Fort Worth HR Job Board

Senior Employee Relations Partner

Fri, 08 May 2026 14:47:54 GMT

Place of Business:
Senior Employee Relations Partner

Position Description:

At the heart of every great organization is a culture built on fairness, integrity, and trust. We are looking for a Senior Employee Relations (ER) Partner who is more than just a policy expert—we need a strategic advisor and a steady hand to help us navigate the complexities of the modern workplace.

Who You Are Committed to Being:

A Trusted Advocate: You are a pillar of integrity who balances analytical rigor with human sensitivity. You don’t just "handle cases"; you advocate for a culture of fairness.

An Empathetic Problem-Solver: You possess high emotional intelligence, allowing you to stay grounded and objective during emotionally charged or ambiguous situations.

A Strategic Influencer: You have the "influence without authority" needed to guide senior leaders and HRBPs toward outcomes that align with our values and minimize risk.

A Resilient Partner: You thrive in the gray areas, maintaining your composure and ethical North Star even when the stakes are high.

Duties & Responsibilities:

Lead with Strategy: You’ll be the architect of enterprise-wide ER projects, designing programs and metrics that improve the employee experience and ensure organizational consistency.

Master Case Management: From performance concerns to complex workplace investigations (harassment, discrimination, etc.), you will conduct impartial inquiries and recommend compliant, fair resolutions.

Coach & Enable: You won’t just solve problems; you’ll prevent them. You will design and deliver "ER 101" training and manager enablement sessions to strengthen leadership capabilities across the board.

Advise & Interpret: Serve as the go-to expert for HRBPs and Legal, interpreting HR policies and monitoring employment law trends to keep us ahead of the curve.

Drive Continuous Improvement: Use data analytics to spot trends and risk indicators, turning insights into proactive solutions that reduce organizational risk.

Minimum Qualifications:

You have a deep, nuanced understanding of federal, state, and local labor laws, as well as experience managing sensitive ER matters at scale.

You are a pro at gathering evidence, interviewing with an unbiased lens, and producing objective, high-quality documentation.

You are skilled in mediation and can facilitate open dialogue between parties, even in the most fractured relationships.

You are comfortable using Workday and specialized case management software to track data and generate meaningful insights.

Requirements:

Bachelor’s degree in HR, Business, or a related field (Master’s degree is a plus).

8+ years of progressive employee relations experience.

SHRM-SCP or SPHR certification is highly preferred.

Exceptional active listening and communication skills, with the ability to convey complex information clearly to diverse audiences.

An unwavering commitment to confidentiality and the highest ethical standards.

Hybrid Work Model: This role follows a hybrid schedule, with on-site work at our Westlake/Dallas, TX office Tuesday through Thursday and remote flexibility on Mondays and Fridays. This approach helps us collaborate more effectively, make decisions more quickly, and build a stronger culture, while still providing flexibility.

Click here to apply.

Human Resources Business Partner

Tue, 05 May 2026 16:03:06 GMT

Place of Business:
The University of North Texas at Denton

Position Description:
The UNT System Human Resources Department is seeking to hire a Human Resources Business Partner to join our team. This role serves as a strategic HR partner, fostering strong relationships across departments to support employee engagement, retention, and organizational effectiveness. It leverages HR data to inform decision-making, ensures policy compliance, and guides departments through change management and process improvements. The position also supports professional development, compensation and classification strategies, and contributes to HR program enhancements. Through cross-functional collaboration and independent project management, it ensures seamless HR service delivery aligned with university goals.

