Place of Business: Texas Windstorm Insurance Association

Job Location: Remote

Position Description: Leads and manages the creation of a talent management strategy and programs that align with strategic business initiatives and develop skills and leadership capabilities throughout the workforce. Manages the development, implementation, and administration of programs that evaluate, measure, enhance and improve employee performance.

Job Duties and/or Responsibilities: 

THE FOLLOWING ARE THE USUAL, BASIC AND ESSENTIAL FUNCTIONS OF THE POSITION. HOWEVER, THIS JOB DESCRIPTION DOES NOT PRECLUDE THE PERFORMANCE OF OTHER DUTIES BY THE INCUMBENT. THESE FUNCTIONS ARE NOT TO BE CONSTRUED AS AN EXHAUSTIVE LIST OF ALL RESPONSIBILITIES, DUTIES, AND SKILLS REQUIRED:

• Identifies, designs, and develops frameworks that represent skills and leadership capabilities critical to long-term and short-term objectives.
• Aligns training, coaching, professional development, and experiential assignments to the leadership development strategy.
• Develops approaches to engage individuals in well-defined and ongoing career development.
• Define career paths and support training and development programs.
• Fosters a culture of informal knowledge exchange, coaching and training to engage and develop the workforce.
• Conducts periodic succession planning and talent assessments to ensure critical roles are defined.
• Creates slates of individuals identified for leadership development activities.
• Utilize assessments to evaluate and identify the current and emerging skills, competencies, and behaviors required to achieve desired organizational results and prepare for future needs.
• Leads the design of performance management strategies and processes that measure outcomes, identify areas for improvement, and align teams to organizational goals.
• Champions a culture of objective setting and result measurement aligned to pay and rewards using tools, training and communication.
• Manages the selection, design, and implementation of employee engagement programs geared to attract and retain employees and promote a healthy and productive work environment.
• Manages daily operations of talent management including recruiting, hiring, training, evaluating, coaching, counseling and disciplining the talent management team. Develops team performance goals and development plans.
• Facilitates a work environment that fosters and supports ethical decision-making and actions by motivating, promoting and modeling ethical behavior, as well as executing job responsibilities in accordance with Associations’ core values and ethics policies.
• Participates in developing department annual goals and objectives. Develops, interprets, and recommends program goals and objectives, policies, procedures, and courses of action. Assists in preparation of the annual People Team budget and assists in managing approved budget on a regular basis.
• Performs other related duties as required and assigned.

REQUIRED QUALIFICATIONS:

• A bachelor's degree in Human Resources or related field or equivalent combination of education and experience
• A minimum of five years of talent management experience.
• A minimum of three years’ experience managing a team executing talent management initiatives.

PREFERRED QUALIFICATIONS:

• 8+years relevant experience
• 5+ years’ experience leading teams executing talent management initiatives
• PHR or SPHR/ SHRM-CP or SCP preferred

REQUIRED KNOWLEDGE, SKILLS, AND ABILITIES:

• Expert level knowledge of principles and practices of Human Resources administration and specialized knowledge of human resource-related laws, regulations, and procedures
• Ability to lead, motivate, coach, develop and encourage people to achieve a common goal, fostering positive working relationships and team culture and set and follow work priorities for self and others
• Ability to organize people and materials to ensure that tasks are undertaken and that measures are put in place to ensure compliance within all areas of operations
• Energy and ability to innovate, collaborate, problem-solve and champion change both within the People Team and with stakeholders across the organization.
• Management presence and maturity to influence and/or lead others internally as well as to represent the People Team positively
• Impeccable integrity, confidentiality and judgment; ability to both inspire trust and be trustworthy.
• Ability to grasp and interpret the organization’s mission, vision, values and principles and to motivate others to achieve the necessary business and operational results
• Ability and desire to learn the operations of the organization, to think strategically and operate tactically in a dynamic, cross-functional environment
• Strong written and verbal communication skills including the ability to effectively collaborate with multi-disciplinary groups and all organizational levels
• Demonstrated excellent time management and organizational skills - ability to manage numerous initiatives in order to meet deadlines and to deliver high quality outputs including ability to re-order work and priorities in response to demand and crises
• Ability to analyze, comprehend, and understand human resource information, and make routine decisions
• Ability to recognize and independently solve difficult problems involving judgment where chance for error is high or could have serious consequences
• Detail-oriented with strong organizational and project management skills, able to work well under deadlines in a changing environment and perform multiple tasks effectively and concurrently
• Ability to manage multiple projects simultaneously with agility and flexibility
• Working knowledge of human resource information systems
• Expert level proficiency in Microsoft Office including Excel, Word, PowerPoint and Outlook
• Ability to analyze problems, find solutions and effectively communicate with all levels of supervisory and non-supervisory employees
• Strong attention to details and follow-up with the ability to multi-task in a fast-paced environment

