HR. Manager

Human Manager Position Summary

The HR Manager will be responsible for leading, managing, and executing the HR function and effectively developing and evaluating human resource-related initiatives that support organizational strategic goals. The incumbent will be responsible for managing every aspect of the company’s employment needs, overseeing staff operations, business planning and budget development of HR programs. The HR Manager plans and executes all human resources initiatives, recruitment, compensation, benefits, training, and employee relations of the organization.

This position will lead a team of HR professionals to support the function. Policies, procedures and HR programs are consistently administered, aligned with organizational goals, and comply with professional standards, state and federal regulatory requirements and laws in the US. The position will be based in Edinburg, TX and reports directly to the CEO.

• Talent Acquisition. Responsible for the full‑cycle recruitment process. Among the key responsibilities include:
• 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 the 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 a set of 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 process and talent acquisition more efficient.
• Coordinate with Leadership Team the development and management of an effective talent assessment and retention program for high performers, including career path discussion, benefits and compensation, coaching for performance, among others.
• As necessary, develop and implement an effective internal program for critical areas. Partner with universities and technical schools to source talent for future development.
• Develop and manage an effective compensation program to support employee engagement and retention.
• Develop and implement an effective HR infrastructure to support company goals and strategic objectives, including the development and improvement of training and development for technical and leadership skills and company culture.
• Develop, implement, and manage a performance management process and talent assessment for all levels and grades in the organization.
• Identify, develop, and build training programs and content on critical technical skills to ensure effective use of company critical technical skills.
• Ensure effective execution of coaching and training programs to enable leaders to improve communication and engagement across the organization, including core values and culture training programs at all levels.
• Execute the development and implementation of organizational development and wellness programs.
• Develop, document, and effectively manage Job Description s / Job Scorecards across the organization. Ensure roles are maintained up to date in coordination with leaders.
• Develop, document, and manage a program for backup and succession planning for critical roles across the organization.
• Make informed business decisions based on data and statistics.
• Utilize technology to enhance and measure the results of human resources programs.
• Lead, drive and execute employee engagement surveys, including ENPS, and recognition campaigns to support the development of a culture of excellence, based on values and results.
• Lead, drive, and execute the HR Management Process, mandatory training and Labor Compliance, including:
• Ensure compliance with federal, state and local laws and industry regulations, and advise department managers on legal implications of HR issues…