accounting manager

operations manager

assistant manager

assistant manager i

assistant to general manager Jobs in Houston

assistant to general manager

hr manager

Patterson-UTI Drilling Company LLC

<div>Brief Description :
<div>The Senior Human Resources (HR) Manager will be responsible for planning, implementing, and administering all HR programs and processes for multiple Patterson-UTI organizations. The role partners closely with Company leaders to drive organizational planning and development; serves as a key advisor for employee and manager consultation and coaching; manage employee relations and investigation matters; and execute integration strategies resulting from mergers and acquisitions, where applicable. This role will also play a critical part in the Company&rsquo;s training and development; recruiting and onboarding; compensation guidance and alignment; employee retention and engagement activities and initiatives. 
</div><div></div>This position will work under the direction of the Director, Human Resources . 
Detailed Description:
<ul><li>Provide guidance and consultation on Human Resources (HR) issues, including interpretation and application of policies, approval of candidate background results, disciplinary actions, retention efforts, employee relations matters, performance management, talent development, international employment practices and compliance requirements and other inquiries.
</li><li>Make recommendations on HR policies and procedures, process improvements, and employee relations best practices to foster a positive work environment, strengthen employee engagement and reduce turnover rates.
</li><li>Administer Company guidelines relating to employee relations, ensuring actions are conducted in accordance with established policies and applicable governmental laws and regulations.
</li><li>Review all terminations and data collected from exit interviews; ensure adherence to employment laws and identify trends to implement retention strategies.
</li><li>May conduct pre-qualifying interviews with candidates to make informed, consistent, and proper recommendations to hiring managers.
</li><li>Conduct employee investigations, document interviews, report findings, and partner with the investigation team to ensure timely completion and appropriate resolution and documentation.
</li><li>Partner with leadership and local management to keep them abreast of policy/process/guideline changes/issues affecting the Company, providing proactive recommendations and solutions.
</li><li>Partner with leadership to manage organizational talent, including identifying and developing key talent and supporting succession planning effort.
</li><li>Manage and process employee related actions, ensuring internal auditing processes and system workflows are followed accurately and in a timely manner.
</li><li>Conduct new employee orientation and employee HR related training enduring a consistent and engaging onboarding experience.
</li><li>Coach, mentor, guide and direct employees and managers on all aspects of the employee life cycle driving accountability and development.
</li><li>Promote a diverse and inclusive work environment where employees of all backgrounds feel included, and their contributions are valued, reinforcing Company culture and values.
</li><li>Make employment decisions in a manner consistent with all Company policies, including the Company&rsquo;s Equal Employment Opportunity and Anti-Harassment Policy, mitigating risk, and ensuring fair and equitable treatment.
</li><li>Represent the Company and our values with integrity while maintaining the highest ethical and legal standards with all interactions.
</li><li>Adhere to the Company&rsquo;s Code of Business Conduct and Ethics.
</li><li>Perform other related duties as assigned. 
</li></ul>Job Requirements:
<ul><li>Ability to maintain Company and employee confidentiality at all times, exercise sound judgement when handling highly sensitive information, - and protect Company proprietary information in an appropriate manner.
</li><li>Demonstrate advanced knowledge or application -of HR policies and procedures, as well as federal, state, and local laws affecting employment practices.
</li><li>Ability to work under time-sensitive deadlines while maintaining a calm and professional demeanor when -managing competing priorities and complex situations.
</li><li>Ability to prepare and conduct effective presentations and develop clear, concise, and impactful reports and communications -.
</li><li>Demonstrate ability to operate effectively in a fast -paced, dynamic environment while managing multiple priorities simultaneously. -
</li><li>Exhibit strong organizational and critical thinking skills, high level of accuracy and attention to detail.
</li><li>Excellent verbal and written communication skills include the ability to influence, coach, and advise leaders and employees facilitate good decision-making with other people within and outside the Company.
 </li><li>Strong interpersonal and relationship-building skills with the ability to collaborate and partner effectively across all levels of the organization and with external stakeholders. Possess advanced computer skills in Microsoft (MS) Office and working knowledge of MS Excel, Word, PowerPoint, and Outlook.
</li><li>Ability to travel as needed to other offices and work sites, occasionally requiring extended travel to remote locations and/or overnight stay(s) outside normal office area. 
</li></ul>Minimum Qualifications:
<ul><li>Bachelor&rsquo;s Degree in Business Administration, Human Resources (HR), or related field of study.
</li><li>10+ years of progressive Human Resources experience in Employee Relations or a Senior HR Business Partner type role.
</li><li>3 + years leading and overseeing complex, end-to-end workplace investigations
</li><li>3 + years of experience managing
</li>Knowledge of state and federal labor laws 
<li>
</li></ul>Preferred Qualifications:
<ul><li>Professional HR certification (e.g., PHR, SPHR, SHRM-CP, or SHRM-SCP)
</li><li>Experience in supporting multi-state and/or international HR support
</li><li>Experience in the Oil &amp; Gas industry
</li><li>Oracle Human Capital Management (HCM) experience 
</li></ul>Additional Details:
Work is primarily in a climate controlled / office environment with minimal safety / health hazard potential. Frequent travel to other work sites, some in remote locations, is required, which may be in all types of weather conditions (rain, snow, cold, heat, day, night, etc.) and employees will be expected to properly use designated personal protective equipment (PPE). The employee is regularly required to sit, stand, or walk with occasional lifting (overhead, waist level) from floor, bending and frequent near vision use for reading and use of computer, telephone, and other office equipment. The job may require work outside of normal business hours, including night, weekends and holidays.</div>