PHYSICAL REQUIREMENTS: Requires the ability to speak, hear, and use a personal computer for standard business communications and the ability to lift up to 15 pounds. Ability to tolerate prolonged sitting or standing. Must have emotional and physical stamina to deal with a variety of stressful situations, including responses to complaints and internal and external interactions while maintaining a sense of humor. Works in a normal office environment, with minimum exposure to dust, noise, or temperature extremes.

Salary: $105,362.00 - $158,043.00

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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

Place of Business: DHA Housing Solutions for North Texas

Job Location: Dallas, Texas

Position Description: Under the general supervision of the Senior Vice President and Chief Operating Officer, the Director of Human Resources leads the Human Resources department in alignment with DHA Housing Solutions for North Texas’ strategic goals and objectives. The role requires a high level of confidentiality, professionalism, discretion, and the ability to navigate complex human resources challenges with diplomacy and integrity. The Director will manage a range of HR functions, including employee acquisition, retention, benefits administration, policy implementation, training, and employee relations.

Job Duties and/or Responsibilities:
•Lead and manage day-to-day operations of the HR department, ensuring alignment with DHA’s strategic and operational goals. Continuously improve department performance and customer satisfaction.

•Provide expert guidance on HR policy development and implementation, ensuring compliance with applicable laws and regulations, and alignment with DHA’s mission and values.

•Interpret and enforce compliance with federal, state, and local employment laws and regulations, including but not limited to FMLA, ADA, and Texas Workers’ Compensation.

•Develop and implement plans and processes for employee acquisition and retention, benefits and compensation programs, employee relations, and ongoing training and development.

•Ensure the effective management of DHA health and welfare benefit programs, including retirement plans, group health insurance, life and disability plans, and pre-tax spending plans. Seek and evaluate new benefit programs or supplemental programs to enhance overall employee experience.

•Ensure effective administration of leave of absence requests and workers’ compensation.

•Develop and implement employee training, development programs, and succession planning to support both current and future workforce needs. Evaluate effectiveness of training programs.

•Coordinate and facilitate HR related training programs, ensuring staff are knowledgeable on personnel policies and procedures, and management techniques.

•Maintains the job classification system by implementing processes to ensure compliance with applicable laws and regulations; conducts job classification audits, prepare or revise job specifications, and conducts compensations surveys to determine market and salary range adjustments.

•Investigates employee complaints and management concerns, counsel department staff on personnel policies, procedures and processes; interprets and provides guidance, advice, and assistance regarding performance issues and corrective action plans, while exercising the highest degree of confidentiality and professionalism.

•Advises subordinates on personnel and operations issues and coordinates their resolution; effectively addresses personnel issues in order to promote a productive work environment and development of department staff.

•Mediate and facilitate resolutions to workplace conflicts, fostering a positive work environment. Facilitate informal grievance hearings.

•Prepare monthly HR reports to the Board of Commissioners.

•Facilitate and chair the DHA retirement plan administrative committee meetings quarterly and as needed. Assist finance with annual retirement plan audit.

•Conducts research and analysis on various HR functions, identifying opportunities for continuous process improvements.

•Performs other duties as assigned or required.

Minimum Qualifications:

• At least 10 years’ combined experience in a variety of Human Resources functions (project management, employee relations, business partnership, policy management, employee engagement, and/or performance management functions).
• At least 5 years’ experience designing, implementing, and improving Human Resources systems, policies, and processes.
• At least 5 years’ HR management experience.
• Master’s degree (MBA preferred), or an equivalent combination of education and experience.
• Experience in the development and implementation of human resources policies, programs and services, or equivalent experience.
• Proven record of supervisory experience and senior level human resources responsibilities.
• Professional certification (PHR/SPHR and/or SHRM-CP/SHRM-SCP) preferred
• Valid State of Texas Drivers’ License.

Click here to apply