Place of Business:
MHMR of Tarrant County

Position Description:
MHMR of Tarrant County is seeking a disciplined financial leader to join our executive team as Chief Financial Officer (CFO). The CFO will oversee finance activities including financial reporting, accounting, treasury, payroll, budgeting, investment, and forecasting. This role involves driving efficiency, improving financial stability and compliance, and providing valuable information to the leadership team and Board of Trustees.

Duties & Responsibilities:

• Partner with agency leaders to identify and measure business drivers.
• Prepare financial analysis and planning (budget, forecasts, strategic planning).
• Ensure regulatory and statutory compliance and implement financial best practices.
• Lead the Finance and Accounting Teams, making a meaningful impact on the lives of the 70,000 people we serve and our 2,000 employees.

Qualifications:

• Master’s degree in business, Finance, Accounting, or related field.
• Ten years of executive-level accounting/finance experience (preferably in Government, Community Center, or Healthcare).
• CPA preferred but not required.
• Three years of management-level experience.

Click here to apply. 

Place of Business:
Urgo Medical North America

Position Description:
HR Operations Manager manages the deployment and administration of operational processes used to deliver HR programs and projects. Collaborates with stakeholders to provide consultation, process design, and project management of HR program implementations and initiatives like compensation, benefits, performance management, or training. The HR Operations Manager develops scalable methodologies and tools to optimize HR operations and streamline core processes like onboarding, hiring, terminations, retirements, and others that make up the employment life cycle. Oversees employee data management processes to ensure that data is secure and maintained consistent with company policies and privacy regulations and that required reporting and filings are delivered. Additionally, HR Operations Manager evaluates, selects, and manages HR process outsourcing vendors and contracts. Ensures that project/department milestones/goals are met and adhering to approved budgets.

Duties and Responsibilities:

• Develop, implement, communicate, monitor, and improve HR policies, procedures, and technologies, aligning with the organization's goals and objectives
• Ensure compliance with federal, state, and local employment laws, regulations and reporting. In addition, compliance with Canadian local and federal laws across different jurisdictions.
• Oversight of the UMNA expatriate program and other immigration processes
• Report and track HR service delivery to ensure optimal employee experience and cost-efficient service delivery
• Manage the compensation and benefits programs, including job descriptions, classifications, salary structures, bonus programs, and health and welfare benefits
• Administer the HRIS system and ensure data accuracy and integrity
• Monitor and analyze HR metrics and provide regular reports to senior management and global on HR operations, trends, etc.
• Manage HR projects and initiatives as assigned
• Provide guidance and support to managers and employees on HR-related issues
• Serve as the corporate safety officer and manage all OSHA and Workers’ Compensation processes

Competencies:

• Extensive knowledge of HR functional processes, best practices, and employment law and regulations
• Excellent communication and interpersonal skills, with the ability to build effective relationships with all levels of the organization
• Strong analytical and problem-solving skills, with the ability to analyze HR metrics and provide insights and recommendations
• Strategic thinking – must be able to identify opportunities to improve processes and procedures
• Detail-oriented with strong organizational and time-management skills
• Extensive knowledge of compensation and benefits strategy and design
• Demonstrated ability in employee and labor relations
• A results-driven project manager with a history of successfully completed initiatives
• Strong leadership skills, with a collaborative spirit

Minimum Qualifications:

• Bachelor’s degree required, master’s degree desired

• HR certification desired

• 5 years’ experience in an HR operational role required

• Experience with a multi-state workforce.

• Experience with a Canadian workforce, a plus.

• Experience with a manufacturing workforce, a plus.

• 1-3 years’ supervisory experience desired

• Demonstrated experience in developing and implementing HR policies, procedures, and technologies

• Proficient in HRIS systems and Microsoft Office Suite

Click here to apply. 

Place of Business:
HR Business Partner

At CivicPlus, we strive to bring our company vision to life through innovation and collaboration. Supported by approachable leadership and transparent communication, we’re empowered to make an impact on local government and the residents they serve. Grow your career alongside great people, where authenticity is welcome, successes are celebrated, and potential is nurtured.

