Place of Business:
Applied Research Laboratories - The University of Texas at Austin 

Position Description:
Purpose
This position will serve as the Employee Relations, Performance Management, and Training & Development Coordinator in Applied Research Laboratories’ Human Resources office. Applied Research Laboratories is a University Affiliated Research Center (UARC) at The University of Texas at Austin, located on the Pickle Research Campus in North Austin. Through fundamental research, innovative science, and applied engineering, ARL:UT makes significant contributions in support of national security.

Responsibilities: 
Serves as ARL’s first point of contact for managers and employees with performance, conduct, and other workplace concerns. Provides consultations, tools, and resources to managers to (1) encourage ongoing discussions, mentoring, and coaching, and (2) ensure due process in resolving performance/conduct concerns; advises and assists with drafting and editing documentation. Communicates with UT HR as needed regarding proposed corrective actions and recommended strategies to address complex manager/employee concerns. Compiles and summarizes all relevant performance-related information and provides context for UT HR to use in reviewing proposed corrective action documents. Consults and coordinates with other UT offices such as the Title IX Office, the ADA Office, the Employee Assistance Program (EAP), and the Center for Equity and Inclusion, as needed. May guide managers in developing effective position descriptions for new hires and updating position descriptions over the employment cycle of ARL staff. As related to performance management, investigates and recommends state-of-the-art methods to support a positive performance management experience in adherence with University policies and state and federal guidelines/requirements.

Advises employees of UT policies and resources, such as the Employee Assistance Program (EAP), the Center for Equity and Inclusion, the Title IX Office, the ADA Office, the Conflict Management and Dispute Resolution Office, and the Ombuds office. Assists with review and administration of position eliminations or staff reductions due to reorganizations and/or project budget reductions, including preparation of supporting documentation. Ensures compliance with the ADA, the FLSA, EEO laws, other relevant laws and regulations, and University policies. Communicates and coordinates with other HR staff members on issues pertaining to ADA accommodations, work restrictions related to on-the-job injuries, FLSA guidelines, FMLA usage, timekeeping and leave issues, etc., as appropriate. Clarifies related ARL and UT policies for employees and managers. Works collaboratively with ARL and HR Leadership on complex employee relations cases.

Reviews and updates internal guidelines for preparing, reviewing, and discussing annual performance appraisals. Prepares annual communication of guidelines. Tracks and assesses appraisals for quality and effectiveness; communicates with managers as needed regarding content as well as compliance with annual appraisal process and deadlines; assists in preparing summarized supporting information for merit increase recommendations. Tracks and reviews appraisals for classified staff completing probation. May assist with reviews for proposed salary actions or annual salary planning.

Develops and conducts internal training related to performance management, corrective action, procedures for ADA and FMLA compliance, and other related areas. Identifies and recommends external training resources; coordinates with other ARL departments for external training scheduled in-house (Purchasing, Strategic Communications, etc.). Coordinates with Recruiting Coordinator/Trainer on related training, and collaborates in conducting training as appropriate. Coordinates with Strategic Communications Office to keep Learning and Development, Building Community, and related websites up to date.

Monitors employee engagement and makes recommendations for enhanced employee experience. Conducts exit and stay interviews, tracks related data, and shares trends with ARL and HR leadership, as appropriate. Makes recommendations in collaboration with HR Operations team for additional opportunities to engage with the broader community, in areas such as recruiting and student program advertising, to increase pools of competitive candidates. Assists recruiting team with representation at external recruiting events as needed. Local, in-state, and/or out-of-state travel may be required at designated times of the year.

Maintains a professional approach and due diligence for producing the highest quality of work and establishing an environment for consistent and evident collaboration across all ARL HR areas. Attends staff meetings; provides and accepts thoughtful, objective, open-minded, and insightful input and guidance during meetings and in day-to-day interactions with all ARL HR staff members. Collaborates for solutions; exhibits a thorough understanding of the relevance of all data as applicable to ARL HR business rules and management objectives. Reviews, recommends, and/or prepares documentation, spreadsheets, website updates, etc., to provide information, analyze trends, or support ARL HR recommendations. Carefully maintains records, tracking spreadsheets, and documentation related to areas of responsibility. Remains adaptable to new types of HR responsibilities at a department level.

