business data analyst

business development associate Jobs in Houston

business development associate

business development manager Jobs in Houston

business development manager

business intelligence (bi) data engineer Jobs in Houston

business intelligence (bi) data engineer

business intelligence analyst Jobs in Houston

business intelligence analyst

human resources business partner

MSC Mediterranean Shipping Company

<div>
 
 
 Job Summary:
 
 
 
 The HR Business Partner will oversee both strategic and tactical day-to-day HR operations for the Houston office, including managing the delivery of various HR initiatives, processes, and programs across key HR functions such as employee relations, performance management, talent development, recruitment, onboarding, and employee engagement. The successful candidate will ensure our HR practices are perfectly aligned with our business strategy while meeting our employees' needs.
 
 
 
 
 
 The Houston office is located at 4700 W Sam Houston Pkwy N, Houston, TX 77041, and this position will be in-office Monday to Friday.
 
 
 
 
 
 
 Key Responsibilities:
 
 
 
 
 
 
 
 
 Workforce/Performance/Talent Management
 
 
 
 <ul>
 <li>
 Coach and advise managers on all people related matters in talent acquisition, onboarding &amp; orientation, performance management and talent development, employee engagement, change management, rewards &amp; recognition, career progression, diversity and inclusion and more.
 </li>
 <li>
 Partner with department leaders and managers to provide direction in handling and resolving employee relations and performance management issues. Coach managers on counseling best practices and the progressive discipline process.
 </li>
 <li>
 Conduct thorough investigations and handle all documentation, escalation, and communication in a timely manner.
 </li>
 <li>
 Facilitate annual performance management evaluation process to ensure office completion. Identify areas for improvement and recommend training as needed.
 </li>
 <li>
 Ensure the office organizational structure supports a growth mindset.
 </li>
 <li>
 Conduct exit interviews to prevent turnover and to understand the reason behind it.
 </li>
 <li>
 Monitor new hire turnover and collect candidate onboarding experience feedback.
 </li>
 <li>
 Change Management
 </li>
 <li>
 Champion and lead the deployment of HR initiatives such as talent assessments, annual performance reviews, succession management, engagement action planning and more for the local office.
 </li>
 <li>
 Build and maintain strong business relationships with branch management to proactively communicate and implement change initiatives.
 </li>
 </ul>
 
 
 
 
 
 
 Talent Acquisition
 
 
 
 <ul>
 <li>
 Manage the full cycle recruitment process to include requisition creation, job posting/advertising, candidate sourcing, pre-screening, interviewing and selection and timely correspondence and feedback to applicants and hiring managers.
 </li>
 <li>
 Partner with department heads and hiring managers to forecast and build a pipeline of qualified candidates to support the business strategy.
 </li>
 </ul>
 
 
 
 
 
 
 Onboarding
 
 
 
 <ul>
 <li>
 Coordinate, facilitate, and manage the onboarding process to create engaging experience for team members entering new roles, both internally and externally.
 </li>
 <li>
 Ensure the completion and accuracy of all onboarding/new hire forms according to company policy and regulatory requirements.
 </li>
 <li>
 Process new hire and transfer related transactions within our HR system and other reference tools.
 </li>
 </ul>
 
 
 
 
 
 
 Compliance
 
 
 
 <ul>
 <li>
 Ensure office compliance with Company policy and federal/state employment laws. Partner with the HR COE team, when applicable, to eliminate risk and potential Company liability.
 </li>
 <li>
 Anticipate new legislation and proactively suggest solutions to ensure compliance.
 </li>
 <li>
 Performs other duties as required by management.
 </li>
 </ul>
 
 
 
 
 
 Qualifications &amp; Key Competencies:
 
 
 <ul>
 <li>
 Bachelor&rsquo;s degree, preferably with a concentration in Human Resources, Business Administration or related field, or equivalent years of experience.
 </li>
 <li>
 SHRM-CP, SHRM-SCP, SHPR, PHR preferred but not required.
 </li>
 <li>
 Previous experience in a similar role in supply chain, transportation, shipping, logistics, freight forwarding, and customer service preferred but not required.
 </li>
 <li>
 
