure. The organization now continues to innovate strategies to save sheltered lives and teaches its renowned No Kill lifesaving model to some 400 students annually, who travel to Austin to attend apprenticeships at APA!’s Maddie’s® Lifesaving Academy, and to hundreds of animal welfare professionals who attend the organization’s annual American Pets Alive! Conference (pre-COVID).

      APA! has a people team of over 200 employees, 1500 volunteers, and 1000 fosters. This team must work collectively to achieve the goals and priorities of APA!. The Director of Strategic Human Resources is responsible for directing and overseeing all aspects of Employee Engagement. Included in these responsibilities are all administrative and financial functions related to the management of staff of the organization. As a member of the senior staff, collaborate in planning, developing, and implementing programs for the good of animals, the community, the staff, and volunteers. Develops Employee Engagement policies and programs for the entire organization. The major areas covered are organizational planning, organizational development, employment, training, employee relations, total rewards (compensation, benefits), safety and health, and employee services. Reviews, develops, and revises Employee Engagement policies, practices and objectives that will meet APA! strategic needs. Assists and advises senior management on employee issues.

      In order to accomplish that, the Director of Strategic Human Resources will need to possess the following:

      • A passion for the causes that we pursue; a true curiosity and commitment around finding more effective ways to stop the killing of pets; a willingness and desire to engage fully in the challenges of this work and to communicate its lessons, challenges, successes, and conclusions to others;
      • An understanding of and passion to embrace the competing priorities of urgency and lack of resources that exists in animal welfare; a commitment to serving the operations;
      • Experience in executive coaching and employee communication;
      • A passion for supporting the Executive Director and Board of Directors in implementing the strategic vision for Austin Pets Alive! and American Pets Alive! (the national outreach division of APA!) at the national level;
      • A passion for and understanding of human dynamics between paid and unpaid personnel; how to be inclusive of both at the leadership level; utilizing both in the most effective ways possible to reach goals;
      • A core strength in advanced listening and translation skills; the ability and willingness to listen fully and to understand; the ability to ask the right questions; the ability to identify key points, refine the message, and play it back in ways that help clarify the thought and organization of the subject matter experts;
      • Ability to determine and recommend employee relations practices necessary to establish a positive employer-employee relationship and promote a high level of employee morale;
      • Excitement to play a critical role in overseeing all management actions. These include supervision, motivation, mentoring, evaluating, hiring, and terminating staff in accordance with protocols and policies;
      • An excitement to understand the needs of all divisions of the organization to effectively support, develop, and maintain good working relationships with all APA! management and staff and volunteers;
      • An equal thought partner with other team members in creating solutions from team discussions; a demonstrated ability to contribute to, and to lead, effective team efforts; the use of outstanding oral communication skills to move work and relationships forward; the ability to apply both formal and informal leadership skills as the situation dictates; the ability and willingness to build and maintain outstanding peer relationships;
      • A comfort level with technology and a willingness to experiment in ways of using technology to increase the effectiveness of human resources programs, a curiosity and willingness to explore applications of newer technologies to further the mission of APA!;
      • Experience in nonprofit large scale change management, organizational culture, and transitions;
      • A relevant experience base and a passion in partnering with our team and other teams as they develop strategies to enable successful large-scale change initiatives; the ability to translate tools, processes, and techniques into useful and effective solutions; a strong ability to advise, influence and lead organizations as they, including APA!, develop a core competency around human resources practices;
      • A degree of personal organization and results-orientation that would allow success in a quantitative, outcomes-oriented environment; a proven ability to exercise sound judgment and work independently on complex initiatives; the ability to work both strategically and tactically to drive human resources programs from start to finish; the leadership and motivation to drive to wise decisions and action with minimal management oversight but always in strong coordination with the Executive Director.

      The successful candidate will embrace this leadership role; they will jump in, get involved, learn all about the operations from others, and bring ideas and results to the mission. This role cannot be approached as a “pass-through” or role. It is not about passing information from one group to another. The success of the role is dependent upon strong leadership, outstanding creativity, and a high degree of ownership.

      Please visit the career page of our website to read the full job description and to apply.

    • Mon, August 24, 2020 8:20 AM | Dena Culpepper (Administrator)

      Place of business:
      Texas Association of School Boards

      Position description:

      Come work as a Division Director, Diversity, Equity, and Inclusion at a large nonprofit organization in northwest Austin that offers great benefits with a wide range of opportunities to advance and learn alongside a team of talented professionals.