Performs other related functions as assigned.

Required Qualifications:
Bachelor’s degree with coursework in management, human resources, communications, social sciences or other areas related to the functions of this position.

At least five years of experience with typical HR functions.

Excellent at communicating, both orally and in writing, with individuals, small groups, and large audiences.

Proven capabilities with employee relations and performance management functions.

Thorough knowledge of and experience applying applicable federal and state laws and regulations (ADA, FMLA, FLSA, EEO, etc.).

Evidence of meticulous attention to detail and the ability to work both independently and as part of a team.

Ability to remain calm under high pressure, maintain strict confidentiality, and demonstrate a balance of empathy with objectivity in emotionally charged situations.

Excellent skills in MS Office with a proven ability to use Excel, PowerPoint and web-based communication tools.

Excellent analytical skills shown via previous experience with using large sets of information, analyzing the information, and summarizing/presenting it in a concise, effective manner in reports, charts, etc., conducive to informed tactical/strategic decisions.

Ability to absorb and comprehend a large amount of detailed information, in both oral and written form, and summarize all important points in a clear manner in both email and formal memorandums.

Ability to assist managers with turning performance deficiencies into clear, actionable, measurable performance objectives.

Ability to deliver results with little supervision and to effectively manage and prioritize multiple projects.

Relevant education and experience may be substituted as appropriate.

US Citizen. Applicant selected will be subject to a government security investigation and must meet eligibility requirements for access to classified information at the level appropriate to the project requirements of the position.

Preferred Qualifications
At least eight years of experience with HR functions, in the areas of employee relations, performance management, training, and related areas.

UT experience in an HR role.

Thorough knowledge of and experience applying UT HR policies and procedures; knowledge of UT resources for employees and managers.

Experience developing and providing tools to managers for effective employee relations and performance management.

Experience working in a research organization.

Mediation experience or training.

Experience in public speaking or conducting training.

Experience identifying and coordinating appropriate external training resources.

Experience utilizing compensation data and communicating the link between performance and rewards.

Experience using Workday. PHR, SPHR, SHRM-CP, or SHRM-SCP certification

General Notes
An agency designated by the federal government handles the investigation as to the requirement for eligibility for access to classified information. Factors considered during this investigation include but are not limited to allegiance to the United States, foreign influence, foreign preference, criminal conduct, security violations, drug involvement, the likelihood of continuation of such conduct, etc.

Please mark "yes" on the application question that asks if additional materials are required. Failure to attach all additional materials listed below may result in a delay in application processing.

Visit our website (www.arlut.utexas.edu) for additional information about Applied Research Laboratories.

UT Austin offers a competitive benefits package that includes:
· 100% employer-paid basic medical coverage
· Retirement contributions
· Paid vacation and sick time
· Paid holidays
Please visit our Human Resources (HR) website to learn more about the total benefits offered.

Salary Range
$78,000-$95,000+/negotiable depending on qualifications.

Working Conditions
Standard office conditions
Repetitive use of a keyboard at a workstation
Use of manual dexterity
Possible weekend, evening and holiday work
Possible interstate/intrastate travel
Required Materials
Resume/CV
3 work references with their contact information; at least one reference should be from a supervisor
Letter of interest

Duties & Responsibilities:
Serves as ARL’s first point of contact for managers and employees with performance, conduct, and other workplace concerns. Provides consultations, tools, and resources to managers to (1) encourage ongoing discussions, mentoring, and coaching, and (2) ensure due process in resolving performance/conduct concerns; advises and assists with drafting and editing documentation. Communicates with UT HR as needed regarding proposed corrective actions and recommended strategies to address complex manager/employee concerns. Compiles and summarizes all relevant performance-related information and provides context for UT HR to use in reviewing proposed corrective action documents. Consults and coordinates with other UT offices such as the Title IX Office, the ADA Office, the Employee Assistance Program (EAP), and the Center for Equity and Inclusion, as needed. May guide managers in developing effective position descriptions for new hires and updating position descriptions over the employment cycle of ARL staff. As related to performance management, investigates and recommends state-of-the-art methods to support a positive performance management experience in adherence with University policies and state and federal guidelines/requirements.

