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About the Role

The HR Manager will ensure that human resources programs and initiatives are effective, efficient, and aligned to overall business objectives. This role oversees the day-to-day operations of the human resources function, including talent acquisition, retention, employment services, performance management, benefits administration, classification, compensation, training, regulatory compliance, labor relations, and HRIS management. The HR Manager provides recommendations and updates to leadership regarding HR needs and improvement opportunities.

Responsibilities

Maintain human resources systems and reports to support management information needs and decision-making.
Maintain knowledge of employment legislation, Head Start Performance Standards, and other applicable regulations to ensure agency compliance.
Analyze wage and salary reports to determine a competitive compensation plan.
Develop and implement comprehensive compensation and benefit plans that are competitive and cost-effective.
Serve as an advocate for employees by addressing their needs and concerns with leadership.
Ensure excellent customer service for applicants, employees, vendors, and administrators interacting with the HR office.
Ensure consistent and equitable application of HR policies, procedures, and Federal regulations.
Advise employees and supervisors on performance and disciplinary issues, administer progressive discipline and grievance procedures, and conduct investigations.
Develop and recommend personnel policies, practices, and procedures for approval.
Provide training and promote the use of the Appraisal and Development Plan for staff development.
Ensure the accuracy of personnel information by supervising the maintenance of personnel records.
Assist executive management in the annual review, preparation, and administration of the agency wage and salary program.
Write directives advising management of agency policy regarding equal employment opportunities, compensation, and employee benefits.
Consult legal counsel to ensure policies comply with federal and state law.
Review or participate in Annual Self-Assessment and other required assessments, developing remedial actions as appropriate.
Promote a positive image of the agency by participating in community and professional organizations.
Annually conduct a department self-assessment and make recommendations for improvement.
Develop annual department plan and monitor for continuous improvement.
Manage relationships with benefits brokers and lead teams to assure high-quality, cost-effective benefits.
Coach, mentor, supervise, and support HR staff.
Develop schedules, priorities, and standards for achieving HR department goals.
Develop a competent, productive, and effective personnel staff.
Provide management training and support regarding human resource concerns, including compliance with state and federal law.
Oversee annual Open Enrollment for benefits, including planning information sessions and disseminating benefits information.
Monitor HR department handling of workers' compensation, unemployment, FMLA, professional development, and other staff concerns.
Develop and implement recruitment and selection protocols to comply with Head Start Performance Standards.
Prepare reports and recommend procedures to reduce absenteeism and turnover.
Represent the organization at personnel-related hearings and investigations.
Contract with outside suppliers for employee services.
Participate in interviews and ensure reference and background checks are completed.
Collaborate with hiring managers during the offer process, recommending salary ranges, incentives, and start dates.
Develop, maintain, and improve relationships with employees.
Communicate changes in agency personnel policies and procedures and ensure compliance.
Facilitate a work environment that encourages respect for and development of skills to engage with diverse cultures.
Keep the agency apprised of information such as schedule changes and closures.
Ensure staffing recruitment, onboarding, orientation, training, and terminations are handled effectively and efficiently.
Prepare employee separation notices and conduct exit interviews.
Assist HR staff in investigating complaints, disputes, and grievances.
Coordinate with Quality Assurance Director, Facilities Manager, and Executive Office to ensure compliance with safety policies and procedures.
Respond to Child Care Licensing inquiries to verify safety compliance.
Ensure accurate information is provided to maintain insurance coverage for agency centers.
Interpret and apply Federal and state regulations and statutes, and policies appropriate to program activities.
Propose, publish, update, and administer personnel policies and procedures.
Develop and implement procedures for continuous monitoring of agency operations to ensure effective implementation of Federal regulations.
Work with managers to ensure program operations are effectively and efficiently managed and meet all applicable regulations.
Develop, coordinate, implement, and track HR improvement plans.
Work with department managers to assist them with personnel matters.
Promote a consistent exchange of relevant information among education departments and stakeholders.
Consult with legal counsel as appropriate on personnel matters.
Work with benefit plan consultants and vendors, interpreting policies and laws.
Act as Privacy Officer if required.
Maintain accurate information on the Child Care Licensing portal.
Audit DFPS Licensing site, Employee Personnel Files, insurance documents, and legal documents for legal and fiscal compliance.
Assure confidentiality of all program information and family and staff confidentiality.
Maintain professional boundaries in relationships with staff and families.
Complete all required paperwork and reports by assigned deadlines.
Comply with agency Personnel Policies and Procedures, and Standards of Conduct.
Attend and participate in weekly team meetings and all required training.
Further professional growth by seeking feedback, reflecting on practice, and taking opportunities to improve skills.
Remain competent and current on best Human Resources practices through self-directed learning and professional development.
Report suspicions of child abuse or neglect within 48 hours.
Ensure the health and safety of all children.
Perform other duties as assigned.