Sr. HR Manager MGT

<div>Brief Description:
The Senior Manager, Employee Relations &amp; Investigations, will serve as the primary point of contact on certain employee relations matters and workplace investigations across corporate offices, field operations, manufacturing facilities, and other operating locations within a publicly traded oil &amp; gas services organization. This role is responsible for ensuring employee concerns are properly addressed, conducting investigations, advising leaders on complex employee issues and ensuring consistent application of Company policies. 
The role partners closely with Legal, Compliance, Health, Safety and Environment and Internal Audit (as applicable), and serves as the primary escalation point for HR Business Partners and operational leaders on matters related to employee relations and workplace investigations. The role is important in helping the Company mitigate organizational risk, maintain investigation standards, and reinforce a respectful, accountable workplace culture. 
This position will report to the VP HR Global Business Partners. 
Detailed Description 
Investigations
<ul><li>Oversee and conduct complex investigations involving discrimination, harassment, retaliation, ethics violations, safety misconduct, workplace violence, fraud, and policy breaches across corporate and field environments.
</li><li>Ensure promptness, neutrality, confidentiality, and well-documented investigation records.
</li><li>Develop investigation plans including (as applicable) scope definition, witness strategy, document review, and timeline management.
</li><li>Conduct interviews across multi-location operational settings, including corporate offices, manufacturing facilities and field sites.
</li><li>Evaluate information gathered during investigations, assess credibility from witness interviews, determine findings based on facts, and prepare investigation summaries for Legal and leadership review (as applicable).
</li><li>Ensure proper utilization of the Company&rsquo;s case management system for documenting, tracking and managing employee relations matters.
</li><li>Monitor case metrics and provide reporting to HR and Legal as requested.
</li><li>Identify recurring themes and escalate concerns to HR leadership or Legal for review.
</li><li>Recommend corrective and preventative actions consistent with Company policy and applicable employment laws. 
</li></ul>Employee Relations
<ul><li>Serve as primary point of contact for escalation of employee relations issues, including reports of workplace misconduct, policy violations, workplace conflicts, performance concerns, policy interpretation, disciplinary actions and employment separations.
</li><li>Provide guidance and coaching to managers and HR Business Partners on employee relations matters, performance concerns and corrective and preventative actions.
</li><li>Evaluate complex employee issues and recommend appropriate resolutions aligned with Company policies and the law.
</li><li>Support leaders in managing sensitive employee situations including discipline, terminations and workplace accommodations.
</li><li>Ensure employee relations practices align with Company policies.
</li><li>Identify trends in employee relations issues and recommend improvements to policies, training or processes. 
</li></ul>Legal Partnership &amp; Compliance
<ul><li>Partner closely with Legal (internal and external) on investigations (as directed) and agency responses (EEOC, DOL, OSHA, state agencies) and support litigation preparation as needed.
</li><li>Ensure investigations comply with federal, state, and local employment regulations and internal governance requirements.
</li>Maintain audit-ready documentation and investigation records that meet legal and compliance standards. 
<li>
</li></ul>Advisory &amp; Leader Support
<ul><li>Coach HR and operational leaders on documentation practices, appropriate escalation, and compliance considerations.
</li>Collaborate with HR Centers of Excellence (COE) to address underlying drivers of recurring employee relations concerns. 
<li>
</li></ul>Team Leadership
<ul><li>Lead and develop other employees on investigation techniques or proper handling of employee relations concerns.
</li><li>Provide coaching and feedback to ensure consistent investigative practices and professional development.
</li>Promote a culture of ethical conduct, accountability, safety, and respect across diverse operational and geographic environments. 
<li>
</li></ul>Demonstrated ability in the following leadership competencies:
<ul><li>Builds and Maintains Effective Relationships
</li><li>Develops Self and Others
</li><li>Builds Effective Teams
</li><li>Courageous Leadership
</li><li>Managing Vision and Purpose
</li><li>Business Acumen
</li><li>Drive for Results
</li><li>Customer focus
</li><li>Decision Quality 
</li></ul>Job Requirements: 
<ul><li>Ability to maintain strict confidentiality and exercise sound judgment in high-risk and highly confidential situations.
</li><li>Strong working knowledge of federal, state, and local employment laws (Title VII, ADA, ADEA, FLSA, FMLA, etc.).
</li><li>Demonstrated experience conducting complex, objective workplace investigations.
</li><li>Proven ability to evaluate evidence and make sound, fact-based determinations.
</li><li>Experience partnering with Legal Counsel and senior business leaders on sensitive employee relations matters.
</li><li>Strong verbal and written communication skills, including preparation of detailed investigation documentation.
</li><li>Strong time management and organizational skills in a fast-paced, deadline-driven environment.
</li><li>Proficiency in Microsoft Office (e.g., Excel, Word, PowerPoint) and case management systems.
</li><li>Ability to work under time-sensitive deadlines and maintain a calm and professional demeanor when adversity is encountered.
</li><li>Experience responding to EEOC, DOL, OSHA, or other regulatory agency matters.
</li><li>Experience leading or mentoring workplace investigators or HR team members.
</li><li>Ability to travel 30&ndash;40% to support multi-location operations. 
</li></ul>Minimum Qualifications
<ul><li>Bachelor&rsquo;s degree in Human Resources, Business Administration, Industrial Relations, or related field of study.
</li><li>10+ years of progressive Human Resources experience.
</li><li>5+ years of direct experience conducting employee relations investigations, including supervisory experience. 
</li></ul>Preferred Qualifications
<ul><li>Master&rsquo;s degree or Juris Doctor (JD).
</li><li>Professional HR certification (SHRM-SCP, SPHR) and/or formal workplace investigations certification.
</li><li>Experience leading a team.
</li><li>Experience within a publicly traded, mid-to-large, multi-state organization.
</li><li>Experience in oil &amp; gas services, industrial operations, manufacturing, construction, or other field-based operational environments. 
</li></ul>Additional Details:
This position requires the ability to work in a time-sensitive, high-visibility environment while maintaining a calm, professional, and objective demeanor when navigating complex or sensitive employee relations matters. The role is primarily performed in a climate-controlled office setting with minimal safety or health hazard exposure. The employee is regularly required to sit, stand, or walk, with occasional lifting (overhead and waist level), bending, and frequent near vision use for reading and operating a computer, telephone, and other standard office equipment. 
**Applicants must be currently authorized to work in the United States on a full-time basis. This role does not offer visa sponsorship now or in the future.
 #LI-VMI</div>