Advises employees of UT policies and resources, such as the Employee Assistance Program (EAP), the Center for Equity and Inclusion, the Title IX Office, the ADA Office, the Conflict Management and Dispute Resolution Office, and the Ombuds office. Assists with review and administration of position eliminations or staff reductions due to reorganizations and/or project budget reductions, including preparation of supporting documentation. Ensures compliance with the ADA, the FLSA, EEO laws, other relevant laws and regulations, and University policies. Communicates and coordinates with other HR staff members on issues pertaining to ADA accommodations, work restrictions related to on-the-job injuries, FLSA guidelines, FMLA usage, timekeeping and leave issues, etc., as appropriate. Clarifies related ARL and UT policies for employees and managers. Works collaboratively with ARL and HR Leadership on complex employee relations cases.

Reviews and updates internal guidelines for preparing, reviewing, and discussing annual performance appraisals. Prepares annual communication of guidelines. Tracks and assesses appraisals for quality and effectiveness; communicates with managers as needed regarding content as well as compliance with annual appraisal process and deadlines; assists in preparing summarized supporting information for merit increase recommendations. Tracks and reviews appraisals for classified staff completing probation. May assist with reviews for proposed salary actions or annual salary planning.

Develops and conducts internal training related to performance management, corrective action, procedures for ADA and FMLA compliance, and other related areas. Identifies and recommends external training resources; coordinates with other ARL departments for external training scheduled in-house (Purchasing, Strategic Communications, etc.). Coordinates with Recruiting Coordinator/Trainer on related training, and collaborates in conducting training as appropriate. Coordinates with Strategic Communications Office to keep Learning and Development, Building Community, and related websites up to date.

Monitors employee engagement and makes recommendations for enhanced employee experience. Conducts exit and stay interviews, tracks related data, and shares trends with ARL and HR leadership, as appropriate. Makes recommendations in collaboration with HR Operations team for additional opportunities to engage with the broader community, in areas such as recruiting and student program advertising, to increase pools of competitive candidates. Assists recruiting team with representation at external recruiting events as needed. Local, in-state, and/or out-of-state travel may be required at designated times of the year.

Maintains a professional approach and due diligence for producing the highest quality of work and establishing an environment for consistent and evident collaboration across all ARL HR areas. Attends staff meetings; provides and accepts thoughtful, objective, open-minded, and insightful input and guidance during meetings and in day-to-day interactions with all ARL HR staff members. Collaborates for solutions; exhibits a thorough understanding of the relevance of all data as applicable to ARL HR business rules and management objectives. Reviews, recommends, and/or prepares documentation, spreadsheets, website updates, etc., to provide information, analyze trends, or support ARL HR recommendations. Carefully maintains records, tracking spreadsheets, and documentation related to areas of responsibility. Remains adaptable to new types of HR responsibilities at a department level.

Qualifications:

• Bachelor’s degree with coursework in management, human resources, communications, social sciences or other areas related to the functions of this position.
• At least five years of experience with typical HR functions.
• Excellent at communicating, both orally and in writing, with individuals, small groups, and large audiences.
• Proven capabilities with employee relations and performance management functions.
• Thorough knowledge of and experience applying applicable federal and state laws and regulations (ADA, FMLA, FLSA, EEO, etc.).
• Evidence of meticulous attention to detail and the ability to work both independently and as part of a team.
• Ability to remain calm under high pressure, maintain strict confidentiality, and demonstrate a balance of empathy with objectivity in emotionally charged situations.
• Excellent skills in MS Office with a proven ability to use Excel, PowerPoint and web-based communication tools.
• Excellent analytical skills shown via previous experience with using large sets of information, analyzing the information, and summarizing/presenting it in a concise, effective manner in reports, charts, etc., conducive to informed tactical/strategic decisions.
• Ability to absorb and comprehend a large amount of detailed information, in both oral and written form, and summarize all important points in a clear manner in both email and formal memorandums.
• Ability to assist managers with turning performance deficiencies into clear, actionable, measurable performance objectives.
• Ability to deliver results with little supervision and to effectively manage and prioritize multiple projects.
• Relevant education and experience may be substituted as appropriate.