 Minimum of 2 - 5 years
 
 of progressive experience in a Human Resources Generalist role performing a variety of HR functions across different departments, or as an HR Business Partner who works closely with multiple departments to address their HR needs.
 </li>
 <li>
 
 Minimum of 2 years
 
 of experience managing multiple HR functions in Employee Relations, Performance and Talent Management, Organizational Change, Talent Acquisition, and Training &amp; Development.
 </li>
 <li>
 Link people strategy with business strategy, delivering value and impact.
 </li>
 <li>
 Make decisions and drive solutions in a fast-paced environment.
 </li>
 <li>
 Work collaboratively with employees at all levels and across a large, matrixed organization.
 </li>
 <li>
 Coach employees and leadership through complex, difficult issues.
 </li>
 <li>
 Lead an organization through change.
 </li>
 <li>
 Utilize data to formulate strategy and drive business results.
 </li>
 <li>
 Knowledge of core HR policies, procedures, and practices including employment law fundamentals
 </li>
 <li>
 Exceptional verbal and written communication skills
 </li>
 <li>
 Excellent organizational skills and attention to detail.
 </li>
 <li>
 Ability to prioritize and manage multiple projects simultaneously and to follow through for effective and timely resolution.
 </li>
 <li>
 Ability to discreetly manage confidential and sensitive information.
 </li>
 </ul>
 
 
 
 
 
 What We Offer
 
 
 <ul>
 <li>
 Health Insurance
 </li>
 <li>
 Dental &amp; Vision Insurance
 </li>
 <li>
 Life Insurance: one-time annual salary
 </li>
 <li>
 Long Term Disability Insurance
 </li>
 <li>
 Paid Parental Leave
 </li>
 <li>
 Business Travel Insurance
 </li>
 <li>
 Flexible Spending Accounts - (Health, Dependent Care, Transit/Parking)
 </li>
 <li>
 Supplemental Life, Accident, Critical Illness and Hospital Indemnity Plans
 </li>
 </ul>
 
 
 
 
 
 You will also have access to additional benefits,
 
 effective day one
 
 :
 
 
 <ul>
 <li>
 Short Term Disability Insurance
 </li>
 <li>
 401K Plan &ndash; 3% Safe Harbor Contribution with option for additional 3% employer match.
 </li>
 <li>
 Wellness Program initiatives / Free MSC Partner Subscriptions with Calm
 </li>
 <li>
 Partner Discount Programs with MSC Cruises, Apple, Dell, Nissan, Whirlpool, AT&amp;T, Pets Best and others.
 </li>
 </ul>
 
 
 
 
 
 About Mediterranean Shipping Company (MSC)
 
 
 
 Mediterranean Shipping Company (MSC), headquartered in Geneva, Switzerland, is a global leader in transportation and logistics, privately owned and founded in 1970 by Gianluigi Aponte. As one of the world&rsquo;s leading container shipping lines, MSC has 675 offices across 155 countries worldwide, with the MSC Group employing over 200,000 people. The company has evolved from a one vessel operation into a globally respected business with a fleet of 800 vessels that provides timely delivery of goods and services to customers of all industries and sizes. With access to an integrated network of road, rail, air, and sea transport resources which stretches across the globe, the company prides itself on delivering global service with local knowledge. MSC&rsquo;s shipping line sails on 300 trade routes and calls at 520 ports, carrying some 22.5 million TEU (twenty-foot equivalent units) annually. For more information, visit MSC Mediterranean Shipping Company
 
 
 
 
 
 
 Mediterranean Shipping Company (USA) Inc. provides equal employment opportunities to all employees and applicants for employment and
 
 prohibits discrimination and harassment of any type
 
 including but not limited to characteristics protected by federal, state or local laws
 
 .
 
 
 
 If you need a reasonable accommodation for any part of the employment process, please contact us by email at US038-Humanresourcesusa@msc.com and let us know the nature of your request and your contact information. Requests for accommodation will be considered on a case-by-case basis. Please note that only inquiries concerning a request for reasonable accommodation will be responded to from this email address.
 
