Place of Business: North Central Texas College

Location: Gainesville, Texas

Position Description:

The HR Generalist oversees employee training at NCTC, from New Employee Orientation, regular professional development offerings, and specialized courses, such as the college’s internal Managers Academy. The Generalist is the primary contact for professional development platforms, and is responsible for ensuring optional and required training is available, that employees complete courses in a timely manner, and that hours completed are accurately recorded. This employee will assist in recruiting staff and faculty positions by attending community and college job fairs. Because our HR department is fairly small, the HR Generalist will be able to assist with other HR functions, including payroll, recruiting, employee relations, and benefits, as needed.

Job Duties and / or Responsibilities:

• New Employee Orientation: schedule NEO event and presentations from NCTC division leaders and departments, send invites to new employees, inform managers of start dates and NEO schedules, arrange for room location and catering
• Facilitate Managers Cohort: open application process, review and submit applications for discussion and selection. Develop coursework, selected book discussions, and presentations. Oversee and serve as a point of contact for group presentation discussions and approval; coordinate all aspects of cohort graduation.
• Serve as primary contact for Professional Development software (Bridge and SafeColleges): must know procedures for scheduling trainings, determine if employees have completed trainings, schedule registration and maintain completed hours, assist managers and employees with questions, stay current of software updates and maintenance
• Administer new employee required professional development trainings: maintain and assign professional development offerings for new hires in Bridge / Safe Colleges; ensure that employees complete training within deadlines
• Administer ongoing professional development trainings for all employees: maintain and assign required trainings in Bridge / Safe Colleges (includes FERPA, Title IX, sexual harassment, etc); ensure that all employees complete training as required by deadlines; serve as point of contact for employees; serve as point of contact for groups wanting to schedule professional development classes in Bridge / Safe Colleges (includes in-service, EDI offerings, Title IX, etc).
• Conduct manger and employee trainings: be cognizant of college training needs for both managers and employees; create, plan and administer training sessions (including leading the sessions or scheduling outside speakers, working with managers and employees to determine what development is needed, ensure that information covered in trainings is compliant and in-line with NCTC policies)
• Attend job fairs and recruiting events on behalf of NCTC, or host recruiting events on campuses
• Other duties as assigned. Responsibilities and duties may change based on the needs of the department and the institution.

Qualifications:

Required Education:

• Bachelor’s degree in human resources or related field.

Required Experience:

• Successful candidates should have three to five years of HR experience in recruiting, training and development, employee issues, benefit administration, payroll, or other HR-related areas.
• HRIS experience a plus
• SHRM / HRCI certification a plus.

Required Skills & Abilities:

• Strong communication skills, both written and oral.
• Ability to work with others, including potential employees, vendors, managers, and executives.
• Basic knowledge in HR best practices.
• Proficient in Microsoft programs: Office, Excel, Word, Power Point.

Salary: $49,727

Click here to apply.

Place of Business:
McLane

Location:
Lubbock, TX

Position Description:
McLane is one of the largest and most stable supply chain services leaders in the United States. We’ve been at the forefront of delivering retail and restaurant solutions for convenience stores, mass merchants, drug stores, and chain restaurants for over 125 years. Our vision is to be an agile, innovative, and unified supply chain partner that delivers a superior customer experience, improves the lives of our teammates and community, and produces best-in-class returns.

Duties & Responsibilities: 

The Human Resources Manager provides and manages human resources services, programs, and policies that attract, retain, train, and develop qualified teammates for the successful operation of the division and to meet the future needs of the organization.

PREFERRED qualifications for this position include: Human Resources-focused Bachelor's degree; PeopleSoft experience; demonstrated knowledge of distribution systems, markets, and competition.

Ensure compliance with all company and government regulatory standards in all areas of human resource governance.

Work in partnership with division leadership to determine required people resources, training needs, identification of leadership talent, and succession planning.

Implement and administer teammate benefits programs and heighten teammate awareness of these programs.

Assist with budgeting process for training, safety, benefits, and other initiatives and activities.

Administer compensation policy and direct day-to-day salary administration and planning.

This position has additional duties; special projects may be assigned.

Benefits: Full-time employees are offered benefits including health/RX, dental and vision insurance; flexible and health spending accounts (FSA/HSA); short and long-term disability coverage, supplemental life insurance; 401(k); paid time off and holiday pay for Company designated holidays.

Minimum Qualifications:

Bachelor's degree.

7+ years of human resources experience.

Knowledge of Microsoft Office.

Candidates may be subject to a background check and drug screen, in accordance with applicable laws.

