FMLA Manager

FMLA Manager

Brief Job Description:

The Human Resources Manager oversees staff and provides human resources management support to the designated unit within the Human Resources (HR) Division. The position performs complex (journey-level) managerial work administering the daily operations and activities of the Unit. 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, division, or department activities; developing and evaluating budget requests; and monitoring budget expenditures. Supervises the work of others. Works under general supervision, with moderate latitude for the use of initiative and independent judgment.

Essential Job Functions (EJFs):

Manages day-to-day activities within a business function(s), division(s), or department(s).

• Oversees and monitors daily operations of the HR unit functions and ensures compliance with state and federal laws and regulations and all applicable DFPS policies and procedures.
• Monitors the FMLA mailboxes and assigns cases to FMLA staff. Responds to employee inquiries, provides guidance and clarification on FMLA process and procedures to employees and managers, maintains FLMA case logs.
• Provides oversight regarding the development of solutions to issues with procedures or applications of policy and participates in human resources planning and policy making.
• Provides guidance, consultation, and serves as a subject matter expert to the HR Unit, agency leadership, management, staff, stakeholders and external entities regarding HR policies and procedures and laws, policies, and procedures.
• Administers, researches and develops solutions to complex HR related issues related and exception requests for the HR unit.
• Develops and maintains FMLA reports and data and provides weekly, monthly and quarterly reports to agency management.

Manages staff development plans and activities.

• Oversees the creation and implementation of individualized staff development plans by working with supervisors and employees to identify skill gaps, training needs, and career goals, ensuring alignment with division objectives and agency priorities.
• Monitors progress on development activities by reviewing training participating, certification completions, and mentoring outcomes, using tracking tools and reports to evaluate effectiveness and adjust plans when necessary.

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

• Establishes and develops HR unit priorities, goals, objectives, guidelines, and rules consistent with the agency’s mission and goals to ensure compliance with human resources related state and federal laws, regulations, rules, and policies.
• Represents the HR Unit or HR office at meetings, conferences and on, workgroups., and other events as needed.
• Oversees and documents processes and procedures for the HR unit to determine effectiveness and ensure compliance with state and federal laws, regulations, rules and polices.

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

• Establishes and develops HR unit priorities, goals, objectives, guidelines, and rules consistent with the agency’s mission and goals to ensure compliance with human resources related state and federal laws, regulations, rules, and policies.
• Serves as the representative for the HR Unit or HR office at various meetings, conferences, workgroups, and other professional events, ensuring effective communication and collaboration on HR-related initiatives as needed.
• Oversees and documents processes and procedures for the HR unit to determine effectiveness and ensure compliance with state and federal laws, regulations, rules and polices.

Evaluates budget requests, monitors budget expenditures, and adjusts as necessary.

N/A

Provides input in the development of new policies and procedures, and monitors compliance with policies and procedures.

• Conducts periodic analyses to evaluate the impact within the HR units of changes to human resources policies and procedures.
• Collaborates with HR leadership in the development, review, revision and implementation of HR policies, procedures, guidelines, handbooks, and forms.
• Advises, monitors, and ensures HR unit compliance with all applicable state and federal laws, regulations and guidelines.
• Provides guidance and consultation regarding the implementation of human resources related policies and process improvements.
• Examines HR unit workload and reports to ensure compliance with all human resources policies and procedures.

Provides technical expertise and guidance regarding questions related to the business function, division, or department.

• Provides technical assistance to agency management and HR Unit regarding appropriate human resources forms, procedures, policies, and best practice.
• Provides assistance to HR staff, agency employees and management to help resolve employee/work related problems.
• Provides guidance and interpretation on human resource policies to staff, management, and employees.
• Communicates technical assistance and guidance to Employee Relations Director or contractor to resolve issues.
• Provides consultative and technical assistance to the HR unit on issues, rules and policies relating to HR related policies and procedures.

