Director of Human Resources

Duties and Responsibilities

Responsible for all functional areas of Human Resources, Training and Development. Duties include coordination of employment, compensation and benefits programs, safety, training, record keeping system, grievance hearings, policy development and affirmative action planning and career counseling. Work is confidential in nature requiring advanced communication and managerial skills. Specific duties include the following.

1. Supervises a support staff and develops acceptable performance measures and standards.

2. Oversees employment and recruitment activities in compliance with fair employment practices and federal regulations.

3. Insures career opportunities through fair job bidding systems and uniform selection procedures.

4. Administers compensation and benefits programs based on acceptable practices and applicable laws. Adheres to special regulations governing wages, hours of work and eligibility criteria for benefit plans.

5. Assesses educational background, appropriate skills and related experience to determine career profiles of the workforce.

6. Develops and/or coordinates training curriculum and programs for maximum utilization of the workforce. Participates in special task force committees, as needed, to identify supervisory and management problems.

7. Acts as a consultant to management to alleviate morale problems and to promote general goodwill.

8. Establishes systematic procedures and record keeping systems for optimum efficiency.

9. Participates in various grievance hearings to resolve employee problems. Assures fair and equitable examination of the facts presented.

10. Researches, examines and develops personnel policies and procedures agency-wide.

11. Develops and monitors affirmative action plan for compliance with federal, state and local legislation.

12. Participates in career counseling sessions to assist employees in selecting vocational training and/or higher education.

13. Determines manpower planning for the development of short-term goals and long-range planning.

14. Oversees implementation and provides training and guidance to the agency management in carrying out the agency Employee Performance Evaluation System.

15. Coordinates and monitors the implementation of salary studies and evaluates and implements recommendations.

16. Coordinates and monitors the Pension Plan service providers and consultants. 

17. Performs other duties as assigned. 

Qualifications and Knowledge

1. Bachelor's degree in Human Resource Management, Business Administration, or other related field from an accredited college or university. Minimum five years progressive experience in a human resource environment with at least three of those years in a managerial or supervisory capacity, or an equivalent combination of education and experience.

2. Knowledge of HUD regulations and agency policies, procedures and practices.

3. Considerable knowledge of Equal Employment Opportunity Laws, Fair Labor Standards Act, Civil Rights Act of 1964, ERISA, and employment practices and procedures.

4. Knowledge of Federal and State Labor laws, insurance practices and procedures and Worker's Compensation and State Law.

5. Knowledge of general office procedures and practices, business English and arithmetic.

6. Skill in operating computer equipment and general office machines such as typewriter and adding machine.

7. Ability to communicate clearly and concisely, orally and in writing.

8. Ability to establish and maintain effective and courteous relationships with other employees and other business contacts.

9. Ability to supervise and train a support staff that may include professional and clerical workers.

10. Above average analytical and reasoning abilities.

11. Strong negotiation skills.

12. Ability to coordinate several concurrent activities simultaneously.

13. Valid Texas driver’s license.

Supervision Received and Given

The employee receives instructions from the Vice President of HR. Courses of action, deadlines, and priorities are established by procedure, the supervisor, or the employee, depending on the assignment. Routine duties are initiated and completed by the employee without supervisory direction. Instructions to the employee may be general or specific in nature. Problems or situations not covered by instructions are usually referred to the supervisor for resolution. The employee's work is reviewed periodically for accuracy, completion, and compliance with to policies and procedures.

The employee makes specific and broad assignments to employees working in the Human Resources, Training, and Development department. Generally, the employee makes assignments by setting deadlines and priorities, and indicates the quantity of work expected. The employee reviews subordinate's work, prepares performance evaluations, counsels and disciplines employees.

Guidelines

The employee refers to agency and HUD guidelines, Federal Mandates, and to the agency’s personnel policies and procedures in performing work. These guidelines cover most job-related situations although the employee is required to use independent judgment in making decisions. If guidelines do not cover a situation, the employee consults the supervisor or makes a decision based on the circumstances.

Complexity

The employee performs a moderate number of routine, and generally related tasks. The course of action is determined by established procedure, the supervisor, or the employee. Tasks may occasionally have to be coordinated, integrated, and/or prioritized. Some cases involving personnel problems may be difficult to accomplish and require resourcefulness and extra effort by the employee. Decisions regarding unusual circumstances may be made by the employee on occasion.

Scope and Effect

The employee's work affects agency employees and the agency’s ability to accomplish its basic goal of providing housing that is decent, safe and sanitary. Success by the Director of Human Resources in hiring and retaining qualified and motivated employees enhances the agency’s ability to achieve it's basic goal and provide adequate services to residents.

Personal Contacts

Most of the employee's contacts are with agency personnel and outside agencies. Contacts are made: (1) to give, obtain or clarify information regarding employment opportunities, benefits and legal issues and, (2) provide assistance to agency personnel.

Physical Demands

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.

Work Environment

Work involves the normal risks and discomforts associated with an office environment, but is usually in an area that is adequately cooled, heated, lighted, and ventilated.

About Us

Housing Alliance HTX supports Houston families and individuals by providing quality, affordable housing and access to opportunities that help people move forward. Our mission is to improve lives through safe, affordable housing while supporting education, workforce growth, and long-term stability. We serve families, seniors, individuals, and people with disabilities offering support, respect, and resources at every stage. 

Disclaimer

The above statements are intended to describe the general nature and level of work being performed by people assigned to this classification. They are not intended to be construed as an exhaustive list of all responsibilities, duties and skills required of personnel so classified.

All positions are contingent on passing pre-employment drug screening and background check.

The Housing Alliance HTX is an Equal Opportunity Employer and value diversity at all levels of our organization. All qualified applicants will receive consideration for employment without regard to race, color, religion, sex (including pregnancy, sexual orientation, or gender identity), national origin, age, disability, genetic information, veteran status, or any other characteristic protected by applicable law.