Summary
The Assistant Director of Human Resources provides strategic and operational support to the Director of Human Resources and plays a key leadership role in the development, implementation, and oversight of HR initiatives and systems. This position is responsible for performing senior-level HR duties and works closely with HR management to ensure alignment of human resource practices with the Houston Housing Authority’s (“HHA” or “Authority”) mission, values, and strategic goals. Areas of responsibility include policy development, recruitment, compensation, benefits administration, employee relations, training, staff development, and compliance. The Assistant Director also assists in identifying and executing initiatives that support the evolving HR needs of the Authority, while serving as a trusted advisor and partner to leadership.
Essential Duties and Responsibilities
The position duties and responsibilities listed below describe the general nature and scope of work. Other responsibilities, duties, and skills may be required and assigned, as needed.
- Provides strategic and operational support to the Director of Human Resources in the planning, development, and execution of HR initiatives, policies, and practices.
- Serve as a key advisor and resource for HR staff, ensuring alignment with agency policies, goals, and applicable laws.
- Utilizes broad Human Resource knowledge to resolve employment issues, initiate new projects, and improve the effectiveness of current Authority operations through HR management initiatives.
- Lead and manage departmental HR projects, cross-functional initiatives, and employee relations matters, including performance management, investigations, and conflict resolution.
- Ensure HR team members are properly cross-trained to maintain seamless service continuity and coverage in all core HR functional areas.
- Support recruitment and selection strategies by overseeing job postings, sourcing, screening, and onboarding processes for permanent and temporary staff; ensure compliance with internal staffing procedures and regulatory requirements.
- Monitor and ensure accuracy of employment records, job descriptions, and personnel files in accordance with state and federal regulations.
- Supervise the administration of employee benefits, including open enrollment, plan changes, issue resolution, and compliance with benefit laws and vendor requirements.
- Examines and assists in the development of personnel policies and procedures regarding benefits and other HR areas as needed. Uniformly enforces policies, standards and procedures. Ensures all employees understand policies and procedures.
- Provide leadership in compensation and classification reviews, salary administration, and pay equity analyses. Evaluate job roles, recommend pay adjustments, and review promotion proposals.
- Administer and maintain HRIS and payroll records to ensure timely and accurate processing of employee transactions; recommend system enhancements and process improvements.
- Facilitate and support HHA’s performance management system, assisting supervisors with performance evaluations, coaching, and the implementation of improvement plans.
- Serve as a lead advisor for employee relations matters. Conduct internal investigations, prepare documentation, and recommend disciplinary actions as needed, while promoting a fair and respectful workplace culture.
- Develop and conduct or coordinate employee training programs on topics including compliance, leadership, communication, and performance feedback.
- Assist in developing educational workshops for maximum utilization of the benefits programs. Participates in special task force committees to identify action areas needing attention.
- Examines and assists in the development of personnel policies and procedures regarding benefits and other HR areas as needed. Uniformly enforces policies, standards and procedures. Ensures all employees understand policies and procedures.
- Assists Director of HR in implementing, coordinating, and monitoring of a comprehensive Authority-wide training and career development program which includes: leadership development, career planning/monitoring, mentoring, development of individual training plans, overall objectives and available resources, timeframes, scope of training programs, possible approaches, needs assessments, and training priorities.
- Leads the Authority’s performance management program. Works with supervisors to address performance concerns, including drafting and/or reviewing performance evaluations; reviews and provides input for performance evaluations, and coaches supervisors on providing performance feedback.
- Keeps abreast of the new legal issues in the federal and state HR arenas; stays mindful of acceptable legal practices in the daily operations of the workplace and diligently enforces policies in a manner consistent with applicable laws.
- Monitor legal and regulatory changes in HR-related laws and practices. Recommend policy changes to ensure legal compliance and organizational efficiency.
- Lead or support the grievance and disciplinary process, including mediation, documentation, and resolution of employee concerns.