Position Description:

The HR Business Partner provides advanced HR support and strategic partnership to multiple business units. This role focuses on leading high-impact HR initiatives, consulting with senior leadership, and driving strategic HR programs that support organizational goals. The Business Partner plays a key role in managing complex HR issues and aligning HR practices with business strategy.

As a HR business Partner you will:

Talent Management:

Partner with business leaders to implement and refine comprehensive talent management strategies.

Conduct talent assessments and support development plans for high-potential employees.

Drive initiatives that promote employee engagement and retention

Strategic Advisory:

Act as strategic advisor to business leaders, providing expert guidance on HR-related matters and aligning HR strategies with business objectives.

Develop and implement HR programs and initiatives that support talent management, employee engagement, and organizational development.

Employee Relations:

Lead complex employee relations matters, including conflict resolution and performance management, ensuring alignment with organizational culture and values.

Collaborate with leaders to develop proactive strategies for enhancing workplace culture.

HR Functional Leadership:

Mentor junior HR professionals and provide coaching to enhance team effectiveness.

Lead HR initiatives and projects, ensuring alignment with organizational goals and compliance with best practices.

Oversee the execution of HR strategies and initiatives across multiple business units, driving cultural and operational improvements.

General HR Responsibilities:

Utilize HR data and analytics to inform strategic decision-making and enhance organizational effectiveness.

Collaborate with HR leadership to develop and implement strategic HR projects and programs.

Facilitate new manager onboarding in partnership with the Learning & Development team.

Drive departmental initiatives and provide comprehensive support to the HR team.

Ensure compliance with all company policies and relevant employment laws.

Minimum Qualifications:

Employee Relations/Engagement: Manage company policy and complex employee relations issues- involve senior management when necessary. Drives engagement by implementing ideas and solutions that reinforce a culture of trust and support.

Relationship Management: Manages relationships effectively and handles moderate conflicts, fostering a collaborative work environment.

Strategic Alignment & Business Acumen: Consistently aligns HR initiatives with business goals, utilizing a solid understanding of business operations.

Change Management & Organizational Development: Drive significant change and organizational development by proactively identifying needs, designing strategies, and influencing key stakeholders.

What We’re Looking For:

Bachelor’s Degree in Human Resources, Business Administration, or a related field preferred.

6-8 years of HR experience, including significant experience in a business partner role.

Advanced knowledge of HR strategy, organizational development, and employee engagement.

Strong leadership, analytical, and communication skills.

SHRM-SCP or SPHR certification preferred.

Click here to apply. 

Place of Business:
Cook Children's Health Care System

Position Description:
The Assistant Vice President (AVP) for Employee Benefits at Cook Children's is a senior leader within Human Resources and has shared accountability for the success of the Department. In this AVP role, you will be charged with establishing and overseeing the operations of the Benefits Team, developing, managing and leading all aspects of the employee benefit programs development and delivery including, but not limited to, the design and maintenance of health insurance, retirement, wellness plans, life and disability insurance, and other voluntary benefits. You will manage the department budget and the budget for benefits programs; and ensures compliance with applicable federal and state compliance regulations.

Duties & Responsibilities:

As our AVP of Benefits, you will be a subject matter expert who serves as an internal consultant to executives, leaders and employees regarding benefit policies and procedures and leads initiatives to educate and engage employees about their benefits, fostering a culture of wellness and security. You will oversee the work of the Benefits Team, and you will be expected to enhance team engagement by providing the resources, support and tools to promote efficiency, innovation and teamwork.

You will routinely interact and collaborate with senior executives and leaders to gain consensus regarding long-term health and welfare strategy; advise and provide thought partnership to the CEO and Chief Administrative Officer for carrying out work toward the delivery of Cook Children’s mission, strategy, and organizational goals. You will cultivate, and maintain, strong working relationships with senior leadership to develop solid partnerships to identify and resolve issues effectively and proactively.

You will report to the VP of Human Resources, who is looking for a seasoned professional who uses judgement and discretion to accomplish goals.

Minimum Qualifications:
10+ years in Benefit roles with progressive responsibility, and

5+ years in a leadership role and/or bachelor’s degree in human resources, Finance, Economics, or a related field

Click here to apply. 