 
</div>

Human Resources Business Partner

Frazer Jones

<div>
 
 
 Title:
 
 Human Resource Business Partner,
 
 North America
 
 
 
 
 Location:
 
 New York, NY or Houston, TX (NYC preferred)
 
 
 
 Compensation:
 
 $100,000&ndash;$125,000 annually
 
 
 
 Employment Type:
 
 3‑month contract with possibility of permanent conversion
 
 
 
 Onsite Requirement:
 
 Minimum 3 days per week (preference for 4)
 
 
 
 
 
 
 Overview
 
 
 
 A fast‑paced, sales‑driven organization within the broader energy sector is seeking an Interim HR Business Partne
 
 r
 
 to support its North America employee population. The company is undergoing operational and cultural transformation and requires an HR leader who can bring structure, maturity, and stability to a rapidly evolving environment.
 
 
 
 
 
 This position will support a workforce of approximately 90 employees across multiple locations, with the largest hubs in New York and Houston. The role reports directly to the CEO and works closely with senior operational leadership.
 
 
 The goal of this interim assignment is to stabilize day‑to‑day HR operations and partner with leadership during a period of organizational change. Based on performance and overall fit, there is potential for the role to convert to permanent.
 
 
 
 
 
 
 Key Responsibilities
 
 
 <ul>
 <li>
 Provide hands‑on HR Business Partner support across the North America region, serving as the primary point of contact for employees and managers.
 </li>
 <li>
 Manage employee relations cases with clarity, fairness, and strong judgment.
 </li>
 <li>
 Support compensation reviews, job leveling discussions, and market‑aligned recommendations.
 </li>
 <li>
 Provide guidance on benefits administration, employee inquiries, and issue resolution.
 </li>
 <li>
 Lead and support performance management cycles, including coaching managers on performance conversations and improvement plans.
 </li>
 <li>
 Support upcoming restructuring/redundancy processes, ensuring all steps are compliant, consistent, and handled with professionalism.
 </li>
 <li>
 Strengthen employee experience and retention initiatives, focusing on engagement, communication, and manager capability.
 </li>
 <li>
 Collaborate closely with a highly engaged sales leadership team to understand priorities and support talent needs.
 </li>
 <li>
 Partner with global Shared Services for contract processing, HRIS updates, and administrative tasks, ensuring accuracy and reducing duplication.
 </li>
 <li>
 Improve local HR processes, documentation, workflows, and consistency across the region.
 </li>
 </ul>
 
 
 
 
 
 Ideal Profile
 
 
 <ul>
 <li>
 High‑energy HR professional who thrives in fast‑paced, sales‑oriented environments.
 </li>
 <li>
 Direct experience supporting either staffing or sales‑driven organizations.
 </li>
 <li>
 Commercial mindset&mdash;able to balance people needs with business performance requirements.
 </li>
 <li>
 Strong presence: tough‑minded, confident, and clea
 
 r
 
 , but not aggressive.
 </li>
 <li>
 Hands‑on operator who is comfortable rolling up their sleeves to handle both strategic and tactical work.
 </li>
 <li>
 Strong relationship‑builder with the ability to influence senior stakeholders and navigate change.
 </li>
 </ul>
 
 
</div>

Employee Owned Holdings, Inc.

<div>
 Employee Owned Holdings, Inc. (EOH) is the parent of a family of 100% employee-owned companies that provide highly engineered solutions across industrial, manufacturing, and technical markets. EOH provides centralized corporate services&mdash;including Human Resources, Accounting, IT, Marketing, and Operations&mdash;while supporting strong local leadership at each operating company.
 
 
 
 EOHI Companies
 
 
 
 Hydraquip, Inc. and GCC provide technical expertise and value-added solutions through their offering of hydraulic, pneumatic and automation products. Supreme Integrated Technology, Inc. (SIT) focuses on hydraulic, mechanical and structural design to deliver custom, turn-key systems.
 
