Travis County, TX
Austin, Texas

Human Resources Management Director
Hiring salary range: $117,037 to $170,111
Final filing date: Monday, July 3, 2023.

Travis County is located in south central Texas with municipalities in the Texas Hill Country, Travis County is home to and seated in the state capital Austin, Texas. The County is looking for a new Human Resources Management Director to join their team!

The Human Resources Management Director is a vital member of the leadership team and will report to the County Executive for Technology and Operations. The Human Resources Management Director directs, plans, budgets, organizes, staffs, coordinates and administers Human Resources programs and services over which the Commissioners Court has statutory authority, including staffing, training and organizational development, employee relations, benefits, and Human Resource Information Systems (HRIS). Coordinates creative development, administration and implementation of program and service delivery systems that require extensive collaboration with all operating units within the County. Advises independent Elected Officials and their designated Human Resources staff as needed.

The ideal candidate should have a proven track record of ensuring consistent and effective execution of systems and processes that makes optimal use of department and organizational resources. Candidates shall have extensive experience working to meet the ever-changing needs of a highly visible, complex organization and department and experience with managing and pivoting from the traditionally accepted "day at the office" to the changing dynamics of the remote work, or adaptive, environment. The position is ideal for a leader with innovation; one who establishes vision and direction, fosters, and builds team confidence, and has the ability to motivate others to reach a common goal. To be successful in this position the ideal candidate must be proactive, embrace and lead change, and be people-centric.

The minimum qualifications include a bachelor’s degree in Human Resources Management, Public Administration, Business Administration or a directly related field AND eight (8) years of increasingly responsible experience in a Human Resources, including four (4) years of mid- to senior level supervisory or management experience. The County would also prefer, but not requiring, candidates to have a master’s/advanced degree in Business Administration (MBA), Public Administration (MPA), Human Resources-related field (MA/MS), or Juris Doctorate (JD); professional certifications such as Senior Professional in Human Resources (SPHR); or Professional in Human Resources Certification (PHR), along with knowledge of, and experience with Systems, Applications, and Products (SAP).

To learn more and to apply, please go to: https://www.cpshr.us/recruitment/2208

For additional information contact:

Kylie Wilson
CPS HR Consulting
kwilson@cpshr.us

To view an online brochure for this position visit: https://executivesearch.cpshr.us/flyer?file=APPROVEDTravisCountyHRMD.pdf
Travis County, Texas website: https://www.traviscountytx.gov



Travis County, Texas is an equal opportunity employer.

For the complete job posting and to apply, click here.

GENERAL STATEMENT:

The Compensation Analyst provides compensation expertise by advising and directly supporting Human Resources team members and all levels of management in providing compensation solutions covering a wide range of pay issues including job structure and salary range development, base pay administration, and pay guidance. This position serves as a collaborative team-member in the design, development, and implementation of city-wide compensation programs, practices, policies and procedures that are competitive, cost-effective, and equitable. The successful candidate will use a proactive and innovative approach to ensure that our employee compensation offerings are competitive, drive operational results, are aligned with our culture, and are understood and valued by our managers and employees. Must be both strategic and passionate.

ESSENTIAL DUTIES AND RESPONSIBILITIES:

• Plans, designs, develops, implements, and evaluates major classification and compensation projects and programs with the approval of the Director of Human Resources and City Manager.
• Develops proposal for compensation procedures city for the Director of Human Resources to review.
• Provides advice and recommendations to leadership on a broad range of classification and compensation issues and decisions.
• Identifies, analyzes, and recommends solutions for various compensation problems and monitors implementation of agreed upon actions until the problem has been resolved.
• Analyzes organizational structures and jobs to establish job descriptions, classifications, placements, and market matches for pay comparison purposes.
• Thoroughly analyzes complex compensation data to assure equitable pay practices and makes recommendations for adjustments in accordance with Federal, State, and Local regulations.
• Coordinates the conducting and analysis of both formal and informal compensation surveys.
• Coordinates the development of cost estimates of the financial impact of compensation programs and actions.
• Supports Human Resources Manager/Civil Service Director in overall operations of the department and as needed.
• Analyzes morale indicators and other personnel measurements such as, but not limited to, surveys, turnover, and grievances; presents recommendations for new or revised compensation programs when needed.
• Provides training, technical assistance, policy interpretation, and advice to managers and staff regarding classification and compensation topics and .
• Designs communication instruments to educate and inform management in the daily activities related to compensation/classification.
• Consistently applies policies and procedures when trouble shooting classification/compensation issues and provides technical advice to departments in the resolution of these issues.
• Develops and maintains salary structures by ensuring market matches reflect as close as possible to City of Kyle benchmarked positions to maintain established level of competitiveness.
• Develops and maintains knowledge and skill in conducting market salary surveys using standard compensation practices such as aging market data, familiarity with variables affecting the external market to support a competitive pay for the City of Kyle to attracts, retain and motivate human resources to meet departmental business needs.
• Reviews position classification and FLSA designations for management proposed staffing plans, reorganizations, and vacant postings.
• Reviews and recommends hourly, salary, and executive level salary offers and salary adjustments for conformance to established policies, practices, and guidelines, ensuring internal and external equity, and legal compliance of organizational pay practices.
• Conducts special studies, custom surveys, and special reports by collecting, analyzing, and summarizing information and trends relating to HR and recommends best practices or solutions.
• Maintains relationships with municipalities or similar organizations to identify and analyze organizational trends and best practices in compensation and recommend appropriate action.
• Develops and conducts training and communication materials on compensation-related topics to continually educate management and employees on Team Kyle compensation philosophy, programs, and practices to ensure proper performance, pay decisions, and compliance with legal standards.
• Acquires and applies advanced knowledge of relevant human resources discipline(s); provides insight and guides management on issues identifying opportunities and potential solutions.
• Performs all other duties as assigned.