Click here to apply. 

Company Name:Teacher Retirement System of Texas

Position Description:

Teacher Retirement System of Texas is looking for a mission driven Compensation Analyst who wants to work for an organization that is committed to serving the public education employee s of Texas. This person needs to be able to create position descriptions, conduct salary analysis and must get excited about spreadsheets. Our team is made up of subject matter experts that thrive on helping each other grow professionally and work collaboratively. This is a hybrid position that will require the selected applicant to report to our Austin office two day per week.

Job Duties and / or Responsibilities: 

Compensation

• Creates, revises and maintains job descriptions for all agency positions.
• Coordinates and plans job analysis, classification reviews, career ladder design, and job description development.
• Ensures compliance with the TRS Compensation Plan (as appropriate), Fair Labor Standards Act (FLSA), Equal Employment Opportunity (EEO), and other employment laws and regulations.
• Reviews position classification and FLSA designations for management proposed staffing plans, reorganizations, and vacant postings.
• Prepares and revises job descriptions and conducts job evaluation and reviews as necessary.
• Reviews, tracks, and processes and employee personnel action forms.
• Provides training, technical assistance, policy interpretation, and advice to managers and staff regarding classification and compensation matters.
• Assists with planning, coordinating and implementing merit and incentive payments.

HRIS/Data Analysis

• Coordinates with HR staff in assessing needs of various business functions and processes and may conduct business process analysis on HR functions.
• Prepares a variety of HR activity reports including HR workforce measures, turnover reports, salary history, position control, and other HR related ad hoc reports as necessary.
• Works closely with TRS Information Technology staff to manage and maintain HR related reports and coordinate agency-wide HR report distribution.
• Attends appropriate committee meetings and workgroups requiring HR participation.

HR Support

• Provides back-up support with records management and HRIS administration.
• Recommends changes to procedures and processes to improve efficiency and effectiveness.
• Assists with or is responsible for developing, updating, and/or implementing human resources policies, procedures, processes and forms.
• Performs related work as assigned.

Minimum Qualifications: 

WHAT YOU WILL BRING:

Required Education

• Bachelor’s degree from an accredited college or university in Human Resources or closely related field, .
• High school diploma or equivalent and additional full-time experience in Compensation, Human Resources, or related experience may be substituted on an equivalent year-for-year basis.

Required Experience

• Four (4) years of full time, directly related, progressively responsible experience in human resources or a closely related field.
• Two (2) years of compensation and classification experience.
• Experience may run concurrently.

Salary:

$70,000 - $80,000

Click here to apply.

Company Name:
Teacher Retirement System of Texas

Position Description:

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

Job Duties and / or Responsibilities: 

Employee Relations

• Provides support to management and employees on employee relations policies, procedures, and programs.
• Advises managers on employee relations matters to include assessing root causes, determining appropriate strategies for addressing problems, and coaching and supporting managers through execution of identified actions, including corrective actions as appropriate.
• Recognizes potential statute violations in the workplace and leads or participates in investigations of such matters.
• Conducts objective and thorough climate assessments and internal investigations of grievances and complaints, as directed.
• Interprets historical, current, and projected data to identify problems, causes, and areas for which procedural or system changes to positively influence agency culture are indicated.
• Advises management and employees on TRS policy.
• Creates and conducts engaging training related to agency policies, federal/state laws, rules and regulations.
• As needed, receives, reviews, and processes unemployment claims and participates in unemployment hearings.

Employee Relations Support

• Assists in the preparation of human resources reports to include gathering, compiling, and analyzing data.
• Assists with and prepares/presents information related to employee relations matters.
• Maintains employee relations files and ensures that the TRS records retentions standards are met.
• Conducts exit interviews and maintains reporting related to information received from exit interviews.
• Assists in planning, developing, reviewing, revising, and implementing human resources processes and activities related to employee relations activities.
• Conducts exit interviews and maintains reporting related to information received from exit interviews.
• Provides back-up support to department staff.
• Performs related work as assigned.