Requirements

At least five years of human resources management experience demonstrating increased leadership responsibilities.
Experience in employee relations, classification and compensation, job analysis, job evaluation, talent acquisition, retention, employment services, affirmative action, benefits administration, training and staff development, performance management, policy development and application, HRIS systems and records management, employee engagement and communications, investigations, labor relations, and budget management.
Excellent organizational skills; strong attention to detail and accuracy.
Ability to meet deadlines and perform effectively under pressure.
Strong desire to learn; self-motivated; takes initiative and can work independently.
Solid problem-solving and business acumen skills.
Ability to quickly establish credibility and respect and build strong working relationships with department managers.
Comfortable working in a standalone environment; ability to manage multiple tasks simultaneously, work to deadlines, and adapt to changing conditions.
Demonstrated excellent interpersonal and communication skills, including the ability to recognize the value and responsibility of working collaboratively.
Actively supports and develops team members, quick to identify and problem solve any issues to achieve positive outcomes.
Tactful and diplomatic; ability to deal with difficult situations.
Ability to inspire confidence of the Executive Director and other managers through timely delivery of information and plans.
Works independently but consults where appropriate.
Familiar with HR best practice redundancy processes and experienced in coaching HR staff and managers.
Ability to demonstrate integrity during negotiations, collaborations, and mediations.
Actively participate in collaborative and networking activities at the local, state, and/or national level.
Knowledge of all functional areas of human resource management and employment law issues.
Ability to develop programs and policies based on new requirements and performance standards and apply to a variety of situations using a pragmatic and common-sense approach.
Responsible to the Executive Director.
Coordinates and supervises assigned professional and support staff in the Office of Human Resources.
Cooperates with all agency staff in supporting the mission and attaining overall agency goals.
Must possess valid driver's license and insured automobile.
Ability to travel and attend overnight training.
Must pass all criminal history background checks.

Skills

Computer proficiency with ability to utilize Microsoft Office Suite, HRIS/Payroll Systems, and online vendor portals.
Knowledge of written and spoken conversational Spanish preferred.
Experience with HRM systems and payroll software preferred.

Location

Onsite

Work Type

Full-time

Experience Level

5+ years of HR management experience

Education Level

Bachelor's degree in Human Resource Management, Business Administration or a related field required.
Master's degree in Human Resources Management, Business Administration, Public Administration or a related field preferred.
Senior Professional in Human Resources (SPHR) Certification or Professional in Human Resources (PHR) Certification, awarded by the Human Resource Certification Institute, or SHRM-CP or SHRM-SCP.
Relevant work experience in a community-based, nonprofit organization that administers federal, state, county and/or city grant funds preferred.

Benefits

Competitive and cost-effective compensation plan.
Comprehensive compensation and benefit plans.
High quality and cost-effective benefits provided to all full-time staff.
Workers' compensation.
Unemployment.
FMLA.
Professional development.

About the Company

Child Inc.

Equal Opportunity

Equal employment opportunities.