Manager V - Texas Health & Human Services Commission : Job Details

The HR Programs Manager V performs advanced (senior-level) managerial work administering the daily operations and activities of the designated Human Resources (HR) Classifications & Compensation Program and Executive Support. Work involves establishing goals and objectives; developing guidelines, procedures, and policies; developing schedules, priorities, and standards for achieving established goals; coordinating and evaluating business function activities; developing and evaluating budget requests; and monitoring budget expenditures. Supervises the work of others. Works under limited supervision, with considerable latitude for the use of initiative and independent judgment. Essential Job Functions:

Manages day-to-day activities of staff within a large and/or highly complex business function(s), division(s), or department(s).

* Manages and monitors daily operations of the HR Classifications & Compensation Program and Executive Support to ensure compliance with state and federal laws and regulations and all applicable DFPS policies and procedures.

* Provides guidance and consultation to the HR Classifications & Compensation Program and Executive Support, and serves as a subject matter expert agency leadership, management, staff, stakeholders and external entities regarding applicable HR policies and procedures and laws, policies, and procedures.

* Collaborates with leadership to administer, research and develop solutions to complex HR related issues related, exception requests, procedures or applications of policy and participates in human resources planning and policy making.

Oversees the allocation of resources to achieve timely outcomes and measurable goals; and monitors and evaluates the effectiveness and efficiency of staffing levels.

* Oversees, develops, and implements strategies to improve operations within HR Classifications & Compensation and Executive Support to ensure effective and efficient operations remain in compliance with policy, procedures, laws, and regulations.

* Evaluates and monitors operations and allocation of resources within HR Classifications & Compensation and Executive Support to ensure adequate staffing levels meet HR Program goals and objectives.

* Mitigates any risk or issues in collaboration with staff, management, subject matter experts and relevant stakeholders.

Oversees the implementation of changes resulting from new legislation.

* Completes any legislative related tasks for the preparation, development, review, analysis and revision of legislation related to human resources.

* Oversee the implementation of related to changes in Classification and Compensation for the agency resulting from new legislation with the Director of HR Programs.

* Ensures coordination across agency divisions to communicate the impact of legislation on programs is accurately reflected in decision making.

Oversees special investigations, research studies, special projects, internal audits, and the implementation of special initiatives.

* Oversees human resources related special investigations, analysis, and research studies conducted by the HR Classifications & Compensation and Executive Support, as needed, to ensure compliance with state and federal laws, regulations, rules, policies and procedures.

* Promotes and implements efficient and effective initiatives to improve operations within HR Classifications & Compensation and Executive Support while ensure compliance with policy, procedures, laws, and regulations.

Establishes goals and objectives; develops and approves schedules, priorities, and standards for achieving goals; and manages evaluation activities.

* Establishes and develops clear priorities, goals, objectives, guidelines, and rules for HR Classifications & Compensation and Executive Support to ensure consistency with the agency's mission and goals and compliance with human resources related state and federal laws, regulations, rules, and policies.

* Collaborates with the Director of HR Programs to develop strategic plans and initiatives for the HR Program.

* Develops and approves schedules, priorities, and performance standards for HR Classifications & Compensation and Executive Support and monitors performance against established goals and objectives.

Monitors compliance with policies and procedures; and provides input or approves new policies and procedures.

* Evaluates and refines processes and operations within HR Classifications & Compensation and Executive Support for maximum efficiency and effectiveness to meet goals and objectives.

* Collaborates with Director of HR Programs to develop and update human resources related policies and procedures.

* Plans, implements, coordinates, monitors, and evaluates policies and procedures, and monitors compliance with policies and procedures.

* Provides guidance and consultation regarding implementation of human resources related policies and process improvements, and development and implementation of goals, guidelines, policies, and procedures.

* Develops and implements quality assurance procedures, standards, and methodologies to assess compliance with human resources related program policies and procedures.

Prepares management and productivity reports; and reviews and approves documents and reports developed by employees to ensure professional quality and appearance, appropriate content, consistency, and responsiveness.

* Develops and implements analyses, audits, studies, projects and workgroups designed to evaluate the effectiveness of HR Classification & Compensation and Executive Support processes and functions.

* Oversees the development of reports, correspondence, special projects, summaries, plans, presentations, and other written materials to communicate HR Classifications and Compensation and program analyses, data and recommendations for changes or program improvements.

Develops and implements techniques for evaluating business function, division, or department activities.

* Develops and implements special projects, analysis, surveys, studies, assignments, tasks, and initiatives to evaluate the HR Classifications & Compensation and Executive Support operational trends, compliance, and the effectiveness of HR policies and procedures.

* Manages HR workgroups, special projects, operational changes and other projects related to human resources management and HR operations.

Plans and develops a budget, evaluates budget requests, monitors budget expenditures, and makes adjustments as necessary.

* Develops and plans the relevant budget to ensure that expenditures are in line with budget allowance and remain within the operating budget in coordination with the Director of HR Programs.

Reviews and evaluates the impact of proposed federal and state laws on program objectives.

* Serves as subject matter expert for HR Classifications & Compensation Program and Executive Support to review and evaluate the impact of proposed human resources related federal and state laws that impact the agency to ensure compliance and meet goals and objectives.