Sr HR Manager, Employee Relations & Investigations MGT

Love’s Travel Stops

<div>Benefits: * Fuel Your Growth with Love's - company funded tuition assistance * Paid Time Off * 401(k) &ndash; 100% Match up to 5% * Medical/Dental/Vision Insurance after 30 days * Competitive Pay * Career Development * 
Welcome to Love's: The Regional HR Business Partner (HRBP) position is responsible for aligning business objectives with employees and management in designated business units. The position is business-facing and serves as a strategic partner to leadership on human resources-related issues for their multi-state area/division. 
Job Functions:<ul><li>
Acts as a consultant to the aligned Regional Vice President on human resource-related issues</li><li>
Proactively lead, influence, and communicate the business strategy</li><li>
Acts as an employee champion and a change agent</li><li>
Anticipates HR-related needs in the Love's locations within the assigned region/division</li><li>
Champions and executes COE programs across region/division</li><li>
Handles complex employee relations matters to include terminations, counseling, coaching and documentation</li><li>
Interprets and explains human resources policies, procedures, labor laws, standards, and regulations</li><li>
Serves as a link between management and employees by handling questions, interpreting and helping resolve work-related problems</li><li>
Addresses employees and advises managers on organizational policy matters such as; equal employment opportunity, work complaints, harassment allegations and other employee concerns</li><li>
Primary HR partner for all HR investigations within the division</li><li>
Actively participate on a variety of HR or HRIS projects serving operations</li><li>
Advises leadership on progressive disciplinary process
</li><li>Review exit interviews, analyze data and report on trends for division</li><li>
Manages the process for employee evaluations and supports talent review processes</li><li>
Monitors and evaluates headcount, turnover and other relevant HR metrics</li><li>
Works with recruiters to determine staffing needs and back up all recruiting functions as necessary
</li><li>Other duties assigned as needed</li></ul> 
Experience and Qualifications:<ul><li>
Bachelor&rsquo;s Degree in HR or HR related field is preferred</li><li>
2+ years HR experience</li><li>
5+ years of multi-unit experience, retail industry, or restaurant industry experience is preferred</li><li>
Skills: knowledge of Microsoft Office, including word processing, spreadsheet and database applications, HR specific software, strong presentation skills, willingness and ability to learn from other departments, innovator, good verbal and written communication skills, strong time management skills, strong organization skills, can-do attitude, sense of urgency, ability to take constructive criticism and strong work ethic</li><li>
Must have a valid driver license</li><li>
Weekly travel required</li><li>
Travel is required and overnight travel will be involved; this position will be on the road visiting Love&rsquo;s locations at least 80-90 days per year.</li></ul> 
Our Culture: 
Fueling customers' journeys since 1964, innovation leads the way for this family-owned and operated business headquartered in Oklahoma City. With nearly 40,000 team members, travel stops are the core business along with products and services that provide value for professional drivers, fleets, traveling public, RVers, alternative energy and wholesale fuel customers. Giving back to communities and an inclusive workplace are hallmarks of the award-winning culture. 
Love&rsquo;s is an Equal Opportunity Employer. Veterans encouraged to apply. 
Job Category: Corporate</div>