Duties & Responsibilities:
* Performs workplace investigations following best practices and prepares well written investigative reports making final determinations in investigations.
* Partners with university departments, divisions, managers, and employees to provide guidance on a wide variety of human resources issues in the areas of employee relations, performance management, compensation, benefits and leave, employee engagement, compliance, policy interpretation, and institutional effectiveness measures.
* Utilizes knowledge of various human resources functions to provide tactical support, professional counsel, advice, and service to university constituents to help facilitate the success of the university's mission.
* Interprets and coaches on effective problem resolution using constructive strategies such as coaching, mediation, progressive discipline, or grievance processes that support relationships.
* Maintains an effective level of business acumen, institutional knowledge and literacy regarding business units, including core business, culture, and short and long-range plans.
* Researches and analyzes innovative human resources practices, staying abreast of trends in the field and the higher education industry.
* Acts as a liaison and collaborates with other human resources functions.
* Serves on special projects teams by researching, compiling, and analyzing human resources information.

Minimum Qualifications:
Bachelor's degree in Human Resources, Organizational Development, Business Administration or related field and four (4) years of progressively responsible experience in HR or related field; or any equivalent combination of education, experience and training.

Salary:
$60000-65000

Click here to apply.

Human Resources Officer - Texas Health Southlake

Mon, 04 May 2026 18:04:53 GMT

Place of Business:
Texas Health Resources

Position Description:

Texas Health Southlake has served the community and surrounding areas of Grapevine, Colleyville, Trophy Club, Westlake, and Roanoke since opening in 2004. As Southlake's first hospital, our multi-specialty surgical facility features 18 surgical specialties with 17 inpatient suites, six observation suites, six operating rooms, and a 24/7 emergency department serving northeast Tarrant County.

We provide care in bariatrics, cardiology, colorectal surgery, ENT, general surgery, internal and family medicine, spine surgery, orthopedics, imaging services, and emergency care. Our spine surgery program performs more than 300 procedures annually, supported by pain management and physical therapy services at three locations.

Texas Health Southlake holds The Joint Commission Gold Seal of Approval for Advanced Certification in Spine Surgery. We received U.S. News and World Report's High Performing Hospital Award (2022-2023) for spinal fusion, hip fracture, and hip replacement procedures, and a 5-star rating from Becker's Hospital Review, one of only 18 hospitals in Texas with this distinction. Our facility earned the Pinnacle of Excellence Award for Patient Experience in outpatient services, employee engagement, physician engagement, and clinical quality performance.

Leadership/Operations Management:
. Executive leadership for human resources, employee health, and other assigned areas.
. Effectively mentors entity employees by providing coaching, guidance, and support to include delegation of responsibility within assigned areas and establishment of formal means of accountability to ensure achievement of established KPI's, objectives and related measurable results.
. Regularly reports verbally or in written means to entity President and/or Regional HR Officer, the appropriate medical staff, Boards and other groups and organizations necessary on the professional service and financial activities of assigned areas.
. Effectively projects workload, resource needs and manage budget for assigned responsibilities.

Strategy, Program and Business Development:
. Participates in the development and implementation of strategic and operating initiatives; works in partnership with the entity President, Regional HR Officer, and other senior leaders to implement and monitor plans to ensure the current and future success of the entity.
. Acts as central point of coordination regarding employee engagement, employee satisfaction, and other areas related to human capital growth and development.

Continuous Improvement, Quality and Safety:
. Provides individual and entity wide leadership in establishing a culture of safety and quality.
. Promotes compliance with regulations and the rules of accrediting bodies by monitoring operations.
. Ensures that organizational activities and operations are carried out in compliance with local, state, and federal regulations, laws governing business operations and requirements for accreditation agencies.
. Develops and monitors entity workforce and employee safety metrics.
. Reports on critical and ongoing trends and develops course corrections in collaboration with entity managers and leaders.
. Manage and support processes for evaluating competencies and behaviors of entity workforce members.
. Assess workforce capabilities and provide ongoing manager and staff education and on-boarding activities to ensure deployment of company principles behaviors, service and safety standards.

Financial and Human Capital Management:
. Participates in the development and implementation of capital and operating budgets, financial plans, and objectives for assigned areas.
. Oversees financial performance of areas of responsibility and shares responsibility for overall labor management of the entity.
. Manage/facilitate entity workforce planning including FTE budgeting, projecting yearly demand and capacity needs.
. Collaborate with entity management and recruitment on strategies for closing gaps and anticipating long term needs.