- Collaborate with HR Director in the development, communication, and enforcement of HR policies, procedures, and the Employee Handbook.
- Oversees the payroll process and ensures that all HRIS system changes are processed accurately and timely.
- Serves as the primary point of contact and maintains working relationships with all Human Resources services vendors.
- Assume leadership responsibilities in the absence of the Director of Human Resources, ensuring continuity of HR operations and timely decision-making
- Assumes the role and responsibilities of the Director of Human Resources, Training and Development in his/her absence.
- Completes other related duties as assigned.
Behavioral Competencies
This position requires the incumbent to exhibit the following behavioral skills:
Job Knowledge: Exhibits requisite knowledge, skills, and abilities to perform the position effectively. Demonstrates knowledge of policies, procedures, goals, objectives, operational entities, requirements, and activities as they apply to the assigned organizational entity of the Authority. Uses appropriate judgment & decision making in accordance with level of responsibility.
Commitment: Sets high standards of performance; pursues aggressive goals and works hard/smart to achieve them; strives for results and success; conveys a sense of urgency and brings issues to closure; persists despite obstacles and opposition.
Customer Service: Meets/exceeds the expectations and requirements of internal and external customers; identifies, understands, monitors and measures the needs of both internal and external customers; talks and acts with customers in mind. Recognizes work colleagues as customers.
Effective Communication: Ensures important information is passed to those who need to know; conveys necessary information clearly and effectively orally or in writing. Demonstrates attention to, and conveys understanding of, the comments and questions of others; listens effectively.
Initiative: Proactively seeks solutions to resolve unexpected challenges. Actively assists others without formal/informal direction. Possesses the capacity to learn and actively seeks developmental feedback. Applies feedback for continued growth by mastering concepts needed to perform work.
Responsiveness and Accountability: Demonstrates a high level of conscientiousness; holds oneself personally responsible for one's own work; does fair share of work.
Teamwork: Balances team and individual responsibilities; exhibits objectivity and openness to others' views; gives and welcomes feedback; contributes to building a positive team spirit; puts success of team above own interests; supports everyone's efforts to succeed.
KNOWLEDGE, SKILLS, AND ABILITIES
- Thorough knowledge of local, state, and federal human resources and employment regulations, laws, and practices.
- • Knowledge of a wide range of position classification concepts, principles, and practices sufficient to establish and manage organizational structures that are efficient and cost-effective while supporting desired grade levels and facilitate career development.
- Direct working experience identifying problems, reviewing related information, developing and evaluating options, and implementing solutions.
- High proficiency communication skills, both written and spoken. Must have extensive previous experience writing
- Knowledge of the purposes, policies, and regulations of the HHA as established by the Board of Commissioners.
- Direct working knowledge of the interpretation and application of personnel policies and procedures.
- Extensive knowledge of recruitment, benefits, payroll, HRIS, compensation, employee relations, and training administration principles.
- Knowledge of the major functions of compensation administration, including the principles and practices of position classification, job evaluation, performance evaluation, and compensation/salary administration. Demonstrated knowledge of compensation-related quantitative concepts.
- Extensive knowledge of Equal Employment Opportunity Laws, Fair Labor Standards Act, Civil Rights Act of 1964, ERISA, and employment practices and procedures.
- Extensive knowledge of health care and retirement benefit plans, eligibility requirements, cost enrollment, billing procedures, and benefits administration.
- Knowledge of personnel law, with an in-depth understanding of the laws governing the areas of employee benefits, compensation, and wage issues, including applicable federal and state laws and regulations governing the provision of company benefits (i.e., pension plans, 457 plans, COBRA, ERISA).
- Extensive direct working knowledge of Federal and State Labor laws, insurance practices and procedures, and Worker's Compensation State Law.
- Knowledge of general office procedures and practices, business English and arithmetic.
- Skill in analyzing, comparing, and evaluating compensation and benefit plans.
- Skill in data organization, implementation, and efficient use of Human Resource Information Systems.