All qualified applicants will receive consideration for employment without regard to race, color, religion, sex, sexual orientation, gender identity, national origin, disability, or status as a protected veteran.

Click here to apply. 

Place of Business: McLane

Location: Temple, TX

Company Information:

McLane is one of the largest and most stable supply chain services leaders in the United States. We’ve been at the forefront of delivering retail and restaurant solutions for convenience stores, mass merchants, drug stores, and chain restaurants for over 125 years. Our vision is to be an agile, innovative, and unified supply chain partner that delivers a superior customer experience, improves the lives of our teammates and community, and produces best-in-class returns.

Job Summary:

This position supports the Senior Director, Teammate Relations, in the execution of all aspects of McLane’s labor and teammate relations strategy. The Director of Labor Relations partners and consults with McLane Business Unit Presidents, Regional VP’s, Division Presidents, General Managers, HR Managers and other leaders to ensure the development and implementation of proactive, well-balanced and effective labor/teammate relations strategy. This position works as a liaison between teammates and management when necessary to resolve conflict and/or conduct investigations. This position is located in Temple, TX, at the McLane Home Office.

Job Duties and / or Responsibilities:
Other duties may be assigned. Either directly or indirectly, a teammate in this position must have the ability to:

• Direct the labor/teammate relations activities and strategy at a business level.
• Ensures response readiness and execution of the labor/teammate relations strategy.
• Continually assessing, identifying and working with leaders to act concerning labor/teammate relations challenges and concerns by reviewing teammate surveys and business metrics, trends and/or impact of changes to the teammates.
• Proactively respond to labor risks by conducting vulnerability assessments, environmental scans, education, or other required actions.
• Ensuring a current knowledge and understanding of labor environment in assigned areas of business to provide a strategic review, assessment and action plan for company readiness. (e.g. analyzing competitor contracts, union and NGO tactics, area demographics, legislative activities, etc.)
• Proactively growing leaders and HR through relevant core, situational, regular and targeted education.
• Provide on the ground guidance and leadership to management and HR during labor campaigns.
• Formulate and administer labor/teammate relations policy for the company according to knowledge of company objectives.
• Provide labor/teammate relations, coaching and education to leadership on a regular and ongoing basis.
• Work closely with both in house and outside labor counsel, as needed to ensure that labor policies comply with Federal and State law.
• Works on complex labor/teammate relations projects and activities to support, analyze, develop and improve teammate engagement. (team member surveys, Connectivity Program, focus groups).
• Develops materials to support the labor/teammate relation strategy by creating, maintaining and/or updating presentations and other materials for use proactively and reactively.
• Provides labor/teammate relations, coaching and education to leadership regularly.
• Remains knowledgeable of the most current trends in labor relations to provide an effective and supportive service to Operations and HR.
• Develop and implements best practices to help maintain a union-free work environment.
• Develop and communicates current labor information regularly to corporate officers. (e.g. labor/teammate relations policies and practices, trends, status updates, etc.)
• Available to teammates and leadership to discuss workplace issues, investigate and make recommendations to leadership.

A teammate in this position must:

• Have a Bachelor’s degree in Labor Relations, Human Resources Management, or another related field.
• Have a minimum of 8 years labor/employee relations experience.
• Have a minimum of 3 years labor avoidance experience.
• Have strong analytical and problem-solving skills.
• Have strong communication and interpersonal relationship skills.
• Knowledge of the National Labor Relations Act and of National Labor Relations Board guidelines and changes, labor trends and avoidance best practices.

Click here to apply.

Place of Business:  City of Irving, TX

Location: Irving, TX

Position Description:
Irving is home to a thriving community of an estimated 263,720 residents who enjoy the perfect blend of modern amenities and rich cultural diversity. Nestled strategically between the Dallas/Fort Worth International and Dallas Love Field airports, Irving is a dynamic economic hub that attracts business from around the world. In Irving, the energy of progress meets the charm of community, making it a truly extraordinary place to live, work and play.

Job Duties and / or Responsibilities:
The Human Resources department supports the city’s mission, vision, and values by attracting and recruiting a qualified, competent and diverse workforce to deliver exceptional services to Irving residents, visitors, and businesses. The Human Resources department consists of two collaborative work teams who deliver exceptional talent and workforce services.

Minimum Qualifications:
The City of Irving seeks a forward-thinking leader with strong decision-making skills to serve as its next Human Resources Director. The chosen candidate will hold a bachelor’s degree from an accredited college or university and must have eight or more years of progressive leadership experience in a department of comparable size and complexity. Previous experience as a Director, Assistant Director or equivalent senior leadership position is required. A master’s degree from an accredited college or university and successful completion of an advanced Human Resources Certification program are preferred qualifications. Knowledge of Texas Local Government Code, Chapter 143 and the administration of civil service hiring, promotions, and discipline are required as both Irving Fire and Police Departments operate under this code. As the Irving Fire Department has recently become approved to enter into collective agreements, experience in an organization with collective bargaining is preferred.