Regional HR Business Partner (Region 1400)

Tilson Homes

<div>Description:

Tilson is seeking a proactive and people-centered Human Resources Manager to lead our HR department and help cultivate a workplace culture built on family, respect, and collaboration. In this role, you&rsquo;ll oversee all core HR functions&mdash;including employee relations, compliance, talent development, benefits, and recruitment&mdash;while partnering closely with leadership to support organizational goals.
About the role:<ul><li>
Build strong relationships with employees and managers to support engagement, morale, and retention.</li><li>
Provide coaching and guidance on performance management, employee development, and workplace issues.</li><li>
Ensure compliance with federal, state, and local employment laws; maintain and update HR policies.</li><li>
Lead training and development initiatives that support employee growth and organizational capability.</li><li>
Oversee the performance review process and support managers in goal setting and feedback.</li><li>
Manage employee benefits programs, communication, and administration.</li><li>
Lead full-cycle recruitment and partner with leaders on workforce planning and talent strategy.</li><li>
Oversee payroll and timekeeping systems to ensure accuracy and efficiency.</li><li>
Serve as the primary contact for workers&rsquo; compensation and unemployment claims.</li><li>
Maintain accurate HR records and uphold confidentiality standards.</li><li>
Travel to company locations within the state as needed.</li></ul>
Requirements:

The ideal candidate will have 3 or more years of experience in HR management, a SHRM-CP or SHRM-SCP certification and a bachelor&rsquo;s degree in Human Resources, Business Administration, or a related field. Must be a great communicator with strong organizational and problem-solving skills. Experience with Lattice and Paylocity is a plus.
This is a full-time role with a comprehensive benefits package, including medical/dental/vision insurance, HSA accounts, 401(k), paid holidays/time off, and more! If you are passionate about employee development and a culture that is rooted in family and respect&ndash; we want to hear from you!</div>

Human Resources Manager

Deloitte

<div>Our Deloitte Strategy &amp; Transactions team helps guide clients through their most critical moments and transformational initiatives. We offer comprehensive end-to-end support and advisory services, covering areas such as valuation modeling, cost optimization, restructuring, business design and transformation, infrastructure and real estate, mergers and acquisitions (M&amp;A), and sustainability. The team works closely with clients at every stage of their journey, helping them navigate challenges, avoid financial pitfalls, and implement practical solutions before, during, and after major transformational projects or transactions creating lasting impact. 
 
Build the people playbook that makes private equity (PE) value creation real. Deloitte Consulting is hiring an M&amp;A Human Capital (HC) Senior Manager focused on private equity-owning the org, talent, leadership, culture, and change agenda across both integrations and separations/carve-outs. If you like high-velocity deals, practical problem-solving, and outcomes you can measure, the role below has your name on it. 
 
Recruiting for this role ends on 4/7/2026 
 
Work You'll Do 
 
As an M&amp;A HC Integration &amp; Divestiture (I&amp;D) Senior Manager, you will lead and deliver large, complex client engagements that identify, design, and implement creative business and technology solutions for large companies. Senior Managers are expected to contribute to the firm's growth and development in a variety of ways including, 
<ul><li>
Engagement Management: Execute a project plan; lead engagement planning and budgeting; mobilize and manage engagement teams; define deliverable structure and content; facilitate buy-in of proposed solutions from top management levels at the client; direct on-time, quality delivery of work products; manage engagement economics; manage engagement risk.</li><li>
Interactions with executive clients and sponsors: Participate in Business Development, develop and maintain contact with top decision makers at key clients, organize and lead pursuit teams, participate and lead aspects of the proposal development process, contribute to the development of proposal pricing strategies.</li><li>
Practice Development &amp; Eminence: Develop practical solutions and methodologies, develop &quot;thought ware&quot; and &quot;point- of-view&quot; documents, participate in public speaking events, get published in industry periodicals.</li><li>
People development: Perform the role of counselor and coach, provide input and guidance into the staffing process, actively participate in staff recruitment and retention activities, provide leadership and support for delivery teams and staff in local offices.</li><li>
Change Management and communications: Assist in the implementation of change management strategies related to M&amp;A. Empowering leaders to lead their people through the transaction, enable managers to support employees, and create an environment that reduces anxiety, minimizes disruptions and fosters enthusiasm for the future. This includes organizational change and impact assessments, creating holistic change management programs, managing stakeholder and employee engagement and delivering effective internal and external communications.</li><li>
Cultural Alignment: Understand and assess legacy cultures, define a future-state culture, and develop plans for how to cultivate that culture.</li><li>
HR Functional Integration: Lead the integration of HR Functions including HR Systems, Service Delivery, Total Rewards, Payroll, Leadership Development, and Talent Strategies.</li><li>
Workforce Optimization: Imagine and transform the composition and capabilities of the workforce to match the needs of the future of work in this age of technology disruption. Deliver end-to-end transformations of workforce programs, services and processes to identify, build and drive success of organizations and their workforces. Deliver solutions within each workforce domain: Branding &amp; Acquisition; Rewards &amp; Well-being; Performance, Learning &amp; Career Mobility; Leadership &amp; Teaming; Diversity &amp; Inclusion.</li><li>
Organization Strategies: Assist in the development of organizational design to enable future-state strategy. This includes supporting the design of combined or separated operating models and the accompanying organizational structures and facilitating the overall workforce transition processes to optimize roles, responsibilities and performance in the future organization.</li></ul> 

