HR Manager

Job Description Job Description Strategic HR Leadership & Business Partnership: Partner with senior HR leadership to define and execute annual people strategy and roadmap linked to financial, operational, and customer goals. Facilitate quarterly talent reviews, succession planning, and organizational capability assessments. Advise leaders on org design (spans/layers), role clarity, decision-rights, and change readiness. Workforce Planning & Talent Acquisition: Lead headcount planning, staffing models, and build talent strategies based on demand forecasts. Support recruiting lifecycle in partnership with the Talent Acquisition team (intake, sourcing, interviewing, offers, onboarding) ensuring quality-of-hire and time-to-fill targets Performance Management & Culture: Manage performance cycles (goal setting, check-ins, reviews), calibrations, and merit planning Develop and implement strategies for people engagement and retention Coach leaders on feedback, accountability, and high-performance behaviors; manage PIPs and development plans Support global annual engagement surveys; facilitate action planning and track improvements Compensation: Partner with Compensation to maintain market-competitive pay structures, pay equity, and annual merit/bonus cycles In partnership with Compensation, conduct job evaluations, salary benchmarking, and internal parity analyses Conduct offer analysis and retention packages Employee Relations, Compliance & Risk: Lead employee relations: investigations, conflict resolution, corrective actions; ensure fair, consistent practices Ensure compliance with federal, state, and local employment laws (e.g., FLSA, FMLA, ADA, etc.) Maintain policy governance, handbook updates, and manager training; prepare for audits and regulatory inquiries Partner with Legal and Compliance on complex cases, severance, accommodations, and risk mitigation strategies Diversity, Equity & Inclusion: Integrate DE&I principles into talent acquisition, performance, development, and succession practices Track representation, hiring, promotion, pay equity, and inclusion metrics; drive targeted intervention Partner with affinity groups and external community partners to strengthen inclusion and outreach HR Operations, Technology & Analytics: Own HR processes (onboarding, data integrity, personnel files, time & attendance, leaves, terminations) Analyze KPI trends (attrition, engagement, absence, hiring, etc.) and present insights to leadership Drive continuous improvement/Lean initiatives to reduce cycle times and improve employee experience Change Management & Communications: Develop and execute change plans for reorganizations, new systems, and policy shifts (stakeholder mapping, communications, training) Create clear, empathetic communications for HR programs; equip managers with toolkits and talking points Measure adoption and effectiveness; iterate based on feedback and outcomes Vendor & Budget Management: Own HR budget planning and monitoring; track ROI and cost-per-initiative; optimize spend What Sets You Apart We’re looking for individuals who bring the right mix of experience, mindset, and motivation: Bachelor’s degree in Human Resources, Business, Organizational Psychology, or related field required. Master’s degree preferred. Professional certifications strongly preferred in PHR, SPHR, SHRM-CP, SHRM-SCP. Proficiency with HRIS and ATS platforms (Workday, SAP SuccessFactors, Oracle, UKG, etc.). Experience with learning systems (LMS) and people analytics/reporting tools. Advanced Excel proficiency (pivot tables, VLOOKUP/XLOOKUP, modeling). Experience with data visualization platforms (Power BI, Tableau) for dashboard and KPI reporting. Solid knowledge of U.S. employment laws; Texas-specific experience is a plus. Fluency in English required, Spanish as a second language is a plus. What Powers Your Performance Success in this role is driven by a strong mix of personal ownership, collaboration, and continuous improvement. We value tea #J-18808-Ljbffr