The ideal candidate will be very familiar with employee benefit laws and regulations and will be able to make knowledgeable recommendations regarding changes to benefit packages to comply with current regulations to attract and retain employees at a competitive cost. The Director will lead a premier Human Resources team to help attract and retain the most qualified applicants for the City of Irving. Because many employees in key positions are or will soon be eligible for retirement, the Director will be responsible for the design and implementation of sound succession planning strategy to prepare staff for leadership roles. Experience in succession planning and recruitment is preferred.

Salary: The City of Irving offers a competitive salary of $155,232 – $218,868 dependent upon qualifications and experience.

Click HERE to apply.

Place of Business: SMU

Job Location: Dallas, Texas

About SMU: 

• SMU’s more than 12,000 diverse, high-achieving students come from all 50 states and over 80 countries to take advantage of the University’s small classes, meaningful research opportunities, leadership development, community service, international study and innovative programs.
• SMU serves approximately 7,000 undergraduates and 5,000 graduate students through eight degree-granting schools: Dedman College of Humanities and Sciences, Cox School of Business, Lyle School of Engineering, Meadows School of the Arts, Simmons School of Education and Human Development, Dedman School of Law, Perkins School of Theology and Moody School of Graduate and Advanced Studies.
• SMU is data driven, and its powerful supercomputing ecosystem – paired with entrepreneurial drive – creates an unrivaled environment for the University to deliver research excellence.
• Now in its second century of achievement, SMU is recognized for the ways it supports students, faculty and alumni as they become ethical, enterprising leaders in their professions and communities. SMU’s relationship with Dallas – the dynamic center of one of the nation’s fastest-growing regions – offers unique learning, research, social and career opportunities that provide a launch pad for global impact.
• SMU is nonsectarian in its teaching and committed to academic freedom and open inquiry.

Position Description: This role is an on-campus, in-person position. The Compensation Specialist II administers, assesses, and implements SMU's compensation programs to ensure they are competitive and aligned with compensation and university objectives. This role also oversees and maintains the integrity of SMU's job classification/job architecture framework and compensation structure. This role also provides compensation expertise and consultation to campus constituencies to support best practices involving interpretation and application of federal and state wage and salary laws and regulations, as well as SMU’s compensation practices.

Essential Functions:

• Administer, assess, and implement SMU's compensation programs. Oversee and maintain the integrity of SMU's job classification framework and compensation structure (e.g. job titles, job codes, pay grades, etc.). Update and maintain pay structures, grades, compensation guidelines. Administer and oversee position management within HRIS system. Perform job analysis & job evaluation, including review of organizational structure, to determine position classification, job level, pay grade, and FLSA status. Review, evaluate, & approve compensation/classification change requests. Communicate recommendations and outcomes to HR Business Partner and/or department. Update & maintain electronic job description records. Review & approve job requisitions.
• Conduct compensation analysis, including job pricing, benchmarking, and market research to determine the internal and external value of jobs. Participate in compensation surveys, conduct research and analysis on market competitiveness, pay equity, and compensation trends. Prepare and analyze survey data. Manage SMU’s biannual compensation market study and serve as liaison with the consultant. Audit pay practices to ensure compliance with federal and state wage and salary laws and regulations. Make recommendations to adjust salary structure in response to market data and SMU needs.
• Provide compensation expertise and consultation to campus constituencies to support best practices involving interpretation and application of regulations and SMU’s compensation practices. Advise managers and HR Business Partners on classification and compensation matters and on making effective pay decisions within guidelines. Oversee and manage career paths for employees to assist managers in designing effective development opportunities.
• Manage annual merit process, including compiling information, documents, and sending communication. Collaborate with Office of Budget, Financial Business Managers, HR Business Analyst, and HR team members to ensure data and documents are properly collected and processed.
• Perform special projects, ad hoc market analysis, and prepare data reports as requested. Monitor and maintain compensation-related data integrity analysis, identify issues, and provide recommendations to correct. Continuously review processes and identify methods to improve the workflow and timeliness. Recommend and create compensation practices procedures as needed or when appropriate.