The Team 
 
Our M&amp;A team offers expert guidance to corporate and private equity clients in navigating complex growth and divestiture scenarios. Our services encompass M&amp;A strategy and transaction diligence, integration and separation planning and execution, as well as transaction financing. 
 
Our M&amp;A HC team helps clients define their talent strategy and align it with their executive business vision using innovative strategic frameworks that enhance HR service delivery models, set the stage for continuously improving operational excellence, and reimagines the HR brand. Our approach to due-diligence, integration / divestiture planning and execution focuses on identifying potential risks, developing an end-state vision and strategy, and supporting clients to implement maximum value realization opportunities. The M&amp;A HC team performs activities across the M&amp;A life cycle including advising due diligence projects to identify and quantify transaction risks and opportunities, ensuring overall Talent / People / HR strategies are aligned with overall corporate strategic objectives, identifying HR, culture, key talent and retention related risks, and planning for Day 1 readiness and/or managing post-merger integration. This team builds support, understanding and advocacy for the creation of the new organization to executive leaders. They design organizations that align to the future operating model and prepare to transition the workforce through targeted communication and support. 
 
As a global leader in providing consulting services to the asset management industry, Deloitte works with clients to address a range of critical issues brought on by regulatory changes, competition, globalization, advances in technology, and the changing demands of their customers. Our clients include asset, wealth, and investment advisers and administrators from every sector of the industry, including investment managers, broker-dealers, banks, insurance companies, mutual funds, hedge funds, private equity, alternative products, and other money managers. 
 
Qualifications 
 
Required: 
<ul><li>
Experience delivering at least 10 M&amp;A Human Capital engagements in integration planning and execution, post-merger integration, assessment of transaction risks and restructuring/enterprise cost reduction</li><li>
8+ years experience developing HR transaction strategy and subsequently delivering on that strategy</li><li>
8+ years experience working in HR functions &amp; processes, with experience in one or more of the following areas: HR Strategy, HR Employee Experience, HR Operating Models, HR Mergers &amp; Acquisition (M&amp;A), HR Outsourcing Advisory, and HR Technology</li><li>
8+ years experience leading current/future state road mapping, requirements gathering workshops, running labs, and/or facilitating meetings</li><li>
8+ years experience leading vendor selection including RFPs, RFIs, scoring and evaluating products and services</li><li>
6+ years experience carrying a business development quota for consulting work, writing proposals, ramping up pursuit teams and leading business development pursuits' end-to-end.</li><li>
4+ years experience working with or in PE firms and/or portfolio companies</li><li>
Bachelor's degree and 8+ years consulting and/or industry experience in M&amp;A Human Capital including change management initiatives, communications development, organizational design and development, HR strategy or operations, and /or talent solutions; alternatively, an MBA with 6+ year relevant work experience</li><li>
Ability to travel up to 50%, on average, based on the work you do and the clients and industries/sectors you serve</li><li>
Limited immigration sponsorship may be available</li></ul> 
Preferred: 
<ul><li>
MBA or graduate degree in HR or Organizational Behavior</li><li>
Actuarial exams or designation, other HR credentials (CCP, GRP, CEMS, CMS, etc.)</li><li>
10+ years of experience with Human Capital Mergers and Acquisitions, restructuring and/or enterprise cost reduction, including a background in due diligence, assessment of transaction risks, target screening, integration planning and execution, and/or post-merger integration</li><li>
Experience in HR, Consulting, and/or Corporate Communications</li><li>
Experience performing Human Capital due diligence (some or all of compensation, benefits, HR compliance, labor relations, HR communications, operations and technology, talent and culture) and post-deal integration / separation activities by identifying and quantifying transaction risks and opportunities</li><li>
Experience in financial statement and operations analytics</li><li>
Demonstrated strong business acumen and ability to work effectively across teams, levels and varying cultures</li><li>
Strong oral and written communication skills, including presentation skills (MS PowerPoint), data analysis (MS Excel, Tableau, or SQL) and report writing</li><li>
Strong problem-solving skills with the ability to exercise mature judgment</li></ul> 
Information for applicants with a need for accommodation: https://www2.deloitte.com/us/en/pages/careers/articles/join-deloitte-assistance-for-disabled-applicants.html</div>