Minimum Qualifications: 

Required Education

• Bachelor’s degree from an accredited college or university.

• High school diploma or equivalent and additional full-time directly related human resources generalist experience may be substituted on an equivalent year-for-year basis.

Required Experience

• Three (3) years of full-time directly related, progressively responsible experience in coordinating employee relations activities, providing advice and consultation to all levels of management on employee relations issues.

• Experience developing curriculum or delivering employee relations related training.

• Experience conducting internal employee relations investigations, which includes writing investigation reports.

Salary: $63,900 - $80,000

Click here to apply.

Place of Business:
Cap Metro 

Position Description:
The Program Manager, Performance Management, reports to the Director, People Strategy to assist the team with the engagement of employees to appreciate the CapMetro culture and experience. Responsibilities include development of efficient practices and strategies that maximize employee performance and support their development. The manager will contribute to the creation of organizational objectives and regularly review and assess ongoing performance management processes to evaluate whether they support. 

Duties & Responsibilities: 
Establish continuous feedback loop communications with both employees and senior management to provide and receive constructive development plan information.
Refine the overall organization performance strategy in line with CapMetro’s strategic plan and incorporate new practices for setting individual goals and competencies.
Responsible for offering practical advice and guidance to teams and individuals to help them overcome performance barriers.
Create and oversee the implementation of the procedures that support and enhance employee performance as per the agency’s objectives.
Establish a two-way communication channel to receive employee feedback and modify development policies and standards accordingly.
Gather and assess business intelligence and the necessary data to assess employee performance and identify individual and departmental workplace issues and development barriers.
Draft research-based performance efficiency reports, present them to senior leadership, and suggest performance management changes as necessary.
Provide leadership and managers with insightful training practices to reach the established performance target goals.
Determine and resolve workplace issues that prevent optimal performance, such as individual grievances or poor departmental structures.
Identify overarching agency performance and development goals.
Mentor staff, sharing best practices and creating on the job learning opportunities, with the expectation that this role will eventually oversee direct reports aligned with the delivery of projects and services led by this role.
Explain to employees the methodology of current or upcoming performance practices thoroughly and professionally and follow up with them to ensure organization-wide understanding.
Support Capital Metropolitan Transportation Authority’s Safety Management Systems (SMS) process by ensuring staff follows safety and security policies, considers safety in every action, and ensures safety and security concerns are reported.
Perform other duties as required and/or assigned. 

Qualifications:
• Bachelor’s degree in human resources, business administration, or related field. Related experience may be substituted on a year-for-year basis for up to four (4) years.
• Six (6) years of progressive human resources, performance management, management training or other related job experience including leadership experience.
• Two (2) years of experience in performance management training, goal/competency development and manager development.
• Experience in interpreting performance data and statistics.
• Proficient experience in using business and communications software including Microsoft Office 365 (Word, Excel, PowerPoint, Outlook, Teams), SharePoint, Oracle, and other modules as needed.
Knowledge, Skills, and Abilities:
• Ability to manage multiple projects and meet stringent deadlines.
• Knowledge in HCM (Oracle) performance management system or other online performance management systems.
• Effective research skills including the ability to analyze information and make determinations in accordance with agency guidelines.
• Exemplary interpersonal and mentorship skills, with the ability to easily interact with all organizational levels.
• Ability to explain complex processes and employee development milestones in a clear manner.
• Experience with interpreting performance data and statistics.
• Ability to support teams with a solution-oriented and outcome-focused mentality.
• Strong collaborative and relationship-building skills required, must be able to establish and maintain effective working relationships with senior staff (internally and externally), executive management, peers, and coworkers.
• Comfortable operating effectively in a dynamic environment and an ability to adapt quickly to find solutions.
• Demonstrated skills in multi-tasking. Must be self-directed, organized with the ability to anticipate and identify urgent needs.
• Excellent active listening skills, oral and written communication skills.
• Demonstrated ability to evaluate different alternatives and select or recommend the one that best meets the business and professional need of the situation without regard for personal biases.
• Ability to be adaptable and flexible.

Click here to apply. 

