HR Manager - Texas United Management Corporation

Salary Exempt Position

Company: Texas United Management Corporation

Position Summary

The Human Resource Manager manages two HR Generalists, generating and managing operational efficiencies, ensuring HR work products and reports are accurate, professional, and timely, and working directly with hiring and other managers on typical HR matters.

Repsonsibilities

• Serves as primary HR partner to people managers, coaching new managers and helping them think through employee relations, conflict management, and performance management opportunities.
• Doesn’t just advise managers, but helps actualize potential practical solutions by sourcing training, wordsmithing PIPs, checking on the market when suggesting compensation changes, etc. Communicates circumstances and the resulting appropriate next actions to the HR VP and relevant team members to obtain assistance or collaborate where needed.
• Collaborates cross-functionally to build manager capabilities and accountabilities.
• Partners with hiring managers on role scoping, compensation banding, recruiter selection and management, interviewee selection and preparation, scorecards, and ensuring a strong candidate experience.
• Owns the performance cycle for three companies and three different performance cadences and templates.
• Builds and maintains a manager handbook for best practices on hiring, onboarding, setting expectations, performance management, employee development, raises and promotions, succession planning, cross-training, and company culture. Also includes the basics like approving timesheets, timekeeping, benefits information, and how to open a new role.
• Coaches managers on strong performance conversation (feedback, documentation, and consistency).
• Leads investigations when needed, working closely with the Sr. Director of HR and others.
• Actively manages the performance, job satisfaction, and development of two HR generalists with long tenure and positive relationships across the employee base.
• Develops and manages company-wide onboarding program for salaried employees, and works with hiring managers to standardize key components of local hourly onboarding.
• Supports clear and consistent decisions and communications regarding various leave types, benefits, accommodations, and claims.
• Partners with legal and HR leadership when issues cross potential risk thresholds.
• Tracks and regularly reports and advises on core metrics - headcount, turnover, compensation against market, performance outcomes, and average tenure. Works collaboratively and cross-functionally to develop goals against key HR metrics and to identify potential pathways to success in achieving those goals together.
• Work internally with HR and Payroll team to identify core efficiency opportunities, develop appropriate workflows and templates, and integrate process or policy changes consistently.
• Performs other departmental tasks as assigned or as the need arises, ranging from stuffing envelopes or taking mail to running and analyzing reports to participating on project teams.
• This role is very high visibility and will work closely with stakeholders at all levels of the organization. Confidentiality, consistency, and excellent judgment are a must. It's okay to have a personality, but you must be mature, know how to build long-term, trusting relationships, and err on the side of circumspection when communicating.
• Deep curiosity, project management skills, conflict resolution skills, and a desire to grow with the company are required.
• Must have excellent emotional intelligence, ability to influence, high character, and high competence. The ideal candidate will have a history of persistence and patience, be willing to take a stand when company values are at risk, and advance the goals of the organization over their own ambitions or ego needs.
• At least five years of mult-state HR business partner experience, ideally in a company of between 750-2000 employees.
• At least three years of experience operating independently as a senior professional in employee relations, performance management, recruiting, or training delivery. At least 2 years of experience independently investigating root causes and working with others to ideate and stand up company-wide resolutions to at least 2 or 3 HR issues is required. Familiarity with meeting facilitation, problem-solving models, and process development or workflow mapping is required.
• Dependability, timeliness, and willingness and ability to work standard hours. Because of the intense focus on relationships in both the role and the company, four days in the office at 4800 San Felipe in Houston are required. Five days a week is strongly preferred. If working from home, effectiveness must not be impaired in any way by that circumstance.
• Advance knowledge of typical computer applications such as MS Word, MS Excel, and Outlook.
• A college degree is required. PHR or SPHR required.
• Bilingual (English/Spanish) preferred.

Other Requirements

Must be able to complete and pass post-offer checks, including, but not limited to, background, drug, references, and education.