Place of Business:
Selena USA

Position Description:
The HR and Facilities Director is responsible for day-to-day operations of Selena Americas human resources processes and DFW USA headquarters facility services. You will execute company HR processes, oversee HR initiatives, and ensure compliance with employment laws and regulations. You will also be responsible for payroll, benefits, office management, talent acquisition/management/development and employment relations in cooperation with Headquarters Selena FM.

Small growing organization based in Fort Worth, TX. Backed by global leader in the construction products category (manufacture of foam sealants & adhesives).

Duties & Responsibilities:

• Leads all HR and office management responsibilities, systems and reporting

• Enforcing company policies and practices to ensure strong employee relations

• Support and represent the Americas as HR contact with global headquarters located in Poland

• Provide HR support for Brazil operations as needed and/or required

• Monitor adherence to internal policies and legal standards

• Deal with grievances and violations invoking disciplinary action when required

• Anticipate and resolve litigation risks

• Report to senior management by analyzing data and using HR metrics

• Develop and execute corporate plans for a variety of HR matters such as compensation, employee development, benefits, payroll, health and safety etc.

• Act to support the human factor in the company by devising strategies for performance evaluation, staffing, training and development etc.and managing employees

• Recruitment: Driving recruitment efforts that support the long-term talent needs of the site and business, includes onboarding within the organization

• Managing benefits and leave administration

Conform with and abides by all regulations, policies, work procedures, safety rules and instructions.

Performs other ad hoc duties as required.

Minimum Qualifications:

• Proven experience as an HR Director

• Full understanding of the way an organization operates to support and meet its objectives

• Excellent knowledge of employment legislation and regulations

• Thorough knowledge of human resource management principles and best practices

• A business acumen partnered with attention to the human element

• Knowledge of data analysis and reporting

• Excellent organizational and leadership skills

• Outstanding communication and interpersonal skills

• Diligent and firm with high ethical standards

• Able to speak/write in both English and Portuguese (preferred) languages

Computer Equipment and Software Requirements

The position requires the ability to work proficiently with a personal computer in a Windows environment. Use of Microsoft Office Suite software including Word, Excel, PowerPoint, and Outlook required.

Education and Experience Required

• Bachelor’s degree in human resources, business administration, or related field; Masters degree a plus.

• Minimum 3 -5+ years of human resource management experience required.

• HR experience working in Brazil or with Brazilian company a plus

• Portuguese highly preferred

• SHRM-C or SHRM-SCP preferred

Licensing or other Special Requirements

Open to business travels

Valid state driver’s license.

Click here to Email your resume to Kevin Smith. 

Place of Business:
Boys & Girls Clubs of Greater Tarrant County

Position Description:
The Senior Human Resources Generalist is responsible for overseeing daily operations in the absence of the supervisor and ensuring effective staff supervision. Key responsibilities include managing employee benefit programs, payroll support, auditing benefit invoices, and ensuring compliance with government regulations. Additionally, the position handles employee leave administration while staying informed about relevant laws and engaging with employees to address concerns and provide support. Overall, this position ensures smooth HR operations while fostering a compliant and supportive work environment.

Supervision and Operations:

Accountable for daily operations in the absence of the supervisor

Accountable for staff supervision in the absence of a supervisor

Benefits Administration:

Administer employee benefit programs

Audit and reconcile benefit invoices for payment, work with vendor and/or broker to correct issue, and notify the accounting department of any issues

Fulfill requirements of all relevant government rules and regulations, including but not limited to the Employee Retirement Income Security Act (ERISA)

Leave Administration:

Administer employee leave programs including but not limited to FMLA, ADA, and military leave

Fulfill requirements of all relevant government rules and regulations, including but not limited to the FMLA, ADA, and Military Leave

Employee Relations:

Interpret and explain human resources policies, procedures, laws, standards, or regulations

Maintain current knowledge of and implement appropriately all state and federal legislation and regulation applicable to organization such as but not limited to FMLA, ADA, ERISA, FLSA, Workers Comp, and Unemployment

Effectively listen and communicate with employees regularly; Assist employees with questions, barriers, and concerns

Confer with supervisor to develop or implement personnel policies or procedures

HR Support:

Responsible for contributing to HR operational activities such as onboarding, internal transfers, and hiring

Provide support for compliance-driven maintenance and reporting

Support execution of performance management appraisals

Training and Learning:

Assess HR-related training and learning needs of the organization

Develop plan and implement HR training

Participate in Staff Development Committee and create materials for training

Payroll:

Manage workflow to ensure all payroll transactions are processed accurately and timely

Monitor hours worked, ensure the correct use of budget codes, and verify pay rate and PTO/holiday pay

Calculate and process correct garnishments and ensure compliance with regulations; process deductions, verify and enter voluntary payroll deductions

Minimum Qualifications: 

Ability to work regular business hours

Ability to handle multiple tasks simultaneously with accuracy

Ability to build rapport and relationships

Ability to maintain confidentiality at all times

Ability to think critically and logically

Ability to supervise staff

Ability to oversee daily operations

Effective oral and written communication skills

Effective organizational skills

Efficient typing skills and administrative or clerical skills

Excellent attention to detail

Excellent customer service skills

Excellent problem-solving skills and good judgment

Experience with google suite and Microsoft office

Knowledge of leave administration

Knowledge of benefits administration

Knowledge of basic Human Resources principles and practices

Knowledge of employment laws

Must be able to pass agency background screens and drug screen at any time

Must have reliable transportation, liability insurance, a satisfactory driving record, and a valid driver’s license for the operation of a motor vehicle relevant to carrying out duties

Click here to apply. 

Place of Business:
DuraServ

Position Description:
The Human Resources Manager is responsible for leading and implementing the company’s human capital practices; consulting as the primary HR subject matter expert with Management; and managing other HR services and support processes. Human Capital practices include culture enhancement, corporate social responsibility, total rewards, talent management, change management, employment practices and relations. This position is responsible for ensuring the company HR programs and practices are consistently administered in compliance with internal standards of operations. The scope of support is with our field-based division teams.

Essential Functions:
1. Partners with the leadership team to educate, coach, and execute DuraServ's human resources and talent strategy particularly as it relates to current and future talent needs, retention, and succession planning.

2. Partners with Total Rewards and Talent Management teams to identify solutions for workforce challenges. Leads the education and implementation of existing, new and/or transformed human capital practices with Management and team members.

3. Understands and utilizes HR Analytic dashboards and reports for Management that provide predictive insights and key performance indicators related to human capital management. Skillfully identify trends, areas of concern, and recommend actionable solutions. Is comfortable with using technology and supporting HR digital solutions.

4. Maintains compliance with federal, state, and local employment laws and regulations, and recommended best practices; reviews policies and practices to maintain compliance. Is aware of human capital trends, best practices, and regulatory changes in employment law.

5. Serves as a liaison with various stakeholders to provide HR expertise and support in resolving workplace issues; recommending solutions and processes to address growth pains in the business; and advising Management of paths of success to engage their teams.

6. Nurture and curate an authentic and positive workplace experience and culture for team members that ensures engagement, well-being, and transparency. Champions diversity of thought and talent that creates a sense of belonging which results in team members performing at their best.

7. Lead and/or participate in Special Projects and assignments.

8. Take the lead in managing the workforce integration action plan related to Mergers and Acquisitions events for assigned divisions.

9. Perform other related duties, as assigned.

Knowledge, Skills, and Abilities:

• (K) Discipline of Human Resources: Knowledge of principles and procedures for talent management, total rewards, corporate social responsibility, culture, inclusion and diversity, employment practices, labor law and HR technology platforms.

• (K) Culture Practices: Knowledge of practices that ensure the workplace experience drives positive retention of talent, a sense of well-being and belonging, and community.

• (K) Compliance: Knowledge of employment laws and regulations.

• (S) Critical Thinking: Uses logic and reasoning to identify the strengths and weaknesses of alternative solutions, conclusions, or approaches to problems.

• (A) Deductive Reasoning: Has the ability to apply general rules to specific problems to produce answers that make sense.

• (A) Resilience and Emotional Intelligence: Can remain unbiased and resilient in challenging situations and times while providing common-sense coaching and advice to others.

Education and Experience:

• Bachelor's degree or equivalent in business, human resources, or related field and eight or more years of progressively responsible experience in the HR discipline. HR experience is a must-have skill.

