Chief Human Resources Officer Houston, TX Mon.-Fri. 9am-6pm or 8am-5pm Flexibility to work evenings and weekends as needed Salary: Up to $160K Local Travel: 10%
Summary The Chief Human Resources Officer is responsible for developing human resource strategies to achieve agency objectives and managing the hiring strategy to find top talent to carry out the mission and services of a Human Services nonprofit organization with a $15 million annual budget, 150 employees. Oversee the development and implementation of employment policies, performance management systems, compensation and benefit systems and payroll, employee communications, staff training and leadership development programs and supporting best practices that align with the organization’s goals and business philosophy. CHRO works with the President & CEO and Executive Leadership team to ensure the organization has an overarching human resource strategy for a hybrid workforce.
Responsible for the development and implementation of employment policies and best practices in the areas of recruitment, retention, compensation and benefits, employee relations and legal compliance as it relates to employment and employee practices.
Selection, development, evaluation, and leadership of human resources team (internal and consultants) to achieve a high level of credibility as an effective and responsive internal consulting resource.
Develop, implement, and manage performance management systems including recruitment and selection processes, management training and development, performance review processes, employee retention and employee relations.
Develop, implement, and continually monitor compensation and benefits systems to ensure a competitive position in the marketplace, internal equity and fair and effective administration.
Ensure excellent organizational representation in unemployment hearings and in worker compensation claims, ensuring documentation is appropriate and providing management training to minimize claims.
Address legal requirements and government reporting regulations related to Human Resource functions (e.g., OSHA, EEO, ERISA, and DOL) to ensure ongoing compliance.
Direct the preparation and reporting of information requested or required by Grantors, employment governing bodies or entities.
Serve as primary contact with labor counsel and outside government agencies regarding employment and workplace issues.
Provide guidance, advice and counsel to management for employee corrective action or performance improvement plans.
Develop and facilitate in-house training sessions and coaching for management and supervisory staff.
Serve as a neutral third party in employee relations issues, providing mediation when necessary.
Investigate all employee problem resolution procedures and initiate appropriate action.
Select and coordinate the use of Human Resource consultants, insurance brokers, insurance carriers, training specialists, labor counsel and other outside resources.
Research and conduct wage and benefit analysis for benchmarking and assist the agency with the ability to maintain a competitive edge in the recruitment and retention of highly skilled employees.
Assist the Board’s Executive’s Committee in establishing and documenting executive compensation levels.
Assist the Chief Financial Officer as the Plan Administrator for the company’s 401(k) Plan, by providing administrative support and compliance to meet the needs of employees.
Responsible for the development, implementation, and on-going effectiveness of the agency’s Internship program, partnering with a dedicated resource.
Develop and implement strategies for ensuring organizational capacity by the effective recruitment and utilization of interns, when needed.
Partner with members of the training staff to ensure compliant and appropriate training for all agency staff.
Participate as a member of the Executive Leadership Team
Develop and manage annual budgets for the HR department, ensuring the appropriate contribution to overall agency fiscal performance.
Partners with the Chief Financial Officer in the design and implementation of employee benefit offerings.
Other duties may be assigned.
Education Bachelor’s degree in management, Business Administration or Human Resources Management required. Master’s degree or SPHR (Senior Professional in Human Resources) preferred.
Experience A minimum of ten years of progressive experience in human resources management at the C-Suite level in a non-profit environment or significant knowledge and experience in human resources. A minimum of ten years of experience leading a HR team of direct reports
Computer Skills Advanced proficiency in Microsoft Office (Word, Excel, PowerPoint, Outlook, and Teams). Computer savvy with HR/Payroll software, able to learn new applications and systems quickly. Excellent ability in analysis and interpretation of HRIS systems.
Certificates & Licenses Texas driver’s license with a good driving record; reliable transportation; ability to travel to off-site locations utilizing personal transportation. SPHR is preferred.
Physical Demands The ability to stand and walk around for extended periods is required. Employees will also need to squat or bend and reach outward or upward to effectively discharge job duties. Job incumbent must be able to lift/carry and/or push/pull up to 40 lbs.