      About the Texas Association of School Boards

      The Texas Association of School Boards (TASB) has been promoting educational excellence for all Texas schoolchildren since 1949. We provide a wide variety of services and programs to help public school board members serve their communities more effectively and to help school districts function more efficiently.

      Since 2009, TASB has regularly made the top 10 list in the large-employer category of the Austin Business Journal’s Best Places to Work in Central Texas. Our inclusive, friendly work environment encourages employees to innovate, collaborate, and grow. We employ a diverse mix of professional, technical, risk management, and administrative staff.

      Purpose of the Position

      The Division Director, Diversity, Equity, and Inclusion (DEI) is a newly created position that serves as a positive change agent and furthers the association’s mission to foster a diverse and inclusive environment.

      You will:

      • Lead TASB’s efforts to promote diversity, equity, and inclusion within the association and in the programs that the association conducts with its members.
      • Develop goals and implement strategies that establish and sustain a diverse and inclusive workplace culture.
      • Identify metrics that will evaluate TASB’s progress in achieving the associations DEI goals.
      • Manage and implement programs that advance TASB’s DEI goals.
      • Communicate with executive management and staff to gather information on the success of the association’s DEI initiative and to provide updates to TASB employees.
      • Exhibit compassion, vulnerability, and empathy when working with employees and advancing TASB’s DEI goals.
      • Play an integral role in steering cultural change related to DEI within TASB.
      You get to:

      Strategic Planning
      • Work with executive management to ensure diversity efforts are tied to the association’s strategic plan.
      • Develop processes and systems to evaluate progress and measure the impact of diversity, equity, and inclusion efforts.
      • Collaborate with executive management and mid-management to review, revise, and recommend, as needed, TASB policies and practices to ensure they are inclusive and minimize equity barriers.
      • Work collaboratively with departments that provide external services and examine and recommend opportunities to assist members in their DEI efforts.
      • Manage program budgets.

      Human Capital Management

      • Collaborate with human resources and hiring managers to continuously improve efforts focused on recruitment, development, engagement, and retention of a diverse workforce that values all employees.
      • Help foster relationships with colleges, community groups, school districts, and local organizations that focus on underrepresented groups as a pipeline for future talent for TASB.

      Workplace Culture
      • Serve as the diversity, equity, inclusion subject matter expert by providing guidance to executive management and staff about DEI best practices.
      • Develop or select and coordinate delivery of these learning opportunities and to educate employees about inclusive DEI practices.
      • Serve as the chair of the association’s Learning, Equity, Advocacy, and Diversity Advisory Council.
      • Work with TASB Human Resources and Communications Divisions to build employer brand and marketing strategies that align with TASB’s values of diversity and inclusion.
      • Provide coaching and guidance to managers and staff to resolve issues related to DEI.
      You will need:
      • Bachelor’s degree in business administration, communications, organizational development, or a related field from an accredited university.
      • Ten years of professional work experience or training related to DEI with experience in managing diversity initiatives.
      • Demonstrated ability to influence and guide organizational change.
      • Experience in creating metrics and analyzing data to inform, influence, and communicate.
      • Ability to create project plans, set milestones, delegate tasks, and track progress.
      • Highest level of integrity in managing confidential and sensitive information.
      • Excellent communication skills with high emotional intelligence.
      • Ability to develop and deliver presentations to a wide range of audiences.
      Your work environment:
      • This position operates in a professional office environment at the executive level and routinely uses standard office equipment such as computers, phones, and copiers.
      • Position involves sitting, a certain amount of walking and standing in carrying out job duties.
      • May be required to lift and move up to 10 lbs. at a time.
      • Given the current public health crisis, this position requires Internet connectivity and the ability to use a headset for verbal communication and/or video conferencing technology
      • Reasonable accommodations may be made to enable individuals with disabilities to perform the essential duties.
      Why Apply?
      • Excellent benefits, including employer-paid medical, dental, and life insurance as well as a retirement plan and employee assistance program. We have generous paid leave and holiday time.
      • Convenient staff-supportive amenities like an on-site childcare center, mini market, fitness room, and more.
      • Professional growth and advancement opportunities in a wide range of areas, including governmental relations, risk management, cooperative purchasing, investment and employee benefits, human resource management, leadership development, and more.
      • A diverse, inclusive work environment that celebrates the unique perspectives and talents of all employees.
      • A friendly company culture that encourages a healthy work-life balance.
      Learn More and Apply

      Learn more about TASB and its benefits by visiting tasb.org or by following us on Facebook, Twitter, or LinkedIn. All job applications must be submitted online through our ADP application system. Only those candidates that closely meet the job’s requirements will be selected for interview and contacted.