 
 The
 
 Vice President of Human Resources
 
 is a senior leadership role responsible for the overall strategy, execution, and continuous improvement of human resources functions across EOH and its operating companies. This position requires a hands-on leader who understands technical, manufacturing, and industrial distribution environments and can balance strategic leadership with day-to-day operational execution. The role partners closely with executive leadership and local management teams and requires significant travel to different operating locations.
 
 
 
 Responsibilities
 
 
 
 <ul>
 <li>
 Lead and execute the human resources strategy for EOH and its operating companies, aligning people initiatives with business objectives and growth plans.
 </li>
 <li>
 Serve as a strategic partner to executive leadership, company presidents, and local management teams on workforce planning, organizational structure, performance management, and employee relations.
 </li>
 <li>
 Drive Performance Management with participation in goal setting, budget and KPI development; monitoring performance against targets; and leading continuous improvement to achieve strategic and financial objectives.
 </li>
 <li>
 Shape and strengthen company culture across all entities by actively engaging with teams, understanding differences between businesses, creating consistent leadership touchpoints, and driving positive, accountable, and performance-oriented behaviors.
 </li>
 <li>
 Provide leadership and accountability for all recruiting and talent acquisition activities, ensuring consistent and permissible processes and strong hiring outcomes across technical, engineering, sales, and operations roles.
 </li>
 <li>
 Oversee payroll, benefits administration, and compensation programs, ensuring accuracy, compliance, market competitiveness, and internal equity.
 </li>
 <li>
 Lead the development and administration of compensation structures, pay bands, and compensation ratio analysis in partnership with Finance and executive leadership.
 </li>
 <li>
 Drive talent development initiatives, including leadership development, succession planning, performance management, and training programs.
 </li>
 <li>
 Ensure consistent execution of performance review processes and hold leaders accountable for timely and effective completion.
 </li>
 <li>
 Oversee HR policies, procedures, and compliance with federal, state, and local employment regulations across multiple locations.
 </li>
 <li>
 Manage employee-relations matters with professionalism, discretion, and a solutions-oriented approach.
 </li>
 <li>
 Lead and develop the HR team, fostering accountability, continuous improvement, and strong internal customer service.
 </li>
 <li>
 Travel approximately 50% of time to EOH operating company locations to support leaders, engage employees, and maintain strong alignment between corporate and local teams.
 </li>
 <li>
 While traveling to remote facilities, partner with local leadership to identify and implement operational improvements, support team development, and drive performance alignment with company standards and objectives.
 </li>
 <li>
 Drive adoption of new technologies and process improvements to enhance efficiency, reduce costs, and maintain a competitive edge; identify opportunities for automation or role optimization while thoughtfully managing organizational impact.
 </li>
 <li>
 Lead acquisition integration and onboarding efforts by establishing a structured playbook, driving clear ownership of the process, and ensuring alignment across people, systems, operations, and culture to accelerate successful integration.
 </li>
 <li>
 Other duties as assigned
 
 
 </li>
 </ul>
 
 Requirements
 
 
 
 Education:
 
 
 <ul>
 <li>
 Bachelor&rsquo;s degree in Human Resources, Business Administration, Management, or a related field required.
 </li>
 <li>
 Advanced degree or professional HR certification (SHRM-CP, SHRM-SCP, PHR, SPHR) preferred.
 
 
 </li>
 </ul>
 
 Experience
 
 
 
 <ul>
 <li>
 7&ndash;10 years of progressive Human Resources experience, with increasing leadership responsibility.
 </li>
 <li>
 Experience supporting technical organizations, preferably in manufacturing, industrial distribution, engineering, or other technical environments preferred.
 </li>
 <li>
 Proven experience leading recruiting, payroll, benefits, compensation, and talent development functions.
 </li>
 <li>
 Experience supporting multi-location organizations and working closely with executive and operational leadership.
 </li>
 <li>
 Demonstrated ability to balance strategic HR leadership with hands-on execution in a fast-paced environment.
 </li>
 <li>
 Willingness and ability to travel extensively (approximately 50%).
 