Preferred Qualifications:

• Education and Experience:
• A Bachelor’s degree is required.
• A minimum of three years of work experience administering compensation programs or other related human resource experience is required.
• Demonstrated experience in database and spreadsheet tools, is also required. Experience creating and/or managing career paths for employees is desirable.
• Knowledge, Skills and Abilities:
• Candidate must demonstrate strong interpersonal and verbal communication skills, with the ability to communicate effectively and develop relationships with a wide range of constituencies. Must also demonstrate strong written communication skills. A strong customer service orientation and the ability to handle confidential information with professionalism are essential.
• Candidate must have strong problem-solving and analytical skills, with the ability to devise solutions and approach issues with a solution-oriented stance. Must also have the ability to work cooperatively with others and independently, demonstrating a high degree of initiative.
• Candidate must have strong organizational, planning, and time-management skills with the ability to manage multiple requests, prioritize appropriately, and evaluate competing needs. A strong focus on attention to detail is essential.
• Candidate must demonstrate knowledge of and ability to perform compensation data analysis, as well as apply basic statistical interpretation. Must also have a broad understanding of compensation techniques, methods, and practices. The ability to work with numerical calculations and organize data in meaningful ways is essential. Relevant experience in analyzing HR data and creating metrics is strongly preferred.
• Candidate must have intermediate to advanced proficiency in Microsoft Excel, including use of Vlookup function. Must also have a strong working knowledge of Microsoft Office Suite (e.g.Word and Outlook). Experience with an HRIS system is required, knowledge of HCM PeopleSoft is preferred. Experience with CompAnalyst salary platform or similar salary survey platform, desired. A working knowledge of Adobe Acrobat is preferred.
• Candidate must have strong knowledge of federal and state wage and salary laws and regulations.
• Physical and Environmental Demands:
• Sit for long periods of time

Minimum Qualifications:

• Education and Experience:
• A Bachelor’s degree is required.
• A minimum of three years of work experience administering compensation programs or other related human resource experience is required.
• Demonstrated experience in database and spreadsheet tools, is also required. Experience creating and/or managing career paths for employees is desirable.
• Knowledge, Skills and Abilities:
• Candidate must demonstrate strong interpersonal and verbal communication skills, with the ability to communicate effectively and develop relationships with a wide range of constituencies. Must also demonstrate strong written communication skills. A strong customer service orientation and the ability to handle confidential information with professionalism are essential.
• Candidate must have strong problem-solving and analytical skills, with the ability to devise solutions and approach issues with a solution-oriented stance. Must also have the ability to work cooperatively with others and independently, demonstrating a high degree of initiative.
• Candidate must have strong organizational, planning, and time-management skills with the ability to manage multiple requests, prioritize appropriately, and evaluate competing needs. A strong focus on attention to detail is essential.
• Candidate must demonstrate knowledge of and ability to perform compensation data analysis, as well as apply basic statistical interpretation. Must also have a broad understanding of compensation techniques, methods, and practices. The ability to work with numerical calculations and organize data in meaningful ways is essential. Relevant experience in analyzing HR data and creating metrics is strongly preferred.
• Candidate must have intermediate to advanced proficiency in Microsoft Excel, including use of Vlookup function. Must also have a strong working knowledge of Microsoft Office Suite (e.g.Word and Outlook). Experience with an HRIS system is required, knowledge of HCM PeopleSoft is preferred. Experience with CompAnalyst salary platform or similar salary survey platform, desired. A working knowledge of Adobe Acrobat is preferred.
• Candidate must have strong knowledge of federal and state wage and salary laws and regulations.

EEO Statement:

SMU will not discriminate in any program or activity on the basis of race, color, religion, national origin, sex, age, disability, genetic information, veteran status, sexual orientation, or gender identity and expression. The Executive Director for Access and Equity/Title IX Coordinator is designated to handle inquiries regarding nondiscrimination policies and may be reached at the Perkins Administration Building, Room 204, 6425 Boaz Lane, Dallas, TX 75205, 214-768-3601, accessequity@smu.edu.

Benefits:

SMU offers staff a broad, competitive array of health and related benefits. In addition to traditional benefits such as health, dental, and vision plans, SMU offers a wide range of wellness programs to help attract, support, and retain our employees whose work continues to make SMU an outstanding education and research institution.

SMU is committed to providing an array of retirement programs that benefit and protect you and your family throughout your working years at SMU and, if you meet SMU's retirement eligibility criteria, during your retirement years after you leave SMU.

The value of learning at SMU isn't just about preparing our students for the future. Employees have access to a wide variety of professional and personal development opportunities, including tuition benefits.

Salary: Salary commensurate with experience and qualifications

Deadline to Apply:

• The position is open until filled
• Priority consideration may be given to submissions received by January 27, 2025.

APPLY HERE