      TASB is an equal opportunity employer and will not discriminate on the basis of an individual's race, color, disability, religion, sex, national origin, or age. TASB does not sponsor H-1B visas. This position is subject to a background check. Any job offer is contingent upon receipt of results of a satisfactory background check.

      Click here to apply.

    • Wed, August 19, 2020 1:23 PM | Dena Culpepper (Administrator)

      Place of Business:
      Sedgwick

      Position Summary:
      For over 30 years the Pooling Office at our Austin, Texas location has provided loss prevention services to our members. The Training and Development Consultant role makes an impact on employment liability risk control through the facilitation of leadership and professional development training to our clients. Our pooling clients are primarily community centers and water districts on the state of Texas. This position collaborates closely with Program Management, Loss Control and internal and external Human Resource teams to improve organization effectiveness.

      Duties and Responsibilities:

      • Develop training and associated material for management/leadership training for Sedgwick’s Pooling’s clients including community centers and water districts throughout Texas.
      • Schedule, coordinate and present one and two-day leadership training sessions as requested.
      • Schedule, coordinate and present other internal and external trainings as requested. 
      • Schedule, coordinate and present webinars as requested.
      • Position requires travel up to 65% and will frequently require overnight stays. § Update and develop curricula for leadership training as needed.
      • Market training products and services to external clients
      • Cultivate and maintain professional relationships with clients.
      • Assist in the delivery of in-house training.
      • Deliver just-in-time as well as regularly scheduled training to clients.
      • Collaborate in the assessment of training needs for clients.
      • Perform needs analysis within organization to identify training opportunities.
      • May provide Human Resources guidance and counsel to clients as related to leadership responsibilities.
      • Keep accurate training records/files.
      • Will be required to carry equipment (AV equipment) and education materials up to 35 lbs.
      • Able to stand for up to 8 hours at a time while presenting training sessions.
      • Will perform own clerical functions (copying, faxing, etc.).

      Supervision Received:
      This position reports to the Senior Manager of Risk Control Operations

      Education:
      Bachelor’s degree in a related field from a four-year college or university preferred; four years of related experience or combination of education and experience may be substituted. PHR or SHRM-CP preferred.

      Experience:

      • Minimum of 2 years training or directly related experience required to include classroom and webinar facilitation.
      • Minimum of 2 years HR Generalist experience or equivalent knowledge of state and federal employment law is highly preferred.
      • Familiarity in working with public entities and providing leadership and management training is preferred.
      • Involvement in developing and delivering high quality professional training solutions to a geographically dispersed client base is preferred.
      • Experience in developing adult learning sessions which meet instructional design guidelines.
      • Developing and facilitating webinars.
      Skills/Abilities:
      • Ability to read, analyze, and interpret general business periodicals, professional journals, technical procedures, or governmental regulations; ability to write reports, business correspondence, and procedure manuals; ability to effectively present information and respond to questions from groups of managers, clients, customers, and the general public.
      • Must have strong PC skills, utilizing Microsoft Office software (PowerPoint, Word, Excel).
      • Skilled in the use of audio/visual equipment, computer hardware and software.
      • Skilled in use of webinar software (Webex, Zoom, GoToWebinar, etc)
      • Must be able to create training sessions independently which meet ADDIE standards of instructional design. These must include practical outcomes to achieve during the training session.
      • Able to create compelling PowerPoint presentations, with instructional handouts based on existing and researched topics, driven by member need.
      • Must be flexible, adaptable with the ability to work under pressure to meet billable requirements.
      • Must have a professional appearance and demonstrate comfort presenting training to employees, mid-management and executive management; must be able to adapt to various cultures; must have outstanding presentation and facilitation skills for both large and small groups, including ability to involve audience participation and direct difficult participants.
      • Must be organized by setting and maintaining training schedule in order to meet commitments.
      • Must be able to make sound judgments and work independently.
      • Must be able to adapt to various training methods (i.e. classroom, online training, webinars).
      • Must have excellent interpersonal, written and verbal communication skills.
      • Must be detail oriented with the ability to manage multiple tasks simultaneously.
      • Must have an insurable driving record and ability to travel throughout Texas.
      • Must be able to lift up to 35 pounds.
      • Must be able to stand for prolonged periods up to 8 hours.

      Knowledge:

      • Knowledge of insurance and risk management is preferred. 
      • Knowledge of humans resources policies and basic employment law preferred
      • Knowledge of community mental health centers or closely related public entities is preferred. 

      Click here to apply.