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

• 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.
• Assists with the collection and review of information regarding knowledge and informational gaps pertaining to human resources policies and processes.
• Recommends communications to address issues, such as broadcasts, newsletter items, DFPS agency website and payroll/personnel system portal notices, and other forums to communicate improvement information.
• Identifies current or anticipated HR unit administrative needs and human resources operational issues and concerns, and develops recommendations and solutions.
• Researches, analyzes, and identifies areas for change and makes recommendations to improve HR policies, procedures, and operations.
• Executes workforce plans, recruitment and retention strategies, assist in workforce analysis, develops relationship with customers to understand current workforce environment and anticipated changes in the operating environment.
• Researches and evaluates program trends and approaches, and develops written assessments, evaluations and recommendations.

Prepares management and productivity reports.

• Manages and coordinates the development and preparation of human resources related written business communications in coordination with the Employee Relations Director related for internal publication, broadcast or dissemination internally or externally.
• Manages the collection and review of information regarding knowledge and informational gaps pertaining to HR operational policies and processes, and develops communications to address issues, including broadcasts, newsletter items, agency website and payroll/personnel system portal notices, and other forums to communicate information.
• Examines and authorizes reports, analyses, and summaries of human resources employment-related data, and performs special assignments as required for the HR unit.
• Advises HR unit on preparing, designing, and drafting a variety of informational materials and correspondence including presentations, research, technical documents, broadcast, newsletters, communications, and written summaries using a variety of office software programs.
• Develops and distributes authorized training materials for divisional/regional needs which includes the proper identification and administration of various programs and leave policies in accordance with federal, state, and agency policies and procedures.
• Develops, researches, and prepares reports, analyses and summaries of HR Unit data, and performs special assignments as required. Identifies areas for change and makes recommendations to improve policies, procedures, and HR operations
• Coordinates project assignments related to human resources operations and FMLA administrative functions; evaluates data for projects and provides technical support and guidance for project development.

Provides professional oversight and guidance to other occupations or support staff, including management-level staff, to ensure compliance with and adherence to regulatory standards and established procedures.

• Provides oversight and professional guidance to HR specialists, coordinators, and administrative staff, including management-level employees, by reviewing work products, clarifying regulatory requirements, and ensuring all actions comply with state and federal standards.
• Monitors staff performance through regular reviews, workload reports, and process evaluations, offering feedback and corrective coaching to maintain consistency and adherence to agency procedures across the division.
• Serves as a subject matter resource to managers and staff, interpreting complex HR policies and regulations, advising on proper application, and ensuring administrative practices meet compliance and audit-readiness standards.

Review and approve documents and reports developed by employees to ensure professional quality and appearance, appropriate content, consistency, and responsiveness.

• Reviews reports, correspondence, and program documents prepared by staff for accuracy, clarity, and compliance with DFPS and state HR standards, ensuring that content reflects agency priorities and meets legal or regulatory requirements.
• Approves finalized documents by evaluating formatting, tone, and structure to confirm they are professional in appearance, consistent with division style guidelines, and ready for distribution to leadership or external stakeholders.
• Provides constructive feedback and coaching to staff on draft documents to strengthen writing, improve consistency across the unit, and build staff capacity for producing high-quality materials independently.

Plan and develop a budget for a business function, division, or department.

N/A

Confer with executive management to develop strategic plans and long- and short-term goals for the department.

• Partners with HR leadership to develop and implement comprehensive human resources strategies, establishing both long-term and short-term goals that align with and advance the agency’s mission, objectives, and overall organizational priorities.
• Participates in strategic planning sessions with HR leadership to align HR initiatives with agency goals, recommending policies, staffing models, and resource allocations that support both immediate needs and future growth.

Manage the preparation, development, review, revision, and implementation of legislation.

• Oversees the review and analysis of proposed legislation by coordinating with subject matter experts and legal staff to identify potential impacts on HR programs, agency operations, and workforce practices, ensuring timely and accurate evaluations are provided to executive leadership.
• Coordinates the implementation of enacted legislation by establishing project plans, assigning responsibilities, and monitoring progress to ensure new laws and rules are integrated into HR policies, procedures, and operations in compliance with statutory deadlines.

