HR Manager I Juvenile Probation

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Job Summary
Are you an experienced human resources professional who is passionate about providing human resources management support to an organization, and in search of your next opportunity for professional growth? Does an excellent total rewards package, including competitive pay, paid vacation & sick leave, outstanding health & dental insurance, employee health clinic for you & your dependents, as well as a generous retirement plan with match, sound appealing to you? This position is eligible for a hybrid on site/telework schedule. If this looks like the opportunity you are searching for, we invite you to apply!
**MEMBERS ONLY**SIGN UP NOW***. Juvenile Probation Department (TCJPD) in Austin, Texas is now accepting applications for a Human Resources Manager I
. This position manages and administers broad professional human resource management programs for a large organization (500 employees) whose staff provide critical services to youth and families in **MEMBERS ONLY**SIGN UP NOW***.. TCJPD is looking for an experienced Human Resources Manager to provide employee relations and recruiting oversight for a team of five (5) professional human resources support staff.
The incumbent manages all recruiting, hiring, compensation, performance management, employee relations and leave processes, as well as directs the coordination of administrative processing and recordkeeping for all TCJPD personnel actions for the department. Frequently consults with department leadership, supervisors and frontline staff on specific human resources areas, manages and facilitates effective problem-solving processes and employee relations throughout the organization, and provides information regarding Human Resources policies and procedures. This position works under minimal direction with considerable latitude for independent judgment.
DISTINGUISHING CHARACTERISTICS:
This is a job classification within the Human Resources job family. Management position for small to medium scope operating units within the County (based on budget and employee size). This classification may require a flexible work schedule in order to meet the needs of the department.
Duties and Responsibilities
Schedules, monitors and deploys human, operating, and capital resources to accomplish departmental policies, plans, and programs and achieves performance outcome measures. Assists in the development of program goals, initiatives and best practices; ensuring adherence to and compliance with applicable Federal, State and Local laws and departmental and County policies and practices.
Supervises, evaluates and disciplines employees. Resolves conflicts. Oversees and directs employee development activities such as progressive training and development, motivation, and goal setting.
Provides competent directions, advice and counsel to the Department Head, Division Directors, Managers and Supervisors regarding Human Resources Management issues. Facilitates problem-solving strategies. Serves as a liaison and works in cooperation with the County's HRMD, the County Attorney's office and the Union, as required.
Counsels and coaches employees on issues, concerns and grievances related to professional development and other work-related issues. Provides direction to management and employees on conflict resolution; researching, reporting and responding to informal and blind formal complaints. Provides advice, preparation and response to grievance hearings, pre-deprivation meetings, alternative dispute resolution/mediation and EEOC/TCHR complaints.
Directs the administration, coordination and communication of policies and procedures regarding various Human Resources laws and practices including: EEO, FMLA, Workers Compensation, ADA, FLSA, hiring/staffing, compensation and associated record keeping. Provides management support, direction and evaluation of professional Human Resources support staff in carrying out these functions.
Provides leadership in the development of departmental organizational and staff development strategies. Designs, develops, presents, coordinates, facilitates and evaluates learning strategies and training programs and initiatives for department employees.
Provides advice and recommendations pertaining to department's performance management systems and strategies.
Directs, develops and monitors organizational policies and operating procedures. Interprets and explains personnel policies, including performance evaluations, equal employment opportunity, sexual harassment and discipline, as required. Implements, communicates and effectively uses policies and procedures to manage the organization. Coordinates with division directors, departments, agencies and organizations to accomplish goals and objectives.
Directs and administers the organization's recruitment and hiring process.
Supervises background investigators and Human Resources staff, which administer recruiting; advertising; hiring process; promotional process; licensing; PAF's; payroll; medical case files; and background investigations.
Provides recommendations to upper management for all Human Resources needs, which includes the recruiting and hiring process, compensation, benefits administration, disciplinary issues, FLSA, FMLA, ADEA, ADA, Workers Compensation and EEO.
Administers, reviews, and provides recommendations to upper management concerning market analysis, compensation justification, budget information for new positions, reclassifications, job postings, and Position Analysis Questionnaire content.
In cooperation with upper management and other Department supervisors, plans, proposes and implements Human Resources policies, procedures, and operating practices.
Fills vacant Human Resources staff positions utilizing the job task analysis, and completing vacancy announcement requests, preparing hiring process materials, conducting interviews, and making candidate selections.
Provides direction to personnel in the completion of staffing, training, benefits administration, compensation administration and employee relations functions at a tactical level. Leads, directs and coordinates strategic initiatives with staff, peers and customers to foster continuing improvements in processes and services. Manages and evaluates the performance of Human Resources professionals and administrative staff.
Consults with managerial and executive staff regarding employment decisions, policy interpretation, disciplinary action review, staffing options, compensation determinations, insurance and benefit offerings, and training and development opportunities.
Manages the design and development of curriculum for adult learners and implements training programs, as required.
Procures training and development services from vendors including price negotiations, contract review, and curriculum content analysis.
Performs other job-related duties as assigned.
Minimum Requirements
Education and Experience:
Bachelor's degree in Personnel Management, Human Resources Management, Public Administration, Business Administration, Organizational Development or a directly related field AND six (6) years of directly related demonstrated experience as to assigned Human Resources position; including one (1) years of mid to senior level supervisory or management experience. Prefer candidates who demonstrate requisite job knowledge and additional competencies including organizational commitment, teamwork, negotiations, change management, adaptability, conflict resolution, initiative, and project management;

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); OR, Certified Benefits Professional (CBP).
Senior Professional in Human Resources (SPHR); OR, Professional in Human Resources Certification (PHR).
Specialized coursework in the area of Human Resources.
Bilingual in English and Spanish

Knowledge, Skills, and Abilities:
Knowledge of:
Federal, State and Local regulations, codes and laws: Employment laws and Affirmative Action, Title VII of Civil Rights Act, Equal Pay Act, FLSA, ADA, FMLA, EEOC, I-9.
Principles and practices of Human Resources management.
Management and supervisory principles, practices and techniques.
State and local government budget, planning, systems, documents, issues, and trends.
County policies, procedures and terminology.
Recent Human Resources developments and current literature.
Innovative Human Resources programs.
Various countywide and regional resources.
Budget preparation.
Office management.
Service oriented leadership and hands on practitioner.
Computer equipment to include word processing, spreadsheets, databases and a variety of software packages.
Developed analytical, organizational, and communication skills.
Business letter writing, grammar and punctuation, and report preparation.
Skill in:
Developing, implementing, interpreting, applying and enforcing Human Resources policies and procedures per laws, rules, regulations, and codes.
Creating policies and procedures.

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