Employee Engagement and Employee Relations:
. Act as thought leader and provide strategic management for workforce engagement, on boarding and training.
. Manage all employee relations issues or provide leadership and direction to HR staff conducting investigations, responding to grievances, claims and/or complaints.
. Provide coaching to managers on handling employee relations issues.
. Act proactively in anticipating issues through metric analysis and other feedback indicators and respond promptly to all issues in accordance with company principals and behaviors.

Community Leadership:
. Serves as an effective resource to various stakeholder, advisory, consumer and community groups.
. Actively promotes a positive public image of entity/THR and responsive to the needs and desire of various stakeholders.
. Develop and maintain positive working relationships with leadership at THR System Services and other key community hospitals.
. Lead and/or manage project and change management best practices to ensure entity/THR initiatives are met.

Education:
Bachelor's Degree Human Resources, Business, or relevant field required
Master's Degree Human Resources, Business, or relevant field preferred

Experience:
6 years progressive Human Resource experience required, preferably in Human Resource Operations or Employee Relations
Human Resource leadership experience such as managing and/or implementing large scale or complex projects, and/or direct people management experience preferred.
Healthcare experience preferred

Licenses and Certifications (Any of the certifications below are required within two years of hire)
PHR - Professional in Human Resources
SPHR - Senior Professional in Human Resources
SHRM-CP - SHRM Certified Professional
SHRM-SCP - SHRM Senior Certified Professional
Other Nationally recognized HR related certification

Skills:
Experience as an executive level leader in a highly complex organization. Ability to synthesize and interpret information and situation to create business solutions. Effective and persuasive interpersonal and communication skills to gather information, resolve problems, assess situations, coordinate projects and advise the entity leadership and VP of HR on broad issues. Demonstrated capability to interface and maintain effective relationships with entity leaders Ability to be a strategic planner with sound technical skills, analytical acumen, good judgment, and a strong business focus. Creative and strategic thinker with high ethical standards and professional image. Ability to educate and provide leadership in all aspects of day to day HR/Employee operations under demanding timeframes and crisis situations. Recognized as a team player and able to obtain results in highly matrixed organization, carry out corporate goals and programs to achieve results at assigned entity. Knowledge of HR systems, Microsoft office and project management.

Click here to apply.

Manager Strategic Employee Relations

Thu, 30 Apr 2026 15:33:28 GMT

Place of Business:
Texas Health Resources

Leadership/Operations Management:

Provides direct leadership to their team, including merit and performance reviews, training, mentoring and ongoing support of direct reports.

Management of cases submitted to ER including from Corporate Compliance, entities, and Senior Management, by opening the case, assigning an investigator, and tracking the case through completion as appropriate.

Provides consultative services to investigators related to investigations and reviews all reports to ensure that allegations have been appropriately addressed, through established Texas Health grievance policies and procedures in order.

Drives alignment amongst stakeholders with disparate views and agendas on creating solutions.

Uses excellent coaching, facilitation, and conflict resolution skills.

Models Promise Behaviors with the ability to listen deeply and influence employees and managers at all levels.

Strategic Consultation:

Researches, creates, and conducts training for Human Resources, Leaders, and employees in the areas of Employee Relations including, but not limited to, performance management, conflict resolution, as well as the grievance and investigation processes.

Serves as a trusted Business Partner by cultivating partnerships with Key Stakeholders and providing customer service through employee relations consultative services to all levels within the organization.

Conducts research, development, and implementation of system initiatives, serving as Project Leader and Change Champion and/or participating in projects for system initiatives.

Develops and implements best practices including process documents for HR. Reviews data such as investigation results, engagement, retention, and exit surveys and utilizes a gap analysis and SWOT approach to recommend appropriate process improvements and training.

Collaborates with other Strategic ER team members and THR Project Managers in the delivery and interpretations of ongoing programs and services, like policy.

Employee Relations Subject Matter Expertise

Is a subject matter expert in Employee Relations, with business acumen and knowledge of consulting frameworks.