Place of Business: CapMetro

Position Description:
WHO WE'RE LOOKING FOR

The Program Manager, Succession Planning reports directly to the Director, People Strategy. This position will partner with HR Business Partners, leaders within Human Resources and other stakeholders to focus on building a strong succession plan and solutions for the organization. As Program Manager, you will demonstrate knowledge in performance management, talent management, organization performance diagnosis, High Performance development, succession planning, external research and benchmarking, group dynamics, communication planning, and survey/assessment design.

This position will assist in contributing expertise to development initiatives, evaluating business structures, advising management on the allocation of personnel and resources, and performance management initiatives. The position will regularly assist in the review and assessment of ongoing performance management processes to evaluate whether they support employee performance and contribute to CapMetro’s overarching business goals.

Duties and Responsibilities:
WHAT YOU'LL BE DOING

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

- Identify, design, and develop frameworks that represent skills and leadership capabilities critical to short-term and long-term objectives.
- Conduct periodic succession planning and talent assessments to ensure critical roles are defined.
- Review and analyze performance results for identified successors.
- Create slates of individuals identified for leadership development activities.
- Define career paths and support training and development programs.
- Work closely with Talent Management team, to foster a culture of informal knowledge exchange, coaching, and training to engage and develop the workforce.
- Work closely with the HCM manager to collect and coordinate aggregate data for talent pool and translate data into insights through data analysis that drives deliberate action plans at the appropriate levels.
- Partner with Total Rewards team to identify career ladder, job descriptions, and compensation.
- Demonstrate in-depth knowledge of leadership development disciplines, including succession planning, talent planning, assessments, and competency development.
- Independently design moderately complex talent management solutions.
- Support Capital Metropolitan Transportation Authority’s Safety Management Systems (SMS) process by ensuring staff follows safety and security policies, considers safety in every action, and ensures safety and security concerns are reported.
- Perform other duties as required and/or assigned.

Minimum Qualifications:
WHAT YOU BRING

- Bachelor's degree in human resources, or related field.
5 years' progressive relevant experience in HR management, and workforce planning.
- Experience with Monday.com, a plus.
- Experience capturing metrics and producing various employment reports.
- Knowledgeable in designing, developing, and supporting organization-wide talent management programs that cover performance management, talent development, coaching, succession planning, data analytics and relationship management.
- PHR, SPHR, SHRM-CP or SHRM-SCP certification is a plus, but not required.

Knowledge, Skills, and Abilities

- Ability to work in a fast-paced environment.
- Exceptional interpersonal, as well as written and verbal communication skills. Strong presentation skills.
- Excellent leadership and collaboration skills.
- Superb analytical, multitasking and time-management skills.
- Excellent verbal and written communication skills, including proven resolution skills.
- Strong presentation skills.
- Work effectively under pressure and/or stringent schedule and produce accurate results.
- Work as a team member as well as independently, exercising judgment and initiative.
- Maintain an effective working relationship with employees, and others encountered in the course of employment.
- Remain flexible and adjust to situations as they occur.
- Proficient in MS Office Suite (Word, Excel, Outlook, Team, SharePoint). Experience with Monday.com a plus.

Work Environment and Physical Demands:
Work is generally performed in an office environment in which there is only minimal exposure to unpleasant and/or hazardous working conditions. This position works with multiple project timelines and is responsible for managing employees performing work of a complex nature.

Incumbent must have the ability to stand and sit frequently throughout an eight-hour period, reach vertically for overhead use as well as horizontally. Must be able to use a telephone or headset equipment. Incumbent must be able to lift and move material weighing up to 20 lbs., perform work at a computer terminal for 6-8 hours a day, and function in an environment with constant interruptions.

Reasonable accommodation may be made to enable individuals with disability to perform the essential functions as previously described.

Mobility Status:
As a Mobile position, the incumbent is expected to work in the office as needed. There will be access to touchdown/collaboration spaces when on site. Must be in-office for socialization, strategic collaboration, supervision, oversite, and accountability as needed.

Click here to apply.

