Overview:
The Director of Human Resource (HR) Director provides strategic leadership for Planned Parenthood of Greater Texas (PPGT). This position will be responsible for human resources policies, programs and services for assigned area of responsibility such as employee relations, policy development, compensation, performance management, onboarding, training and development in alignment with data-informed decision making and proactive solution development to continue fostering a culture of engagement and ensuring legal compliance. This position also serves as a consultant to management on Human Resource related issues. Supports the organization’s strategic plan and workplace inclusion initiatives. Ensures productivity expectations, customer service and compliance standards are maintained. Abides by the organization’s mission in performing job duties. Demonstrates an understanding and commitment to PPGT’s culture of quality, safety and risk awareness.

Responsibilities:

• Develops and communicates HR-related policies and procedures for the organization. Ensures policies are applied consistently throughout organization.
• Executes Employee Relations plans and programs in accordance with internal policy and employment law best practices and requirements, as well as ensuring sustainable and effective risk management strategies.
• Collaborates with and influences all levels of leadership and offers consultation, facilitation, and resolution strategies for Employee Relations and workplace issues.
• Conducts or provides HR support to consultants (when applicable) in the completion of employee relations matters regarding workplace conduct, performance, and employment actions in accordance with the organization’s policy. Effectively summarizes findings and mitigation opportunities in written reports. Reviews and tracks case progress, conducts confidential interviews, and provides debriefs with relevant stakeholders.
• Provides guidance to leaders and employees regarding HR policies and procedures, conflict resolution, performance management, program compliance, disciplinary processes, disciplinary processes, and other employment matters.
• Develops and delivers training to empower leaders in addressing employee relations and development of leadership skills.
• May consult with legal counsel as appropriate, and/or in conjunction with supervisor regarding confidential human resources matters.
• Plans, leads, develops, coordinates, and implements policies, processes, training and development, and other initiatives to support the organization’s human resource compliance, workplace culture, and strategy needs.
• Monitors and ensures the organization’s policies and practices are in compliance with federal, state, and local employment laws, regulations, and Planned Parenthood Federation of America (PPFA) accreditation standards. Reviews and modifies policies and practices to maintain compliance and reflect best practices.
• Maintains current knowledge of trends, best practices, regulatory changes, and new technologies in human resources, workplace culture, and employment law; applies this knowledge to communicate changes in policy, practice, and resources to upper management.
• Maintains appropriate employee human resources files and HR recordkeeping retention.
• Conducts exit interviews with employees leaving the company to assess overall success of employment relationship and opportunities for improvement.
• May perform compensation and wage analysis activities including preparing job descriptions, offer recommendations and job analysis in alignment with the organization’s practices and compensation philosophy.
• May prepare employee status changes for HR and payroll records.
• Serves as a backup for other Human Resources team members or supervisor in their absence as needed.
• Assures that all HR functions are performed with the highest degree of integrity.
• Produces timely and accurate reports to Planned Parenthood Federation of America and regulatory agencies.
• Has unrestricted access to patient protected health information (PHI) for purposes of treatment, payment, and health care operation, specific to job duties. Use of patient PHI is limited to information needed to perform the specified job function. Disclosure of any patient information must be for purposes of treatment, payment or health care operation OR must be accompanied by an patient authorization for release. Must adhere to minimum necessary rule.
• Duties and responsibilities may be added, deleted or changed at any time at the discretion of management, formally or informally, either verbally or in writing.

Qualifications:
Master’s degree + 4 years of relevant exempt experience or Bachelor’s degree + 6 years of relevant exempt experience or an Associate’s degree + 8 years of relevant exempt experience or High School diploma or equivalent + 10 years of relevant exempt experience. Relevant exempt experience: human resources experience in any combination of the following HR fields: employee relations, compensation, benefits and performance management, employee engagement and development. Must have at least 3 years of experience with conducting internal investigations recommending appropriate course of action/resolution and counsel to management. Leadership experience preferred. Experience in policy development, legal/compliance, preferred.
SHRM-CP, SHRM-SCP, World at Work CCP or CBP desired
Essential Physical Requirements/Working Conditions:
Must be able to move about on foot to accomplish tasks, such as moving from one work site to another. Must be able to work primarily with fingers such as picking, pinching, or typing. Must be able to communicate effectively. Will have substantial movements of the wrists, hands, and/or fingers. Must be able to have close visual acuity to perform an activity such as: preparing and analyzing data and figures; transcribing; viewing a computer terminal; extensive reading. Office environment / sedentary.