Oversee the implementation of changes resulting from new legislation.

• Leads the development and implementation plans for newly enacted legislation by collaborating with legal, program, and policy staff to identify required changes to HR practices, systems, and reporting, ensuring compliance with statutory deadlines.
• Oversees the revision of policies, procedures, and guidance documents to align with legislative mandates, reviewing drafts for accuracy and consistency before final approval and dissemination to staff and stakeholders.
• Monitors the rollout of legislative changes across the division by tracking progress against milestones, resolving barriers to implementation, and providing regular updates to executive leadership on readiness, risks, and outcomes.

Oversee special investigations, program analyses, research studies, and internal audits.

• Oversees human resources related special investigations, analysis, and research studies conducted by the HR Unit, as needed, to ensure compliance with state and federal laws, regulations, rules, policies and procedures.
• Direct special investigations into HR program operations or workforce practices by assigning staff, defining scope, and reviewing findings to ensure accuracy, impartiality, and alignment with agency standards and regulatory requirements.
• Oversees program analyses and research studies by guiding staff in data collection, methodology design, and interpretation of results, ensuring recommendations support evidence-based decision-making and improve HR effectiveness.

Performs related work as assigned.

Knowledge, Skills and Abilities (KSAs):

• Ability to maintain the security and integrity of the infrastructure per Governor Abbott Executive Order GA-48.
• Knowledge of local, state, and federal laws and regulations relevant to a business function, division, or department; and the principles and practices of public administration and management.
• Skill in using logic and reasoning to identify the strengths and weaknesses of alternative solutions, conclusions, or approaches to problems; and the use of a computer and applicable software.
• Ability to manage business function, division, or department activities; to establish goals and objectives; to devise solutions to administrative problems; to develop and evaluate administrative policies and procedures; to prepare reports; to communicate effectively; and to supervise the work of others.

Registrations, Licensure Requirements, or Certifications:

N/A

Initial Screening 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.
• Three years of full-time employment experience as a Human Resources professional.

Acceptable Substitutions:
Department of Family and Protective Services Managerial/Supervisory experience may be substituted for full-time Human Resources experience on a year for year basis.

Full-time employment experience as a Human Resources professional may substitute for the required education on a year-for-year basis with maximum substitution of four (4) years.

Preferred:

• DFPS HR experience with Employee Relations and FMLA
• HR Certification

Additional Information:

N/A

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Military occupation(s) that relate to the initial selection criteria and registration or licensure requirements for this position may include, but not limited to those listed in this posting. All active-duty military, reservists, guardsmen, and veterans are encouraged to apply if qualified to fill this position. For more information please see the Texas State Auditor’s Job Descriptions, Military Crosswalk and Military Crosswalk Guide at Texas State Auditor's Office - Job Descriptions. You may also contact the DFPS Military Liaison at dfpsmilvets@dfps.texas.gov with additional questions.

Applicants selected for hire must pass a background check and if applicable a driver’s record check.

State of Texas employees are required to maintain the security and integrity of critical infrastructure as defined in Section 117.001(2), State of Texas Business and Commerce Code. Applicants selected for hire comply with this code by completing related training and abiding by agency cybersecurity and communications system usage policies.

As a state agency, DFPS is required by 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.

DFPS uses E-Verify. You must bring your I-9 documentation with you on your first day of work. Employees must provide documentation to DFPS to show their identity and authorization to work in the US. Please review the following link for authorized documents: https://www.uscis.gov/i-9-central/form-i-9-acceptable-documents .

In compliance with the Americans with Disabilities Act (ADA), HHS/DFPS 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/DFPS Employee Service Center at 1-888-894-4747. If you are contacted for an interview and need accommodation to participate in the interview process, please notify the person scheduling the interview.