 
 </li>
 </ul>
 
 Knowledge &amp; Skills
 
 
 
 <ul>
 <li>
 Strong understanding of human resources practices within technical, manufacturing, or industrial distribution organizations.
 </li>
 <li>
 Working knowledge of compensation planning, compensation ratios, payroll processes, and benefits administration.
 </li>
 <li>
 Solid understanding of employment law and HR compliance across multiple states.
 </li>
 <li>
 Strong leadership and people-management skills with the ability to hold teams and leaders accountable.
 </li>
 <li>
 Excellent communication and interpersonal skills, with the ability to build trust and influence at all levels of the organization.
 </li>
 <li>
 Strong organizational, analytical, and problem-solving skills.
 </li>
 <li>
 Customer-service mindset with a focus on supporting internal stakeholders and business leaders.
 </li>
 <li>
 Ability to work independently while collaborating effectively across functions and operating companies.
 
 
 </li>
 </ul>
 
 Benefits
 
 
 
 We offer a competitive salary and benefits package, including medical, dental, vision, life and disability insurance, and 401(k) plans with company match. A unique benefit Employee Owned Holdings offers is participation in an employee stock ownership plan.
 
 
 What is an ESOP?
 
 
 ESOP is a special retirement program that allows employees to own stock in the company. When you join EOHI, you automatically begin investing in your future (without having to purchase shares). We are a high growth company committed to training our employee owners to develop their skills and advance in their careers.
 
 
 <ul>
 <li>
 Studies also show that retirement account balances for ESOP companies are 2.5 times higher.
 </li>
 <li>
 ESOP companies grow 2.5 times faster than those companies without employee ownership.
 </li>
 <li>
 Research shows employee owned companies are superior in performance, employee benefits and employee morale because everyone is working towards a common goal.
 </li>
 </ul>
</div>