Required Knowledge, Skills, and Abilities:

• Must be able to work flexible hours including as required.
• Must be able to travel as required.
• Ability to research and analyze various types of data or information.
• Ability to interface with all levels of the organization.
• In‐depth knowledge and understanding of HR practices and employment laws, with a strong background in employee relations, as well as strong working knowledge of wage and hour laws
• Ability to read, analyze, and interpret appropriate legislation, company policies, professional journals, technical procedures, or governmental regulations.
• Ability to think strategically and achieve organization’s goals relating to position.
• Ability to provide oversight of compliance and regulatory requirements pertaining to position.
• Strong organizational skills and ability to multi-task.
• Ability to manage details and complexity, to handle a variety of tasks simultaneously and to work under pressure.
• Ability to recognize connections or patterns between situations that are not obvious to others and identifies key or underlying issues in complex situations.
• Ability to work with and apply mathematical concepts such as statistical inference, fractions, percentages.
• Ability to exercise initiative, sound judgment, and problem-solving techniques in the decision-making process.
• Effective negotiation skills.
• Ability to effectively use the organization’s computer systems.
• Skilled in verbal and written communications.
• Be discreet and safeguard confidential information.
• Possess integrity and compliance – can be relied upon to act ethically.
• Ability to provide effective, equitable, understandable, and respectful quality care and services that are responsive to diverse cultural beliefs and practices, preferred language, and other communication needs.
• Ability to work effectively as a team member.
• Organizational Awareness: Demonstrates a comprehensive awareness of the impact and implications of decisions and actions on other areas (departments or clinics) within the organization.
• Planning/Organizing: Establishes a systematic course of action for self or others to assure accomplishments of a specific objective. Determines priorities and allocates time and resources effectively.
• Work Management: Effectively manages time as a resource; establishes realistic priorities; schedules own time and activities effectively; gives balanced focus and attention to appropriate long- and short-term priorities. Develops action plans and budgets; leverages technology; anticipates obstacles; establishes check points and monitors progress.
• Recovery Skills: Responds effectively and acknowledges responsibilities when clients (internal or external) experience problems or mistakes; rectifies the situation to restore client satisfaction; seeks information and collaborates with others to take action to implement permanent fixes. Maintains stable performance and emotions when faced with opposition, pressure, and or stressful conditions.
• Interpersonal Sensitivity: Acts in a way that indicates understanding and accurate interpretation of others’ concerns, feelings, strengths and limitations. Uses interpersonal understanding to shape one’s own response.
• Building Relationships: Shows genuine interest in others’ needs and opinions; establishes rapport; earns the confidence and trust of others; demonstrates consistency between words and actions; delivers on commitments.
• Coping with Demands of the Position: Uses effective problem solving while working under stress, high volume of work demands and/or time demands; meets deadlines.
• Exemplify the organization’s values: We Tend to the Team; We Respect and Honor All People; We Jump In; We Try and We Learn; We Care for our Business; and We Return to our Mission.

Agency Standards:
Must have excellent computer skills with knowledge of Microsoft Word, Excel, PowerPoint, Outlook, and Internet. Must have the willingness and ability to adapt to change including advances or new technology. Must have excellent customer service skills and be committed to providing the highest level of customer satisfaction.

• Develops and communicates HR-related policies and procedures for the organization. Ensures policies are applied consistently throughout organization.
• Executes Employee Relations plans and programs in accordance with internal policy and employment law best practices and requirements, as well as ensuring sustainable and effective risk management strategies.
• Collaborates with and influences all levels of leadership and offers consultation, facilitation, and resolution strategies for Employee Relations and workplace issues.
• Conducts or provides HR support to consultants (when applicable) in the completion of employee relations matters regarding workplace conduct, performance, and employment actions in accordance with the organization’s policy. Effectively summarizes findings and mitigation opportunities in written reports. Reviews and tracks case progress, conducts confidential interviews, and provides debriefs with relevant stakeholders.
• Provides guidance to leaders and employees regarding HR policies and procedures, conflict resolution, performance management, program compliance, disciplinary processes, disciplinary processes, and other employment matters.
• Develops and delivers training to empower leaders in addressing employee relations and development of leadership skills.
• May consult with legal counsel as appropriate, and/or in conjunction with supervisor regarding confidential human resources matters.
• Plans, leads, develops, coordinates, and implements policies, processes, training and development, and other initiatives to support the organization’s human resource compliance, workplace culture, and strategy needs.
• Monitors and ensures the organization’s policies and practices are in compliance with federal, state, and local employment laws, regulations, and Planned Parenthood Federation of America (PPFA) accreditation standards. Reviews and modifies policies and practices to maintain compliance and reflect best practices.
• Maintains current knowledge of trends, best practices, regulatory changes, and new technologies in human resources, workplace culture, and employment law; applies this knowledge to communicate changes in policy, practice, and resources to upper management.
• Maintains appropriate employee human resources files and HR recordkeeping retention.
• Conducts exit interviews with employees leaving the company to assess overall success of employment relationship and opportunities for improvement.
• May perform compensation and wage analysis activities including preparing job descriptions, offer recommendations and job analysis in alignment with the organization’s practices and compensation philosophy.
• May prepare employee status changes for HR and payroll records.
• Serves as a backup for other Human Resources team members or supervisor in their absence as needed.
• Assures that all HR functions are performed with the highest degree of integrity.
• Produces timely and accurate reports to Planned Parenthood Federation of America and regulatory agencies.
• Has unrestricted access to patient protected health information (PHI) for purposes of treatment, payment, and health care operation, specific to job duties. Use of patient PHI is limited to information needed to perform the specified job function. Disclosure of any patient information must be for purposes of treatment, payment or health care operation OR must be accompanied by an patient authorization for release. Must adhere to minimum necessary rule.
• Duties and responsibilities may be added, deleted or changed at any time at the discretion of management, formally or informally, either verbally or in writing