PE Mergers & Acquisitions Human Capital Senior Manager

YES Prep Public Schools

<div></div><div><div>Job Description</div><div></div><div> 
POSITION: Talent Business Partner - Elementary</div><div></div><div> 
REPORTS TO: Director of Staffing - Elementary</div><div></div><div> 
POSITION TYPE: 12-month</div><div></div><div> 
START DATE: June 2026</div><div></div><div> 
COMPENSATION: $67,359 - $80,831, Home Office Grade 6</div> 
At YES Prep, work for a mission that impacts the life trajectory of students and their families. YES Prep creates pathways to extraordinary opportunity through best-in-class development, competitive compensation and benefits, and recognition for your impact. Grow as an authentic leader and be part of a high-performing, team-oriented culture.
<div>Some quick stats about us:</div><ul><li>
21,650 Students
</li><li>2,600 Team Members</li><li>
16 Secondary Campuses</li><li>
12 Elementary Campuses</li><li>
91% Students Who Qualify for Free/Reduced-Price Lunch</li><li>
96% Hispanic &amp; African-American Students</li><li>
99% Students Who Are Accepted to a 4-Year University</li><li>
85% First-Generation College Students</li><li>
Ranked in the Top 100 High Schools in the Nation, U.S. News &amp; World Report</li></ul>
We serve the students of Houston, Texas, the 4th largest city across the United States. There are over 20 public-school districts and other great public charter school options within Houston&rsquo;s city limits serving our increasing population.<div></div><div> 
THE OPPORTUNITY</div><div>
YES Prep needs a dynamic Business Partner with a robust set of experiences, to make our mission a reality. As a YES Prep employee, you will achieve jaw-dropping results, create pathways to opportunity for our students, and build transformative relationships.</div><div></div><div> 
To put it simply, when you join the YES Prep Talent team, you will serve as an advisor to managers and Hiring Managers on their talent needs and will also manage strategic initiatives and projects that support short and long-term staffing needs.</div><div></div><div> 
THE ROLE</div><div>
When you join the YES Prep team, some of the work and responsibilities will include:</div><div></div><div> 
Achieves hiring goals for caseload of Hiring Managers</div><ul><li>
Supporting Hiring Managers in staffing decisions including determining staffing models, workforce alignment, projecting vacancies, addressing over hire and internal transfer actions, and facilitating role eliminations;</li><li>
Understanding unique needs of the locations they support and creating job descriptions aligned to those needs;</li><li>
Working with recruiters to identify applicants for open positions;
</li><li>Aggressively monitoring applicant pools for each vacancy and ensuring that there are at least three quality candidates for every vacancy;</li><li>
Works with recruiters and hiring manager to meet hiring timelines;</li><li>
Coaching and training Hiring Managers on effective hiring and selection strategies to secure top talent</li><li>
Working with HRIS to ensure that new hires have met all requirements and are approved to start by their projected first day;</li><li>
Developing clear systems and procedures for tracking data, assessing progress toward goals, and making changes in the moment to ensure all goals are met;</li><li>
Following and creating processes to ensure the organization remains faithful to position control, within budget, and maintains accurate staffing data in the HRIS;</li><li>
Partnering with HR Directors to develop recruitment solutions for tough-to-fill roles.</li></ul><div></div><div> 
Maintains a high level of customer service for Hiring Managers and employees
</div><ul><li>Establishing and maintaining working relationships with stakeholders on the Talent team and cross-functionally;
</li><li>Serving as the key point of contact for employees regarding Talent matters;</li><li>
Responding to inquiries from the Talent, Careers, and ADA Inboxes;</li><li>
Providing managers with guidance about and access to resources across a wide array of Talent issues including employee relations, performance management, benefits, ADA, hiring, and onboarding;</li><li>
Responding to stakeholders in a timely manner based on the inquiry;</li><li>
Collaborating with Staffing Directors to and/or leading investigations for various employee relations situations;</li><li>
Representing YES Prep in unemployment hearings, external events, and various other needs applicable to talent management;</li><li>
Staying abreast of latest employment laws.</li></ul><div>
Increases the effectiveness of employees by:</div><ul><li>
Implementing actions that staff achieve retention goals;
</li><li>Coaching Hiring Managers on effective and timely performance management of their direct reports;</li><li>
Differentiating support for new Hiring Managers or Priority/Focus campuses;</li><li>
Developing and executing Talent development sessions for key stakeholders on various Talent topics;</li><li>
Reviewing and understanding relevant data (independently and with stakeholders) to ensure human capital needs are met to continually improve student outcomes.</li></ul><div> 
Effectively manages a Talent pipeline and Talent hiring events</div><ul><li>
Effectively managing a Talent Pipeline;</li><li>
Onboarding of centralized hires to create a signature onboarding experience;</li><li>
Ensuring that pipeline hires are placed on campuses, have met all onboarding requirements and are approved to start by first day of duty schedule;</li><li>