Interprets policies and appropriate application, with awareness of impact and liability.

Uses data fluency to generates strategic insights to influence all levels of the organization.

Conducts investigations and strategic performance management processes and documentation.

Oversees investigations and grievances, managing escalations as needed.

Collaborates in the development of solutions for systemic or departmental issues revealed during the investigative process.

Reviews case documentation to ensure adherence to Texas Health policies and procedures, consulting with legal counsel as needed.

Closes the case with persons involved as well as conducts debriefs with Leaders, Human Resources and executive Leadership teams.

Education:
Bachelor's Degree Business Administration, Human Resources, or relevant field Req And
Master's Degree Business Administration, Human Resources, or relevant field Pref

Experience:
6 Years Relevant work experience to include at least:
-3 years progressively responsible Employee Relations, Generalist, or HR Business Partner experience and
-3 years Employee Relations experience Req and
1 Year Supervisory experience in Human Resources Req

Licenses and Certifications:
PHR - Professional in Human Resources 2 Years Req Or
SPHR - Senior Professional in Human Resources 2 Years Req Or
SHRM-CP - SHRM Certified Professional 2 Years Req Or
SHRM-SCP - SHRM Senior Certified Professional 2 Years Req Or
Other Other nationally recognized HR related certification Upon Hire Req

Skills:
Displays analytical skills with ability to strategically use data, draw insights, prioritize, and influence decisions.
Displays excellent coaching, facilitation and conflict resolution skills.
Displays business and people acumen and knowledge of consulting frameworks.
Proficient with office software applications e.g. Word, Power Point, Excel (intermediate level) and Outlook at an intermediate level.
Proficient at summarizing and reconstructing complex oral or written arguments in a coherent, logical manner verbally or in writing.

Supervision:
This position manages people 5-9

ADA Requirements:
Working Indoors 67% or more

Physical Demands
Sedentary

Click here to apply.

Recruiter

Mon, 27 Apr 2026 17:50:34 GMT

Place of Business:
Quick Roofing

Position Description:

Quick Roofing is actively seeking an experienced Recruiter to manage full-cycle, high-volume recruiting for sales representatives, canvassers, technicians, and other roles across all locations. This role requires strong sourcing capabilities, decisive and timely decision-making, and the ability to manage multiple open requisitions simultaneously while maintaining hiring standards and full compliance. This is a production-driven recruiting position that successfully balances speed, quality of hire, and an exceptional candidate experience in a fast-paced environment.

Why Join Quick Roofing

Since 1984, Quick Roofing has been trusted by millions as one of America’s leading roofing companies. Our success is built on integrity, resilience, and a commitment to excellence. As we continue to grow, we’re looking for driven professionals to join our team- where your work makes an impact, your growth is supported, and your success is celebrated.

Recruiting & Sourcing

Manage full cycle recruiting for roofing sales, canvassing, and operations roles
Source candidates through job boards, referrals, cold outreach, and local market pipelines
Maintain an active pipeline for ongoing and high volume hiring needs
Partner with leadership to support hiring across multiple branches and markets

Screening & Selection

Conduct structured phone screens to assess experience, availability, motivation, and role fit
Evaluate candidates against defined minimum qualifications and hiring standards
Coordinate interviews with Sales Managers and Field Leadership
Provide timely hiring recommendations and move qualified candidates quickly through the process

Hiring & Onboarding Support

Extend offers and clearly communicate compensation structures (base, draw, commission)
Coordinate pre employment steps including background checks and compliance documentation
Support onboarding to ensure smooth transitions for new hires
Monitor recruitment KPIs and report on hiring metrics

Collaboration & Communication:

Maintain strong working relationships with Sales Managers, Field Leaders, and HR
Provide regular updates on pipeline health, hiring progress, and market challenges
Represent the company professionally to all candidates

Process & Compliance

Maintain accurate recruiting records in the ATS or recruiting system
Ensure 100% compliance with recruiting, hiring, and onboarding requirements
Continuously improve recruiting processes for efficiency and effectiveness

Compensation and Benefits

Competitive salary commensurate with experience. Benefits include health insurance, retirement plans, paid time off, and other perks.