EOH Vice President of Human Resources

Katalyst Data Management

<div>Join the dynamic and collaborative team at Katalyst Data Management (KDM). We are seeking an Executive Leadership &amp; Engagement Coordinator with exceptional organizational skills and a strong ability to build effective working relationships. This role offers an exciting opportunity to play a key part in supporting executive leadership, driving administrative excellence, and contributing to company‑wide engagement initiatives. The ideal candidate brings a high level of attention to detail, sound judgment, and the ability to manage multiple priorities in a fast‑paced environment.<ul><li>
Located in Houston</li><li>
8:00 a.m. &ndash; 5:00 p.m. Monday to Friday</li><li>
Full-Time position</li></ul>
The Company
Katalyst Data Management (KDM) is the global leader in hosted subsurface data management solutions for the oil and gas industry, with offices in Houston, Calgary, London, Perth, and Kuala Lumpur. From data capture and verification, to data storage and organisation, to marketing data online, our specialised data services cater to large multinational corporations, national governments and small independents. KDM&rsquo;s web-based iGlass services and their related controls, including system redundancy, are key differentiators in providing and maintaining high availability, 24/7 access for customers. Innovation and commitment has enabled KDM to provide excellence in both technologies and service qualities.
Key Responsibilities and Accountabilities
The Executive Leadership &amp; Engagement Coordinator provides high‑level administrative, operational, and coordination support to Executive Leadership across the organization. This role also partners with Human Resources to support employee recognition and engagement initiatives that enhance connection, culture, and the overall employee experience. Reporting directly to the Vice President, Human Resources, the position functions as a shared executive resource and does not include Human Resources compliance or employee relations responsibilities.
Key Responsibilities:
Executive &amp; Administrative Support<ul><li>
Provide proactive administrative support to all Executives, balancing priorities across multiple executives.</li><li>
Manage complex calendars, including leadership meetings, cross-functional initiatives, and external engagements.</li><li>
Coordinate travel arrangements, itineraries, expense reports, and related documentation.</li><li>
Prepare, edit, and format executive-level correspondence, presentations, and reports.</li><li>
Serve as a central coordination point for President &amp; Vice President scheduling and administrative requests.</li><li>
Manage the company&rsquo;s Docusign accounts.</li><li>
Oversee corporate apartment administration, including maintenance coordination, scheduling, and vendor management.</li><li>
Coordinate company vehicle usage and service.</li></ul>
Meeting &amp; Communication Management<ul><li>
Assist with the coordination of leadership meetings including agendas, materials, minutes, and follow-up on action items.</li><li>
Track executive deliverables and ensure timely completion.</li><li>
Support internal communications requiring executive alignment or visibility.</li></ul>
Employee Recognition &amp; Engagement Support (HR Partnership)<ul><li>
Partner with Human Resources to support employee recognition programs, awards, and engagement initiatives.</li><li>
Coordinate logistics for employee recognition events, service awards, and milestone acknowledgements.</li><li>
Maintain tracking and documentation related to employee recognition activities.</li><li>
Assist with executive communications related to appreciation, culture, and recognition initiatives.</li></ul>
Operational &amp; Cross-Functional Support<ul><li>
Assist with planning leadership offsites, town halls, and company meetings.</li><li>
Maintain organized electronic filing systems for executive and recognition documentation.</li><li>
Identify opportunities to improve executive and engagement-related administrative processes.</li><li>
Collaborate with HR, Finance, and Operations teams as needed to support leadership initiatives.</li></ul>
Skills Required:<ul><li>
Exceptional organizational and time-management skills.</li><li>
Strong written and verbal communication skills.</li><li>
High level of discretion, professionalism, and judgment.</li><li>
Ability to manage competing priorities across multiple executives.</li><li>
Advanced proficiency in Microsoft Office and collaboration tools.</li></ul>
Required Education and Experience<ul><li>
Highschool Diploma or equivalent.</li><li>
5+ years of experience supporting senior executives, preferably in a shared or multi-executive model.</li><li>
Experience supporting employee engagement or recognition initiatives is a plus.</li></ul>
Supervisory Responsibilities:
This position has no supervisory responsibilities.
Work Environment:
This job operates in a professional office environment. This role routinely uses standard office equipment such as computers, phones, photocopiers, filing cabinets and fax machines.
Physical Demands:
This is a largely sedentary role; however, some tasks involve filing and extended computer use. These types of activities would require the ability to lift, bend, stand and sit as necessary.
Position Type and Expected Hours of Work:
This is a full-time position. As a full-time position, the Executive Leadership &amp; Engagement Coordinator is eligible to participate in benefits coverage offered to Katalyst employees based on geographical location.
Days and hours of work are Monday through Friday, 8:00 a.m. to 5:00 p.m.
Travel:<div>
This role requires regular business‑related travel within the Houston area to support company operations, including offsite meetings and business errands. Mileage incurred while conducting approved business travel will be reimbursed at the current IRS‑mandated rate per mile</div></div>