* Collaborates with leadership to make recommendations and develop implementation plan based on the impact on proposed federal and state law changes.

Identifies areas of needed change and makes recommendations to improve operations.

* Researches, evaluates, analyzes data and reports to identify trends and areas for change to improve human resources polices, procedures and operations, and develops recommendations and solutions to Director of HR Programs.

* Executes workforce plans, assist in workforce analysis, develops relationship with customers to understand current workforce environment and anticipated changes in the operating environment, as needed.

* Identifies system issues, knowledge and process gaps and deficiencies, and oversees the development and implementation of changes and improvements in coordination with the Director of HR Programs.

May manage multiple business functions and provide oversight to associated staff.

* Serves as a liaison with Texas State Auditor's Office, Human Resources Personnel/Payroll System (HRPS) contractor, Health and Human Services Commission, and other program areas within DFPS, as required.

* Participates in DFPS agency initiatives, workgroups, projects, organizational changes, and other projects related to human resource management and makes recommendations to improve human resources operations.

* Facilitates workgroups and frequently communicates with the Director of HR Programs.

* Provides guidance to other staff with the DFPS Human Resources Office, Executive Leadership, Stakeholders, division staff, and external organizations, including auditors, regarding policies, procedures, and administrative rules, as directed.

Supervises the work of others.

* Supervises, hires, manages, develops staff and provides guidance and professional development for HR Classifications & Compensation Program and Executive Support.

* Recommends appropriate personnel actions to the Director of HR Programs.

* Provides guidance and oversight regarding human resources related policies and processes, including federal and state policies and procedures.

* Provides leadership to HR Classifications & Compensation Program and Executive Support using a performance management strategy and development process to provide an overall framework that encourages contribution and includes goal setting and performance development planning.

Performs related work as assigned.

Knowledge Skills Abilities:

Knowledge of:

Local, state, and federal laws and regulations relevant to a human resources; and the principles and practices of public administration and management.

State and federal laws, rules and guidelines related to human resources.

HR and employment guidelines, policies and procedures, key business fundamentals, key internal and external customers and individual and team behaviors.

State agency payroll and personnel system software environment and state payroll and Comptroller of Public Accounts (CPA) rules and regulations.

DFPS agency mission, employee and manager roles, organizational planning process, client and organizational cultures and the public service environment.

Employee and manager roles.

Organizational planning processes.

Knowledge of training procedures and techniques.

Skilled in:

Skill in using logic and reasoning to identify the strengths and weaknesses of alternative solutions, conclusions, or approaches to problems.

Use computer and applicable software, such as

Microsoft Word, Excel, and Outlook, PowerPoint and other computer programs and applications.

Effective interaction with staff at all levels of the agency, and other state agencies and organizations.

Skilled in analytical thinking.

Research methods and analysis.

Written communications.

Identifying and communicating best practices.

Instructing and training others.

Ability to:

To manage business function, division, or department activities.

Establish goals and objectives.

Devise solutions to administrative problems.

Develop and evaluate administrative policies and procedures.

Prepare reports.

Supervise the work of others.

Maintain confidentiality of sensitive information.

Manage conflict and build trusting relationships.

Manage relationships and engage stakeholders.

Analyze data, and develop surveys designed to collect specific types of data.

Effectively manage resources.

Make decisions and work effectively independently or in a team environment.

Apply organizational development principles

Communicate effectively orally and in writing for a diverse range of audiences and purposes.

Understand, analyze, research and develop business processes and policies.

Develop training objectives and assess the effectiveness of training.

Registration or Licensure Requirements:

Professional in Human Resources (PHR), SHRM Certified Professional (CP), Senior Professional in Human Resources (SPHR), or SHRM Senior Certified Professional (SCP) certification preferred. Initial Selection Criteria:

Graduation from an accredited four-year college or university with major coursework in human resources management, business or public administration, organizational development, or a related field.

Five years of full-time employment experience in Human Resources.

Preferred:

* Experience in conducting Job Classifications Analysis

* HR Certification as indicated, or similar

* Experience in supervision, management, or serving as a team lead.

Additional Information:

MOS Code:

Military occupation(s) that relate to the initial selection criteria and registration or

licensure requirements for this position may include: 111X, 611X, 0203, 16GX.

For more information see the Texas State Auditor's Military Crosswalk at

As a state agency, DFPS is required Texas Administrative Code (TAC 206 and 213) to ensure all Electronic Information Resources (EIR) follow accessibility standards. The staff must be familiar with the WCAG 2.1 AA and Section 508 to create accessible content including but not limited to; Microsoft Office documents, Adobe PDFs, webpages, software, training guides, video, and audio files.

HHS agencies use E-Verify. You must bring your I-9 documentation with you on your first day of work.

I-9 Form - Click here to download the I-9 form.

In compliance with the Americans with Disabilities Act (ADA), HHS agencies will provide reasonable accommodation during the hiring and selection process for qualified individuals with a disability. If you need assistance completing the on-line application, contact the HHS Employee Service Center at 1-888-###-####. If you are contacted for an interview and need accommodation to participate in the interview process, please notify the person scheduling the interview.