• Experience in HCM technology platforms. ADP Workforce Now experience is preferred,

• Certified credentials from SHRM are a plus.

Place of Business:
DuraServ

Position Description:
The Human Resources Specialist is responsible for leading the transformation of core HR administrative practices to digital optimization; defining the team member experience from day one; engaging as a HR subject matter expert with the workforce; and participating in HR special assignments related to corporate social responsibility, culture, and talent management. This position is also responsible for ensuring that company HR programs are consistently administered in compliance with internal standard of operations.

Essential Functions:

1. Partner with the Talent Acquisition Team to effectively onboard new team members. Act as the company Brand Ambassador by managing the New Hire Orientation and Onboarding Program. Responsible for culture and engagement activities that drive retention of talent especially new hires.

2. Administer and maintain employment compliance programs from candidate pre-employment administration to required new hire paperwork; personnel file management; employment posters; HR Standards of Operations; and other related legal requirements like E-Verify. Ensure HR practices and programs follow applicable laws, regulations, and organizational policies. Participate in resolving employee relations concerns.

3. Process and resolve HR Inbox inquiries in a timely manner including other personnel transactions related to employment.

4. Serve as a liaison with various stakeholders to include service providers, third-party administrators, and internal departments by partnering with the HR Leadership Team to implement key HR programs. Support the lead HR Business Partner on HR processes.

5. Provide SME coaching to team members on self-service and manager self-service of the HCM solution (ADP Workforce Now). Must have an experienced understanding of HR technologies and drive digital optimization.

6. Configure and manage HR Analytic dashboards and reports for Management that provide predictive insights and key performance indicators related to human capital management. Skillfully identify trends, areas of concern, and recommend actionable solutions.

7. Conduct research related to HR practices and programs which are aligned with our company’s strategy and business goals.

8. Lead and/or participate in Special Projects related to HR and HR Transformation.

9. Perform other related duties, as assigned.

Knowledge, Skills, and Abilities:

- (K) Personnel and Human Resources — Knowledge of principles and procedures for recruitment, selection, compensation and benefits, and HR information systems.

- (K) Compensation Practices – Knowledge of common compensation practices from research to development, implementation, execution, and compliance.

- (K) Compliance - Knowledge of laws and regulations as they apply to base compensation and incentive compensation programs, company policies, and operations.

- (S) Critical Thinking — Uses logic and reasoning to identify the strengths and weaknesses of alternative solutions, conclusions, or approaches to problems.

- (A) Deductive Reasoning — Has the ability to apply general rules to specific problems to produce answers that make sense.

Education and Experience:

- Bachelor's degree or equivalent in business, human resources, or related field and five years of progressively responsible experience in the HR discipline. HR experience is a must-have skill.

- Experience in HCM technology platforms. ADP Workforce Now experience is preferred.

- Certified credentials from SHRM are a plus.

Place of Business:
MHMR of Tarrant County

Position Description:
Evaluation Specialist. Perform professional program evaluation, create annual report for division, monthly staff training on use of CMBHS or other software, research grant opportunities for division, and work closely with MHMR Tarrant Outcomes Division. Collect data from a variety of systems: CMBHS, CMHC, CPRIT,RED ROC, etc. to measure client outcomes and assist division chief as needed.

Duties & Responsibilities:
A) Collaborates with the Transformation and Research Division teams to develop project goals, objectives, and analysis plans, ensuring alignment with organizational priorities.

B) Develops logic models and evaluation designs for projects, selecting appropriate methodologies and sampling plans.

C) Designs and pretests data collection instruments, ensuring reliability and validity of measures.

D) Conducts advanced statistical analyses and interprets findings to generate reports and make recommendations.

E) Contributes to the designs and execution of the Needs Assessment, as well as other reports and data products for understanding the population served and opportunities for organizational improvement.

F) Disseminates research results through presentations, reports, and publications.

G) Supports measures reporting for the 1115 Directed Payment Program, Certified Community Behavioral Health Clinics (CCBHC), and other agencywide initiatives.

H) Coordinates with stakeholders and external partners to facilitate data sharing and dissemination.

