THC - Director of Human Resources (Director II) 24-122

Job Description

JOB OBJECTIVE: The Director of Human Resources is responsible for managing the human resource function of the agency, including the development of policies and programs, which include talent acquisition and staffing, performance management, compensation management, and benefits coordination, risk management, employee relations and counseling, employee orientation and training, and compliance with state and federal human resource laws and regulations. This management position will implement human resource strategies to provide an employee-oriented, high-performance culture that emphasizes goal attainment, quality customer service and productivity, and the ongoing development of a superior workforce. This position serves as a senior management team member, oversees the human resources staff, and reports to the Deputy Executive Director for Administration. Work under minimal supervision, with extensive latitude for the use of initiative and independent judgment.

ESSENTIAL DUTIES:

1. Provide direction and guidance in strategic operations planning and implementing coordinated workforce management goals and objectives for the HR division.
2. Direct HR Division operations, supervising division staff and implementing the long-term vision of the HR division.
3. Plan, direct, and implement human resources policies, programs, and activities for agency staff throughout Texas.
4. Provide guidance regarding HR program policies, operations, and performance measures, identify risks and trends in division operations, and develop risk mitigation strategies.
5. Identify systemic issues, policy conflicts, knowledge and process gaps, and deficiencies and oversee the implementation of the division and program improvements.
6. Plan, develop, review, update, and implement human resources best practices, policies, and procedures. Advise management on the administration of operating plans and policies for human resources activities.
7. Evaluate and monitor the effectiveness of human resource and management programs, identifying opportunities for improvement and recommending solutions.
8. Prepare or oversee the preparation and maintenance of human resources reports, including leading the preparation of the biennial strategic workforce plan and other legislatively mandated human resources reports.
9. Develop methods and procedures for gathering, compiling, and analyzing statistical data to help manage and optimize the agency's human resource capital.
10. Coach and guide managers and agency employees regarding employment issues in policy and procedure interpretation and application, dispute resolution, employee counseling, performance management, and disciplinary or corrective actions.
11. Develop and maintain effective human resources systems, tools, and business processes to provide human resource information for effective workforce planning and administration and to meet the agency's reporting and personnel management needs.
12. Assist agency leadership and division directors with organizational and job analysis recommendations and may develop proposals for legislative changes in state job classifications.
13. Perform complex policy analysis work, including conducting organizational studies and evaluations, designing systems and procedures, conducting work simplification studies, and preparing operations and procedures manuals to assist management in operating more efficiently and effectively.
14. Administer, analyze, and develop recommendations from the bi-annual Survey of Employee Engagement.
15. Recommend, evaluate, and participate in staff development for the agency.
16. Address diversity training and awareness within the agency.
17. Maintain responsibility for agency compliance with federal and state laws, rules, and regulations about all personnel matters.
18. Participate in committees and special projects as needed.
19. Participate in succession planning to ensure talent is available and ready to assume positions of greater responsibility and to maintain agency operations' business continuity.
20. Respond or prepare responses to grievances, EEOC, or unemployment claims, review disciplinary actions, and perform investigations as needed.
21. Provide guidance on benefits and compensation strategy planning and administration. Communicate all benefit and compensation programs to employees.
22. Oversee the agency's Risk Management Program, policies, and procedures.
23. Perform special projects as assigned.
24. Adhere to an established work schedule with regular attendance.
25. Follow all THC safety guidelines/procedures and ethics requirements.

NON-ESSENTIAL DUTIES:

1. Perform other duties as assigned.

Qualifications:

(The application must specifically state how each of the following qualifications are met):

• Graduation from an accredited four-year college or university with major course work in human resources, business or organizational development, or a closely related field;
• Minimum five years' prior human resources generalist and managerial experience in a leadership role and experience managing and having direct responsibility for a broad range of Human Resource disciplines;
• Work experience in supervising or leading a team to successfully achieve agency goals, including experience establishing organizational and employee goals and expectations;
• Experience making public presentations and demonstrating an ability to work with people at all levels of professional expertise;
• Experience conducting employee coaching and counseling and managing operational and employee performance;
• Valid driver's license, acceptable driving record, and ability to drive a state vehicle; and
• Required to travel up to 10% of the work period.

PREFER:

• Significant supervisory experience;
• Experience with public agency administrative best practices, including Human Resources, procurement, and project management.

