HR. Manager

Position Summary

The HR Manager will be responsible for leading, managing, and executing the HR function and developing and evaluating human resource initiatives that support organizational strategic goals. The incumbent will manage all aspects of employment needs, oversee staff operations, business planning, and budget development of HR programs. Plan and execute all HR initiatives, including recruitment, compensation, benefits, training, and employee relations. This position will lead a team of HR professionals to support the function and ensure policies, procedures, and HR programs are administered consistently, aligned with organizational goals, and compliant with state and federal laws in the US.

This position will be based in Edinburg, TX and reports to the CEO.

• Develop and manage a list of procedures and practices for talent acquisition. Partner with marketing to launch talent attraction efforts and create a bench for critical roles.
• Develop, implement and manage effective orientation and onboarding processes to help new hires be set up for success, including implementation of effective 100-day plans.
• Coordinate with management an effective interviewing process. Train management in effective interviews, such as interviews by competencies.
• Develop expertise and network within the company’s industry to create connections, identify talent and source roles on a timely basis. Develop strategic partners and recruiters to support the hiring process. Build a bench of talent for critical roles.
• Identify, recommend and implement process improvement opportunities to make HR and talent acquisition more efficient.
• Coordinate with Leadership Team the development and management of effective talent assessment and retention programs for high performers, including career path discussions, benefits and compensation, coaching for performance, among others.
• Develop and implement internal programs for critical areas. Partner with universities and technical schools to source future talent development.
• Develop and manage an effective compensation program to support employee engagement and retention.

• Develop and implement effective HR infrastructure to support company goals, including development and improvement of training and development for technical and leadership skills and company culture.
• Develop, implement, and manage performance management processes and talent assessment for all levels.
• Identify, develop, and build training programs and content to ensure effective use of critical technical skills.
• Ensure effective execution of coaching and training programs to improve communication and engagement, including core values and culture training at all levels.
• Implement organizational development, wellness programs, and related initiatives.
• Develop, document, and manage Job Description s / Job Scorecards across the organization; coordinate with leaders to keep roles up to date.
• Develop, document, and manage succession planning for critical roles across the organization.
• Make informed business decisions based on data and statistics. Use technology to measure HR program results.
• Lead, drive, and execute employee engagement surveys (including ENPS) and recognition campaigns to build a culture of excellence based on values and results.

• Ensure compliance with federal, state, and local laws and industry regulations; advise managers on legal implications of HR issues related to discipline and employee grievances. Coordinate with external lawyers or consultants for labor compliance in the US and other countries where employees are hired.
• Structure and administer payroll and benefits programs. Plan and oversee the HR department budget.
• Develop, implement, and manage policies and guidelines, database management procedures, equal opportunity programs, and employee records policies.
• Create and implement employee relations policies and surveys to improve job satisfaction and engagement.
• Manage, approve, and schedule PTO and Sick Leave.
• Handle personnel issues and coordinate with leaders on staff conflicts, absenteeism, performance issues, disciplinary actions, and terminations. Respond to employee questions or complaints in a timely manner.
• Lead all HR department personnel and prepare HR metrics reports.
• Coordinate and manage internal and external audits to ensure compliance with labor requirements; implement improvements and corrective actions as needed.

• Lead a team of HR professionals to support the HR function. Develop, train, empower, apply disciplinary actions, and build backup to ensure continuity of role.
• Adhere to internal procedures, policies, and regulatory guidance; foster a culture aligned with the firm’s values and objectives.
• Plan, design, develop, and implement HR initiatives that support organizational strategic goals; participate in planning and development of HR methods.
• Engage in other company…