Schedule: Monday–Friday, 8:00 AM – 5:00 PM (Onsite)

Qualifications & Experience

3–5 years of recruiting experience, recruiting for sales, construction, roofing, or high-volume roles
Experience recruiting commission based or field roles strongly preferred
Strong phone presence and ability to assess candidates efficiently
Ability to manage multiple requisitions in a fast paced environment
Proficient in Microsoft Office and applicant tracking systems
Bilingual in English and Spanish a plus
Roofing, construction, or home services experience a plus

Preferred Attributes

High volume recruiting mindset
Results driven and metrics focused
Strong judgment and decision making skills
Professional, confident, and organized
Comfortable partnering with sales and leadership

Click here to apply.

Administrator, Accommodation and Leave Programs

Fri, 24 Apr 2026 14:48:39 GMT

Place of Business:
Tarrant County College

Position Description:
This position provides comprehensive oversight and coordination of the College’s leave programs and accommodations under the Americans with Disabilities Act (ADA). The role serves as a key liaison among employees, supervisors, internal departments, and external agencies to ensure consistent application of policies and effective communication regarding ADA, Family and Medical Leave Act (FMLA), workers’ compensation, and other leave-related matters. Responsibilities include interpreting and applying applicable laws and College policies, facilitating leave and accommodation processes, conducting research, resolving complex issues, and supporting employees throughout the duration of their leave or accommodation request. The position plays a critical role in promoting compliance, ensuring accurate documentation, and fostering a supportive work environment.

Duties & Responsibilities:

⦁ Serves as liaison and information resource for faculty and staff, providing excellent customer service and proactive outreach regarding assigned programs while cultivating strong rapport with customers, as well as internal and external stakeholders

⦁ Administers leave of absence and accommodation programs in accordance with Federal, State and local regulations, as well as College policies and procedures

⦁ Effectively receives, reviews, and makes decisions on accommodation and leave requests under FMLA, ADA, Worker’s Compensation, Uniformed Services Employment and Reemployment Right Act (USERRA), Pregnancy Discrimination Act (Title VII), Pregnant Workers Fairness Act (PWFA) and related policies

⦁ Coordinates FMLA leave administration in partnership with a third-party provider, supporting the process from initial employee notice through return to work, including documentation coordination, communication, and tracking of intermittent or reduced schedule leave

⦁ Maintains ongoing communication with employees and managers regarding leave status, expected leave duration, return to work timeline, extensions, etc.

⦁ Coordinates with Employees Retirement System of Texas (ERS), IT, and Payroll department to ensure accurate pay status, benefit administration, and system updates during periods of leave

⦁ Collects, maintains, and safeguards confidential records, including medical documentation and case notes, supporting compliance efforts and legal matters in consultation with General Counsel as needed

⦁ Prepares case documentation, interview summaries, and reports to support operational and management needs

⦁ Responds accurately to inquiries regarding policies, procedures, programs, and compliance issues

⦁ Maintains knowledge of retirement related rules including but not limited to Teacher Retirement of Texas (TRS), Optional Retirement Program (ORP), Social Security, and ERS to assist employees on leave

⦁ Conducts ongoing auditing, reconciliation, record maintenance, and other reporting functions, ensuring program compliance with government regulations

⦁ Identifies opportunities for improvements in policies, procedures, and processes; takes the initiative to implement changes within assigned responsibility and communicates updates to relevant stakeholders

Service Excellence

⦁ Participates on behalf of the College in external community organizations and associations as assigned to support the essential performance requirements

⦁ Attends the workplace regularly, reports to work punctually, and follows a work schedule to keep up with the demands of the worksite

⦁ Completes all required training and professional development sessions sponsored through Tarrant County College (TCC)

⦁ Supports the mission, values, goals, and principles of the College

Supervision

Works under the general supervision of the assigned department leader

*Performs Other Related Tasks as Required

The duties listed are intended only as illustrations of the various types of work that may be performed. The omission of specific statements of duties does not exclude them from the position if the work is similar, related or a logical assignment to the position. The job description does not constitute an employment agreement between the employer and employee and is subject to change by the employer as the needs of the employer and requirements of the job change.