Effectively communicating with YES Prep leadership, centralized hires, and/or district partners to ensure pipeline stakeholders are informed during the hiring and onboarding process;</li><li>
Planning and managing hiring events in order to meet hiring goals;</li><li>
Developing clear systems and procedures for tracking pipeline data, assessing progress toward goals, and making changes in the moment to ensure all goals are met.</li></ul><div>
Leading projects for the Staffing Team to ensure that our campuses are 100% staffed</div><ul><li>
Supporting or managing new staffing initiatives that require cross-functional collaboration;</li><li>
Supporting the planning and execution of hiring events.</li></ul><div> 
</div><ul><li>Additional duties as assigned.</li></ul><div></div><div> 
THE PERSON</div><div>
We seek staff with a multitude of backgrounds, talents, interests, and ideas. Certain traits consistently shine through our most successful employees: passion for the mission, drive for results, care for students, and resilience. Other traits needed and desired for this role are:</div> 
<div>THE MUST HAVES</div><ul><li>
Bachelor&rsquo;s Degree from an accredited four-year educational institution</li><li>
2+ years of experience at the HR Manager/Generalist/Specialist/Business Partner level, OR 2+ years of experience in school leadership with a deep interest in and foundational knowledge in human resource functions</li><li>
1 year of people or project management experience</li><li>
Exceptional written and verbal communication skills</li><li>
Maintain high expectations because you understand that when we lower our bar, students are at stake</li><li>
Seek context and understands that all schools, leaders, and situations are unique and invests the time to understand the needs of those we serve</li><li>
Build a culture of effective collaboration with Hiring Managers and other stakeholders to create connection, engage in dialogue, and meet outcomes</li><li>
Effectively problem solve in the face of changing constraints to meet the needs of campus leaders</li><li>
See every situation from an equity lens to ensure that opportunity gaps are minimized for staff and students and relevant laws are being upheld</li><li>
Effectively represents YES Prep across a variety of functions and external events</li><li>
Makes decisions to mitigate risk to campuses and YES Prep</li><li>
Ability to stay calm through crisis situations and be a voice of reason to guide stakeholders</li><li>
Ability to juggle multiple tasks and initiatives at once</li></ul><div></div><div> 
THE MUST HAVE BELIEFS</div><ul><li>
Belief in and commitment to the mission and core values of YES Prep Public Schools</li><li>
Desire to disrupt systemic status quos in education</li><li>
Willingness to go above and beyond to disrupt said status quos</li><li>
Passion to develop resiliency through a relentless pursuit of jaw-dropping results</li><li>
Conviction that high expectations + high accountability = high performance and high growth</li></ul><div></div><div> 
THE NICE TO HAVES</div><ul><li>
2+ yrs managing staff on a K-12 campus</li><li>
Advanced degree in leadership, business, or Human Resources</li><li>
SHRM-CP, SHRM-SCP, PHR, or SPHR certification</li><li>
Proficiency in data analysis</li><li>
Experience with crisis communications</li><li>
Experience with marketing especially staff recruitment marketing</li>
Bilingual &ndash; Spanish 
<li>
</li></ul><div> 
THE PERKS</div><ul><li>
Compensation &ndash; This position is an exempt, salaried position; offers commensurate with experience.</li></ul><div> 
</div><ul><li>Health and Supplemental Insurance &ndash; A $0 monthly medical option or a $24 monthly option that includes $50 YES Prep Paid Health Savings Account contribution, in addition to a variety of supplemental benefits including Dental, Vision, Disability, Life, etc. Employees must work 20+ hours a week to be eligible for a full spectrum of benefits, and 10 hours a week minimum for medical benefits.</li></ul><div></div><ul><li> 
Retirement Plans &ndash; Participation in Teacher Retirement System of Texas and an optional 457b Retirement Plan.</li></ul><div></div><ul><li> 
Paid Time Off &ndash; Employees working 20+ hours a week receive 15 days of Paid Time Off in addition to the system closures during the Academic Calendar.</li></ul><div>
Please note, part-time hourly employees (working fewer than 40 hours/week) do not receive pay during system closures. Additionally, 10- and 11-month hourly employees do not receive pay during the months in which they are not working.</div><div></div><ul><li> 
Paid Leave Programming &ndash; In the event you need to be out due to medical needs (including maternity and paternity leave), YES Prep offers paid leave, paid out at 100%, based on eligibility and tenure.</li></ul><div> 
</div><ul><li>Professional Development - YES Prep values longevity and performance over time. We invest in developing leaders through high-quality programs, effective coaching, and ongoing professional development.</li></ul><div> 
</div><ul><li>Award Winning Culture &ndash; The strong cultures of our campuses and Home Office are just one of many reasons we were named Houston&rsquo;s Best Place To Work in 2018, 2019, 2021 and 2025. We won the 2012 Broad Prize for Excellence in Urban Education and were a 2016 finalist as well.</li></ul><div> 
</div><div>YES Prep is an equal opportunity employer and does not discriminate against any employee or applicant on the basis of race, color, ethnicity, religion, gender, sexual orientation, gender expression, national origin, disability, age, marital status, military status, pregnancy, or parenthood.</div></div><div></div>