KNOWLEDGE, SKILLS, AND ABILITIES:

• Experience in the design, development, and execution of Human Resource strategies and tactics;
• Effective verbal and written communication, human relations, and organizational skills;
• Experience managing a Human Resource team and vendor relationships;
• Knowledge of the State of Texas Human Resource guidelines;
• Knowledge of human resource policies and procedures, departmental policies and procedures, methods and procedures analysis techniques, work simplification methods, forms and records design and control procedures, and statistical procedures is required;
• Skill in the use of general office machines;
• Skill in providing customer service excellence to both internal and external customers;
• Skill in operating a personal computer with word processing, database, and spreadsheet software;
• Ability to analyze problems, develop and present alternative solutions, develop and interpret policies and procedures, conduct studies, prepare concise reports, train others, and supervise the work of others is required.
• Ability to work in a setting requiring self-motivation/cooperative decision-making and to work effectively with diverse groups of people;
• Ability to work effectively under pressure and meet strict deadlines while maintaining extreme attention to detail;
• Ability to multi-task in a fast-paced environment;
• Ability to adapt successfully and quickly to change and deliver quality results in a timely manner;
• Ability to plan, organize, and work independently, as well as within a team environment;
• Ability to train others;
• Ability to exercise sound judgment and discretion; and
• Ability to maintain the highest level of confidentiality.

REGISTRATION, CERTIFICATION, OR LICENSURE:Must have or obtain a valid Driver's License and Defensive Driving Course to be able to operate state vehicles. Professional in Human Resources (PHR), Society of Human Resource Management-Certified Professional (SHRM-CP), Society of Human Resource Management-Senior Certified Professional (SHRM-SCP), or Senior Professional in Human Resources (SPHR) certification.

ENVIRONMENT/PHYSICAL CONDITIONS: Normal office work environment and may have exposure to dust and environmental allergens consistent with normal business activities and human contact. Mostly sedentary in nature but may involve walking, standing, pulling, and pushing; kneeling, stooping, and bending; performing tasks requiring fine motor skills and coordination; and safely lifting and carrying items weighing up to 30 pounds. Must be able to work extended periods at a computer, and may require working extended hours and some evenings and weekends, as needed. May involve travel, occasionally overnight.

MILITARY EMPLOYMENT PREFERENCE: All CAPPS Recruit job postings extend priority of service to veterans, a surviving spouse, orphan of a veteran who was killed while on active duty, spouse of a member of the US Armed Forces/Texas National Guard serving on active duty, or spouse of a veteran with a disability if the spouse is the primary income for the household.

To receive Military Employment preference, a copy of the DD 214, NA Form 13038, VA Summary Benefits Letter, or a DD Form 1300 with an applicable marriage license or birth certificate must be provided before an interview can be extended.

REMARKS (Application procedures, Special requirements): The State of Texas application must be submitted through the CAPPS website. Only applicants interviewed will be notified of their selection or non-selection. Resumes will NOT be accepted in place of a completed application.

The Texas Historical Commission is an equal opportunity employer and does not discriminate on the basis of race, color, religion, sex (gender, sexual orientation, and pregnancy), national origin, disability, age, military status, genetic information, or protected activity in recruitment, selection, appointment, training, promotion, retention, or any other personnel action or deny any benefits or participation in programs or activities which it sponsors.

As part of the employment process, THC will conduct a driving and criminal background check. Unsatisfactory information relevant to the position may disqualify the applicant from employment.

Disability access for testing and interview accommodations can be provided upon reasonable notice by contacting Human Resources at 512-305-6729.

THC participates in E-Verify and will provide the Social Security Administration and, if necessary, the Department of Homeland Security with information from each new employee's Form I-9 to confirm work authorization.

Additional Military Crosswalk information can be accessed at:

https://hr.sao.texas.gov/Compensation/MilitaryCrosswalk/MOSC_ProgramManagement.pdf

Veterans: Go to www.texasskillstowork.com for assistance translating your military work experience and training courses into civilian job terms, qualifications/requirements, and skill sets.

For New Hires/Rehires: Health insurance is available on the 1st of the following month after a 60-day waiting period.

AN EQUAL OPPORTUNITY

AFFIRMATIVE ACTION EMPLOYER