Minimum Qualifications:
Required Minimum Qualifications:

⦁ Bachelor’s degree and three (3) years of experience in the facilitation of leave programs and policies in accordance with the applicable federal and state employment laws (FMLA, ADA, Worker’s Compensation, USERRA, Pregnancy Discrimination Act, Pregnant Workers Fairness Act, etc.); or an equivalent combination of education and related experience

Preferred Qualifications:

⦁ Degree in Human Resources, Management, or related field
⦁ Specialized certification in FMLA/leave and/or ADA administration
⦁ At least two (2) years of experience using an Absence Management Case Management System
⦁ At least one (1) year’s working experience in higher education

Click here to apply.

Sr. HR Generalist

Tue, 21 Apr 2026 15:30:50 GMT

Place of Business:
Exponential Technology Group, Inc. (XTG)

Position Description:
The Sr. Human Resources Generalist is accountable for providing support to assigned group(s) within XTG in the areas of offer approvals/onboarding, employee relations, legal compliance, performance management, and employee and management coaching.

Duties & Responsibilities:

Effectively manage the employee pre-employment process for assigned group(s) by coaching/developing managers on selection/interviewing skills, coordinating the offer approval process and ensuring background checks and drug testing is completed in accordance with Company policy. Interfaces in partnership with Talent Acquisition Specialist as needed.

Ensure new employees for respective group(s) are effectively integrated into Company by facilitating the Human Resources new hire orientation program. Conduct follow up with new employees and managers to ensure effective on-boarding.

Maintain a positive employee relations environment within group(s) and minimizes employee-related problems by providing individual counseling and advice to managers, supervisors and employees. Under the direction of the manager, investigates employee complaints (e.g. discrimination, harassment, unfair treatment) in a prompt and fair manner and recommends appropriate courses of action to resolve concern and minimize risk.

Ensure consistent application of Company Human Resources Policies and Procedures and employment/labor laws within supported group(s) by communicating and interpreting policies/procedures to managers, supervisors and employees. Monitor policy compliance and elevates concerns to manager as appropriate. Recommend new policies or policy/procedure changes as appropriate.

Under the direction of manager, works with supported group(s)’ Management to administer the Corrective Action/Performance Management Process in a fair and consistent manner. Gathers documentation and recommends for approval any involuntary separations to manager.

Effectively coordinate the exit interview process for assigned employees by scheduling exit interviews for departing employees. Proactively surfaces areas of concern to manager and recommends appropriate course of action and retention strategies.

Mitigate Company’s unemployment liability for employees by ensuring a prompt response to unemployment claims and by protesting chargebacks as appropriate.

Perform special programs/projects as assigned (e.g. Job Description Development, Annual Performance/Merit Review process, Employee Events, Analysis) in a timely and accurate manner. May cross-train in other specialty areas of the Human Resources team to round out experience and exposure.

Additional duties and projects as assigned.

Minimum Qualifications:

Bachelor’s Degree in a related field (e.g. Human Resources or Business) is strongly preferred. Four plus years of professional Human Resources experience with a particular focus on employee relations preferred, or equivalent combination of education and experience. Experience in distribution or electronics manufacturing an added plus.

Senior level Generalist should be able to demonstrate sound critical thinking ability, provide well thought out recommendations/guidance and operate more independently with less guidance needed.

Click here to apply.

HR Manager

Fri, 17 Apr 2026 18:03:05 GMT

Place of Business:
Sky Building Materials

Position Description:

We are seeking a HR Manager to support and improve our day-to-day operations across production, warehouse, and office teams. This role will be responsible for managing hiring, employee relations, policies, and overall workforce organization in a fast-paced manufacturing environment.