Talent Business Partner - Elementary

Westlake Corporation

<div>Westlake offers you the potential to enrich your work life and career experience in an entrepreneurial environment. We work together to enhance peoples' lives through our products and presence in the communities in which we operate.
SUMMARY
The Employee Relations Specialist is a hands-on, highly collaborative, and trusted Human Resources (HR) professional who supports the business by partnering with leaders across the organization on a wide variety of employee relations and compliance-related projects, initiatives, and issues. Reporting to the Employee Relations Manager, this role assists in the administration of employee relations programs, helps ensure compliance with employment laws and company policies, and serves as a resource for employees and managers on HR-related matters. The Specialist is involved in workplace investigations, conflict resolution, and the day-to-day application of HR policies and procedures.
DUTIES AND RESPONSIBILITIES
May include, but are not limited to, the following:<ul><li>
Support the Employee Relations Manager in the execution of employee relations programs and initiatives.</li><li>
Assist in investigating employee relations issues, including complaints, conflicts, and policy violations, and document findings.</li><li>
Provide guidance to employees and managers regarding HR policies, procedures, and employment practices.</li><li>
Manage escalations and advise HR professionals on best practices regarding protected leaves of absence, including FMLA and ADA.</li><li>
Manage and administer the Company severance program for position eliminations, restructures, reductions in force, and plant closures; review compliance with federal and/or state WARN acts.</li><li>
Support the development, refinement, and implementation of employee relations policies and processes.</li><li>
Responsible for answering day-to-day employee relations and HR compliance questions.</li><li>
Assist in responding to employee questions about policies, leave administration, accommodations, and performance management processes.</li><li>
Proactively research to ensure compliance, provide appropriate consultation, and help avoid or minimize risk exposure to the organization.</li><li>
Support the design and delivery of training/education sessions for employees, HR professionals, supervisors, and managers related to employee relations, FMLA/ADA, and union awareness.</li><li>
Support internal HR audits, including Harassment Training, Employee Handbook, Form I-9s, etc.</li><li>
Partner with HR team members to maintain accurate and confidential employee relations records and documentation.</li><li>
Participate in the administration of HR-related cases within the EthicsPoint hotline tool, as directed.</li><li>
Responsible for ad hoc reporting and metrics to support Employee Relations team initiatives.</li><li>
Monitor and track employee relations metrics, such as turnover reasons and exit interview data, and provide reports to management.</li><li>
Build and maintain key internal and external relationships.</li><li>
Stay current on local, state, and federal employment and compliance laws, and participate in ongoing training and development.</li></ul>
EDUCATION, EXPERIENCE AND QUALIFICATIONS<ul><li>
Bachelor&rsquo;s degree in Human Resources, Business Administration, or a related field required.</li><li>
3+ years of experience in Human Resources or a related field, with exposure to employee relations preferred.</li><li>
Experience in a manufacturing setting or with a predominately hourly workforce preferred.</li><li>
Experience in a union environment is a plus.</li><li>
Basic knowledge of employment law and HR best practices.</li><li>
Advanced Microsoft Excel skills required (V-lookups, pivot tables, etc.); ability to compile, review, and manipulate large data sets.</li><li>
Strong interpersonal communication skills and the ability to effectively communicate with all levels of the organization, resolve difficult situations, conduct appropriate interventions, facilitate problem-solving activities, and remain calm under pressure.</li><li>
Strong organizational skills, analytical skills, and attention to detail required.</li><li>
Ability to maintain confidentiality and handle sensitive information.</li><li>
Demonstrated ability to build trust and credibility with employees and managers.</li><li>
Proficient in Microsoft Office Suite and HR information systems. Experience with Workday preferred.</li></ul>
PHYSICAL DEMANDS
While performing the duties of this job, the employee is frequently required to sit; stand; walk; use hands to touch, handle, or feel; reach with hands and arms; and talk or hear. The employee is occasionally required to stoop, kneel, or crouch. Specific vision abilities required by this job include close vision, distance vision and ability to adjust focus. Additionally, this position must make general decisions requiring judgement and perform activities requiring sustained concentration.
WORK ENVIRONMENT
The noise level in the work environment is sometimes moderate when working in an office. Travel including air travel or auto travel may occasionally be required.
Westlake is an Equal Opportunity Employer. All qualified applicants will receive consideration for employment without regard to any characteristics protected by applicable legislation.
If you are an active Westlake employee (or an employee of any Westlake affiliates), please do not apply here. You will apply via the Jobs Hub application in Workday.</div>

Employee Relations Specialist

Explore 312+ Hr manager in Houston this April. Find roles across top companies and apply now to boost your career.