Executive Leadership & Engagement Coordinator

GAS GLOBAL SERVICES

<div></div><div><div>Employee Relations &amp; HR Specialist 
JOB-10046108 
Anticipated Start Date
April 1, 2026 
Location
Houston, TX 
Type of Employment
Contract 
Employer Info
Since our clients founding it has exhibited a remarkable ability to do what others said could not be done. Ranked among the world&rsquo;s largest petrochemicals manufacturers. Their growth has been nothing short of miraculous. Today, the company has operations in over 50 countries with a global workforce of over 32,000 talented individuals. 
Job Summary
The Employee Relations &amp; HR Operations Specialist leads employee relations and oversees end-to-end HR operations across the United States. This role ensures compliance with federal, state, and local employment laws while driving excellence in onboarding, payroll, benefits administration, policy governance, and HRIS management. Acting as a trusted advisor to business leaders and HR Business Partners, the specialist addresses complex employee matters, mitigates risk, and supports a positive workplace culture. 
Job Description
Employee Relations &amp; Compliance (40%)<ul><li>
Lead and manage employee relations cases, including investigations, corrective actions, performance management, policy violations, and workplace concerns.</li><li>
Conduct thorough, unbiased investigations and provide risk-based recommendations</li><li>
Ensure compliance with federal and state laws (e.g., FLSA, ADA, FMLA, Title VII, HIPAA)</li><li>
Partner with legal counsel as required on high-risk or complex cases.</li><li>
Develop and maintain ER dashboards, case tracking metrics, and risk heat maps.</li><li>
Train leaders on workplace conduct, documentation standards, and performance management</li><li>
Support reductions in force, organizational redesign, and workforce transitions as needed</li></ul> 
HR Operations &amp; Service Delivery (40%)<ul><li>
Oversee HR operational processes, including onboarding, offboarding, personnel records, benefits coordination, and payroll interface</li><li>
Ensure data accuracy and integrity within HRIS and compliance documentation.</li><li>
Lead process improvements to enhance efficiency, service quality, and internal controls</li><li>
Manage vendor relationships (e.g., benefits providers, leave administrators, background screening)</li><li>
Monitor service level agreements (SLAs) and ensure timely resolution of employee requests</li><li>
Partner with Finance and Payroll for audits, reporting, and governance requirements</li></ul>
Policy, Governance &amp; Risk Management (10%)<ul><li>
Maintain and update employee handbook and HR policies</li><li>
Conduct regular compliance audits across employment files, leave administration, and payroll practices</li><li>
Support internal and external audits</li><li>
Develop business continuity plans for critical HR operations</li></ul>
HR Projects &amp; Continuous Improvement (10%)<ul><li>
Lead or support HR transformation initiatives (HRIS implementations, process automation, digital workflows)</li><li>
Implement ER trend analysis and preventive engagement interventions</li><li>
Support talent initiatives such as engagement surveys and leadership capability development</li></ul> 
Skills Required<ul><li>
5 years of progressive HR experience with significant focus on employee relations and HR operations</li><li>
Strong knowledge of multi-state US employment law</li><li>
Experience managing investigations and high-risk employment matters</li><li>
HRIS experience (e.g., Workday, SuccessFactors, UKG, ADP)</li><li>
Experience working in matrixed, complex organizations preferred</li></ul> 
Education/Training/Certifications<ul><li>
Bachelor&rsquo;s degree in human resources, Business Administration, or related field required</li></ul> 
Additional Requirements<ul><li>
Sound judgment and risk assessment</li><li>
Confidentiality and discretion</li><li>
Conflict resolution &amp; mediation</li><li>
Operational rigor and process discipline</li><li>
Data analytics &amp; ER reporting</li><li>
Stakeholder influence and executive communication</li><li>
Change management capability</li></ul> 
Pay Rate/Salary
<ul><li>$50.00 - $55.00/hr. Compensation will be offered within this posted range based on experience, skills, and market factors</li></ul></div><div><div> 
HireResource Staffing is an Equal Opportunity Employer. Employment decisions are made without regard to race, color, religion, national or ethnic origin, sex, sexual orientation, gender identity or expression, disability, protected veteran status, or other characteristics protected by law.</div></div></div>