Duties & Responsibilities:

Manage recruiting (production, warehouse, and office staff)
Develop and enforce company policies, procedures, and discipline standards
Handle employee relations, attendance issues, and conflict resolution
Oversee onboarding, training, and employee documentation
Track and manage PTO, attendance, and payroll coordination
Ensure compliance with labor laws and workplace regulations
Support management with performance reviews and team development
Improve internal processes for communication and accountability
Maintain organized employee records and HR systems

Minimum Qualifications:

3–5+ years of HR experience (manufacturing or production environment preferred)
Strong knowledge of HR practices, labor laws, and compliance
Experience handling hourly workforce and shop employees
Ability to enforce policies while maintaining professionalism
Strong communication and organizational skills
Experience with HR systems (NetSuite or similar is a plus)
Bilingual (English/Spanish) preferred

Salary:
60 -70k DOQ

Email your resume directly to Darya.

HR Manager

Thu, 16 Apr 2026 17:42:17 GMT

Place of Business:
TexasBank

Position Description:
The Human Resources Manager is responsible for leading key HR functions that support employee development, compliance, and organizational effectiveness. This role oversees manager training, performance management, employee relations, policy administration, HR compliance activities, and a small HR team. The HR Manager ensures consistent, high-quality HR service delivery aligned with the bank’s mission, values, and regulatory requirements.

JOB DUTIES AND ESSENTIAL FUNCTIONS:

Provide leadership, coaching, and development for direct reports within the HR function.
Delegate and prioritize workload to ensure efficient and accurate HR service delivery.
Foster a collaborative, service-oriented HR team environment.
Monitor team performance, provide feedback, and support professional growth.
Implement and facilitate training programs for managers, including leadership development, performance management, and employee relations.
Partner with leadership to identify skill gaps and provide targeted development solutions.
Ensure managers are equipped to handle employee issues consistently and effectively.
Oversee employee change processes (promotions, transfers, status changes, compensation updates).
Ensure accuracy and timeliness of employee change reports and HRIS data (e.g., Paycom).
Collaborate with payroll and leadership to validate changes and maintain data integrity.
Develop, review, and maintain HR policies and procedures to ensure compliance and consistency.
Communicate policy updates and provide guidance to managers and employees.
Ensure policies align with regulatory requirements and organizational goals.
Lead the administration of the performance management process.
Support managers in goal setting, evaluations, and performance improvement plans.
Analyze performance trends and recommend enhancements to drive engagement and accountability.
Serve as a trusted advisor to managers and employees on workplace concerns.
Conduct thorough, fair, and timely investigations into employee relations issues.
Provide recommendations and ensure appropriate documentation and follow-up actions.
Ensure compliance with federal, state, and local employment laws and regulations.
Manage labor law poster requirements and updates across all locations.
Lead and support internal and external HR-related audits, including documentation and corrective actions.
Maintains regular and punctual attendance to support business operations and ensure reliability in meeting departmental needs.
Perform other duties and special projects assigned to support organizational objectives and enhance operational efficiency.

WORKING CONDITIONS:

Work is performed in a climate-controlled, air-conditioned office environment.

PHYSICAL DEMANDS:

Ability to sit for extended periods of time.
Occasional walking, standing, bending, squatting, twisting, and reaching.
Simple grasping and fine manipulation required for handling documents, tools, and computer peripherals with precision.
Extended periods of keyboarding necessary for data entry, report generation, and communication through digital platforms.

MINIMUM REQUIREMENTS:

Bachelor’s degree in Human Resources, Business Administration, or related field (or equivalent experience).
5+ years of progressive HR experience, including leadership or supervisory experience.
Strong knowledge of employment laws and HR best practices.
Demonstrated leadership and team development skills.
Proven ability to handle sensitive situations with discretion and sound judgment.
Excellent communication and interpersonal skills.
Strong organizational skills with attention to detail.
Ability to influence and build relationships across all levels of the organization.
Experience with HRIS systems (Paycom preferred).

Click here to apply.