    • Mon, August 17, 2020 11:35 AM | Dena Culpepper (Administrator)

      Place of Business:
      Genotox Laboratories

      Company Description:
      Genotox Laboratories is an 8-year-old laboratory testing business that has developed a market leadership position by exceeding our Client’s expectations every day. In addition to extraordinary service levels, we have developed and brought to market innovative technologies like our ToxProtect (DNA authentication of urine specimens for drug testing) service. Growth, due to increasing demand for our services, as well as our recent entry into infectious disease testing (including COVID-19), has accelerated the need to hire a dynamic, organized and driven individual who has the potential to eventually lead our Human Resources function at Genotox Laboratories.

      Purpose of this Position:
      This position is being created as the initial step to substantially upgrading the Human Resources function at Genotox Laboratories. This position will be responsible for creating sourcing and hiring programs designed to attract exceptional employees to join. It will also play a critical role in building the human capital development plan as Genotox grows through 100 employees and rapidly beyond. Employees are located in multiple states throughout the U.S.


      Scope:
      The position reports to the VP Operations and will be initially responsible for assisting and redesigning the recruiting and hiring process, maintaining employee records (soft and hard copies), providing employee changes to Controller, assisting in payroll preparation by providing relevant data such as absences, bonuses and leaves. As this individual demonstrates their capabilities, they will earn the opportunity to play a greater a role, as their skills and competencies permit, in building a best in class human capital acquisition, development and retainment function at Genotox Laboratories. 

      Responsibilities:

      • Work with Hiring Managers to develop accurate and thorough job descriptions for existing and new positions.
      • Guide Managers through successful sourcing and hiring processes including:
        • Identifying best sourcing opportunities and posting job openings.
        • Position the company as an employer of choice through various social media platforms as well as in the form of partnerships with the broader community of talent.
        • Screening resumes for managers and providing them with the culled list of best candidates.
        • Contacting candidates, conducting preliminary phone interviews and scheduling in person or Zoom interviews with selected candidates.
        • Preparing offer letters and sending them to candidates.
        •  Maintaining notes/records of interviews and resolutions per current regulations.
      • Develop and implement a robust onboarding process to include at least:
        • Collecting and organizing new hire paperwork & ensuring all training is completed and kept up to date.
        • Providing all new employee information to Finance and our PEO in a timely manner.
        • Making certain new employees are set up with the access, space and equipment they need on day 1 to perform their jobs.
      • Build and implement a better employee exit process including:
        • Ensuring terminated employee access to all Genotox platforms, facilities and other assets is removed immediately.
        • Conducting exit interviews to understand what Genotox could have/should have done better.
      • Partner with company leaders at every level to proactively address employee performance – managing issues in a fair, consistent and risk-averse manner.
      • HR automation will be a focus for this role, as well. Genotox is in a highly regulated industry thus the tracking of employee information is key.
      • Maintain employee records (new hires, separations, vacation & sick leaves).
      • Create correspondence and organize employee records as needed for Nextep (PEO) & Employees.
      • Facilitate and lead the employee annual review cycle.
      • Organize and execute annual compliance training for all employees.
      • Define the human capital analytics of the organization and report an HR dashboard to senior leadership on an ongoing basis.
      • Other duties and responsibilities as assigned.

      Qualifications:

      • Relevant bachelor's degree (Master’s Preferred)
      • >5 years HR experience
      • PHR or SPHR a plus
      • Knowledge and/or experience in multi-state employment laws
      • Prior experience managing a range of employee relations issues is core requirement
      Knowledge, Skills, and Abilities:
      • Excellent interpersonal and customer-facing skills.
      • Outstanding attention to detail and ability to complete the job with no errors – critical attributes for Genotox!
      • Strong analytics skills.
      • A professional history of successfully addressing employee relations matters
      • Excellent oral and written communication skills.
      • Ability to prioritize and manage time effectively.
      • Ability to maintain confidentiality.
      • Skill in the use of computers; especially Microsoft Word, PowerPoint, Excel and Outlook.
      • Exceptional problem resolution skills with investigative abilities.
      • Resourcefulness & ability to anticipate needs.• Strong administration skills, attention to detail & organization.
      • The flexibility and willingness to learn.
      • Strong multi-tasking skills.

      Personal Attributes:
      The right candidate must demonstrate the following personal attributes in their daily actions and behavior:

      • Honesty, integrity and trustworthiness
      • Personable & respectful
      • Cultural awareness and sensitivity
      • Flexibility
      • Driven to excellence in everything they do.

      Eligible candidates may submit their resumes or inquiries to:
      David Hughen, CEO, AustinWorkNet – david@austinworknet.com

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