Place of Business: CapMetro

Position Description:
WHO WE'RE LOOKING FOR

The Program Manager, Human Resources (HR) Systems reports to the Director, Employee Resource Center. This position is responsible for the management of technology systems including installation, upgrades, support, as well as performance monitoring and system tuning of Human Resources Human Capital Management Systems (HCM), including Performance Management, Benefits Management, Recruiting, Onboarding, Employee Enrichment and Learning Management modules and other enterprise applications, as assigned and in collaboration with Information Technology (IT)staff. This role is responsible for ensuring staff can use the systems at full capacity. This role is also responsible for providing customer focused service, building positive and constructive relationships with stakeholders and customers, by understanding their needs, problems, and providing timely communication and service.

Duties and Responsibilities:
WHAT YOU'LL BE DOING

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

- Perform daily support of systems, configuration and administration, upgrades, software patches, testing, troubleshooting, and monitoring.
- Test, document, and approve system upgrades and patches to provide timely and accurate reports to CapMetro.
- Develop, revise and update HCM and other HR system user training guides.
- Act as lead technical subject matter expert on technology projects for HR applications.
- Maintain user responsibilities and security in HR applications.
- Develop or coordinate the development and testing of application customizations, including forms, reports, alerts, and triggers.
- Monitor and track compliance to service level agreements (SLAs), quick resolution of problems and communicate with users on resolution and follow up activities as appropriate. Manage the training and growth of the HR team to ensure cross functional knowledge of all HR systems.
- Partner with CapMetro departments to plan, develop, implement, support, monitor and evaluate HR technology solutions to obtain business objectives.
- Research and evaluate products and services to meet new business requirements or to improve existing systems.
- Provide technical management of projects. Successfully manage tasks or projects as assigned. Provide project management in working with technology vendors and implementation partners to implement technical solutions.
- Generate specialized and complex HCM reports as available through application report writers.
- Support Capital Metropolitan Transportation Authority’s Safety Management Systems (SMS) process by following safety and security policies, considering safety in every action and reporting safety and security concerns.
- Perform other duties as required and/or assigned.

Minimum Qualifications:
WHAT YOU BRING

- Bachelor’s degree in computer science or related field. Additional experience may substitute for a degree on a year for year basis up to six years.
- Five (5) years progressively responsible experience in as a technical/project lead supporting large or mid-size technology systems, preferably HRIS and or Oracle HCM systems.
- Experience with Electronic Data Interchange (EDI) files and working with vendors to monitor and resolve issues.
- May be required to specialize in, Oracle, or other large commercial off-the-shelf client server applications.
- Experience with direct end user support in a customer service role. Demonstrated dedication to customer services.

Knowledge, Skills, and Abilities:

- Excellent organization abilities, analytical skills and communication skills including the ability to effectively communicate technical information to a non-technical audience.
- Be self-motivated and seek opportunities for continuous improvement of IT Skills and processes. Be a catalyst and a willing participant of organizational changes.
- Ability to work in a team environment in a matrix organization, partnering well with employees, management, users, vendors, contractors and undertake duties and tasks as assigned without close supervision.
- Ability to be a positive and constructive contributor in a team based environment.
- Knowledge of Information System Implementation Lifecycle desired.
- Ability to effectively manage multiple priorities and diverse groups of people and activities simultaneously.
- Proficiency using Microsoft Office Suite.
- Demonstrated leadership ability.

WORK ENVIRONMENT AND PHYSICAL DEMANDS:
Work is generally performed in an office environment in which there is only minimal exposure to unpleasant and/or hazardous working conditions. This position works with multiple project timelines and is responsible for managing employees performing work of a complex nature.

Incumbent must have the ability to stand and sit frequently throughout an eight-hour period, reach vertically for overhead use as well as horizontally. Must be able to use a telephone or headset equipment. Incumbents must be able to lift and move material weighing up to 20 lbs., perform work at a computer terminal for 6-8 hours a day, and function in an environment with constant interruptions.

Reasonable accommodation may be made to enable individuals with disability to perform the essential functions as previously described.

Mobility Status:
As a mobile position, the incumbent is expected to work in the office as needed. There will be access to touchdown/collaboration spaces when on site. Must be in-office for socialization, strategic collaboration, supervision, oversite, and accountability as needed.

Click here to apply.