- Skill in effective verbal and written communication to prepare and conduct presentations, training seminars, and workshops.
- Skilled with personal productivity software, including word processing, spreadsheet, and database applications.
- Skilled in operating computer equipment and general office machines such as a personal computer, copiers, projection equipment, audio/video, and adding device.
- Extensive skills in interviewing and talent evaluation is required.
- Ability to establish and maintain effective working relationships with co-workers, vendors, consultants, contractors, residents, HUD, and local, state, and federal officials and communicate with people from a broad range of socioeconomic backgrounds.
- Ability to understand, act on, and interpret policies, regulations, and procedures set forth by the Housing Authority and/or HUD.
- Ability to establish and maintain effective and courteous relationships with other employees and other business contacts.
- Ability to coordinate several concurrent activities simultaneously.
- Possess above average analytical and reasoning abilities.
COMPLEXITY/ SCOPE OF WORK
• The employee performs a moderate number of routine and generally related tasks without supervisory direction.
• Instructions to the employee may be general or specific in nature.
• Courses of action are determined by established procedures and/or the Director of Human Resources, Training and Development.
• The employee may make decisions regarding unusual circumstances on occasion, or in the absence of the Director of Human Resources, Training and Development.
• The employee's work is reviewed periodically for accuracy, completion, and compliance with the policies and procedures.
• Tasks may occasionally have to be coordinated, integrated, and/or prioritized.
• The employee refers to Houston Housing Authority and HUD guidelines, Federal Mandates, and to the Houston Housing Authority's personnel policies and procedures in performing work. These guidelines cover most job-related situations, although the employee must use independent judgment in making decisions. If guidelines do not cover a situation, the employee consults the Director of Human Resources, Training and Development.
SUPERVISORY CONTROLS
• The employee has supervisory responsibilities as determined by the Director of Human Resources, Training and Development.
PERSONAL CONTACTS
• Contacts are with Houston Housing Authority personnel and outside agencies. Contacts are made: (1) to give, obtain or clarify information regarding employment opportunities,
PHYSICAL DEMANDS / WORK ENVIRONMENT
• Work is principally sedentary but may involve some physical exertion, such as kneeling, crouching, or lifting to obtain files and records, and eyestrain from working with computers and other office equipment.
• The employee may occasionally transport up to 50 pounds.
• The employee must be able to attend onsite and offsite meetings as necessary.
• Work involves the normal risks and discomfort associated with an office environment, but are usually in an adequately cooled, heated, lighted, and ventilated area
Minimum Qualifications
• Bachelor's degree in human resources from an accredited college or university required.
• Minimum of 7 years direct Human Resources administration experience is required. An equivalent combination of education and experience may be considered.
• Must have a minimum of five years of direct human resources supervisory experience.
• Professional in Human Resources certification highly preferred.
• Must be highly proficient in using the MS Office Suite (Excel, Word, PowerPoint, and Outlook).
• Must be proficient in using HRIS system software, specifically, Kronos and ADP Workforce Now.
• Must have strong computer skills (e.g. MS Word, Excel, PowerPoint, and Outlook) and the ability to learn new computer software programs as required by assigned tasks.
• Must have high standards with work produced.
• Must have a strong work ethic and meet competing deadlines.
• Must be highly organized and possess the ability to prioritize as appropriate
• Must be able to work a flexible schedule in order to meet business needs.
• Must be proactive and anticipate upcoming projects or initiatives in order to plan work accordingly.
• Must have high emotional intelligence with the ability to effectively and rationally navigate challenges
• Must be detail-oriented and accurate with the work submitted.
• Requires a self-motivated independent thinker requiring minimal supervision at all times.
• Must exercise a high level of discretion while demonstrating excellent judgement when dealing with complex employee matters.
• Must have a valid Texas driver's license and be able to commute to the office on a daily basis.
• Eligibility for coverage under Houston Housing Authority PHA Fleet auto insurance