I) Maintains compliance with confidentiality and informed consent regulations.

J) Keeps abreast of developments in the field of statistics and research methods.

K) Attends staff meetings and training sessions regularly, maintaining punctuality and attendance standards.

L) Communicates effectively with supervisors and stakeholders, addressing concerns promptly.

M) Maintains responsiveness and device functionality according to established standards.

N) Support the exploration, implementation, and immersion of the three pillars of trauma wise care (Felt-safety, connection and regulation) across systems, within daily practice, and to support patients and employees.

O) Embrace and enhance the practices of Trust Based Relational Intervention and Boss to Coach to scaffold and build the capacity of employees.

P) Performance standards are performed as applicable with MHMR’s We CARE values “We Connect People in Our Community. We Provide Access to Services. We Link People to Resources. We Empower People.”

Q) Performs other job duties or responsibilities as requested or assigned.

Minimum Qualifications:

A) Minimum Education: Master’s Degree

B) Defined Education: Health and Human services or a related field

C) Preferences: Education, Human Services, Social Science, Statistics or Behavioral Health

D) Substitutions: None

E) Years’ Experience: Five (5) years

F) Defined Experience: Research, evaluation, and planning in a related field

G) License/Certifications: Valid Texas Driver’s License

Click here to apply. 

Place of Business:
MHMR of Tarrant County

Position Description:
The Intern Coordinator will be instrumental in supporting and developing students career skills to ensure they are prepared for post-graduation opportunities. The Intern Coordinator acts as the agency liaison with learning and development and is responsible for tracking which staff will take interns by division and program across the agency. The Intern Coordinator works closely with affiliated Universities and Colleges in the recruitment of interns.

Duties & Responsibilities:
1. Works with MHMR’s Training Department and Volunteer Coordinator to conduct interviews, determine placement, assign supervision, and monitor all non-medical interns placed in all divisions.

2. Maintain Intern Placement Spreadsheet for all divisions.

3. Determine session dates, coordinate training.

B) Monitors intern placement, training, supervision, and integration into all division services treatment programs and mental health clinics.

Performance Requirement(s):

1. Provides direction and guidance to interns and staff supervisors regarding placement requirements.

2. Determine specific training requirements needed for each location and enroll interns as required.

3. Coordinate weekly supervision opportunities, including providing topics and speakers.

4. Ensures all intern’s required session documentation is completed.

B) Works with Director of Interns to develop a system for tracking intern hours to ensure intern hours are tracked by funding source.

Performance Requirement(s):

1. Performs monthly reporting to accounting department and business manager

2. Accurately tracks hours monthly by funding contract in excel spreadsheet by quarter as well as annual.

3. Ensures that all interns are non-federally funded so that they can be counted for match.

4. Ensures our practice is up to date with match requirements

5. Keeps paper files by funding source with match requirement documentation, signed intern hours, federal form, and quarterly/annual summaries

C) Works with Director of Interns to establish and maintain working relationship with affiliated Universities and Colleges.

Performance Requirement(s):

1. Schedule regular review meeting with the school staff to ensure clear communications of intern program structure and compliance.

2. Develop new intern opportunities within the Intern Program

D) Coordinates with all areas of MHMR interns and student placement based on agency need.

E) Completes MHMRTC required training and attends training refreshers as required by MHMRTC Training Center.

Performance Requirement(s):

1. Completes MHMRTC required training within 60 days of hire date and attends required refresher training

F) Performance standards are performed as applicable with MHMR’s We CARE values “We Connect People in Our Community. We Provide Access to Services. We Link People to Resources. We Empower People.”

G) Perform other job duties or responsibilities as requested or assigned

Minimum Qualifications:

Minimum Education Bachelor’s degree preferred in the Health and Human Service field

Preferences: Bachelor’s or master’s degree

Substitutions: Master’s Degree and 3 years of work experience and 1 year of supervisory experience, High School Diploma/GED and 7 years of work experience and 4 years of supervisory experience

Experience: 3 years of work experience in the field. Work in health and human service’s field

Supervisory Experience: 2 years of supervisory experience or direct supervision of a program/grant

License/Certifications: Valid Texas driver's license

Click here to apply.