Employee Relations & HR Specialist

HireResource Staffing

Rice University

<div>Special Instructions to Applicants: All interested applicants should attach a cover letter and resume in the Supporting Documents section of the application, preferably in a PDF format to avoid any formatting issues.
About Rice
Boasting a 300-acre tree-lined campus in Houston, Texas, Rice University is ranked among the nation&rsquo;s top 20 universities by U.S. News &amp; World Report. Rice has a 6-to-1 undergraduate student-to-faculty ratio, and a residential college system, which supports students intellectually, emotionally and culturally through social events, intramural sports, student plays, lectures series, courses and student government. Developing close-knit, diverse college communities is a strong campus tradition, which is why Rice is highly ranked for best quality of life and best value among private universities.
Rice is also a wonderful place to work. Rice faculty, staff and students share values that are essential to our success as a healthy community. Those values guide our decisions and behaviors and shape Rice&rsquo;s culture. They come through in the way we treat each other and the welcome we extend to our visitors. These values can be recalled simply by our name &mdash; RICE &mdash; Responsibility, Integrity, Community and Excellence.
Position Summary
The Associate Director of Staff Administration oversees all daily staff-related administrative operations within Rice Business, while working collaboratively with the Chief Business Officer (CBO) on all strategic matters. Reporting directly to the CBO, this role supports strategic direction and provides all operational oversight for the full lifecycle of staff administrative actions, ensuring alignment with institutional policies, regulatory requirements, and the priorities of the business school.
As a key member of the Business and Operations team, the Associate Director manages complex administrative processes in close coordination with the university&rsquo;s Human Resources division and the CBO. This position functions as the primary liaison to Rice HR and serves as the subject matter expert on human resources policies, guidelines, and procedures for the school. The role leads all staff position management activities, including posting, reclassification, and updates; supports the annual merit processes; manages personnel reporting and recordkeeping; and ensures accurate and timely execution of all HCM transactions.
The Associate Director is responsible for processing offer letters and direct hires, guiding leaders through employment actions, and ensuring consistent, compliant, and efficient execution of personnel processes. Serving as the central hub for staff administrative needs, this position ensures operational continuity, mitigates risk, and strengthens the infrastructure that supports Rice Business staff.
Through strategic oversight and disciplined execution, the Associate Director of Staff Administration plays a critical role in advancing operational excellence and supporting the success of Rice Business personnel.
Ideal Candidate Statement
The ideal candidate is a confident and poised administrative leader who demonstrates executive presence, sound judgment, and exceptional attention to detail. With substantial experience in complex administrative and/or human resources functions, this individual brings deep operational knowledge and the ability to manage personnel processes with precision and discretion.
A proactive self-starter, the successful candidate effectively prioritizes competing demands while maintaining accuracy and efficiency. They collaborate seamlessly across teams and guide senior leaders with confidence, professionalism, and well-informed counsel. Known for resilience and creative problem-solving, this individual approaches challenges with composure and a solutions-oriented mindset.
Committed to high-quality service and aligned with Rice Business values of attentiveness, responsiveness, and kindness, the ideal candidate strengthens operational excellence through disciplined execution.
Workplace Requirements
Rice Business primarily delivers residential classes and activities taking place almost daily between 7 am and 10 pm. We value a highly collaborative and community-based culture, with expectations to provide in-person support and services to all members of our community. Remote work options are limited. Most employment activities are required to be performed in person and on campus. This in-person approach is central to the successful achievement of our research and academic missions.
This position may be offered as a hybrid role following the successful completion of the probationary period. The position may combine both in-office and remote work to provide flexibility and support collaboration. The schedule for the position necessitates a minimum of 4 days in the office per week.
Per Rice policy 440 , work arrangements may be subject to change.
This role is classified as an Essential Remote Position. During declared emergencies or crisis events, the incumbent is required to continue duties remotely to ensure business continuity. Employees in this role must remain accessible to leadership, support critical departmental functions, and maintain operations until normal on-site activities resume.
Hiring Range: Minimum $85,000 annually, commensurate with experience
<ul><li>Exempt (salaried) positions under FLSA are not eligible for overtime.
</li></ul>Minimum Requirements
<ul><li>Bachelor&rsquo;s Degree 
</li><li>Four or more (4+) years of related work experience
<ul><li>In lieu of the experience requirement, additional related education above and beyond what is required may be substituted on an equivalent year-for-year basis.
</li></ul></li></ul>Skills:
<ul><li>Excellent planning, organization and analytical skills
</li><li>Strong interpersonal, written and verbal communication skills
</li><li>Ability to exercise sound judgement, innovative and creative program &ndash; solving
</li><li>Consistent ability to take initiative to achieve the goals and objectives set by leadership through implementation
</li><li>Familiarity with administrative and HR principles and guidelines
</li></ul>Preferences
<ul><li>Experience working in a central administrative office position (such as Human Resources, Payroll, Finance, etc.) Experience working in non-profit/higher education settings
</li><li>Experience with Oracle-based or similar ERP systems
</li><li>Strong attention to detail
</li><li>High levels of overall organization, accuracy, and time management
</li><li>Willingness to take charge of assignments and follow through with minimal supervision
</li><li>Ability to work with a high level of confidentiality and take initiative to improve processes/policies
</li><li>Proficiency in Microsoft Office Suite
</li><li>Demonstrated experience in the use of human capital management (HCM) systems
</li><li>Excellent problem-solving and project management skills
</li><li>Ability to manage many concurrent tasks with varying priorities with minimal oversight
</li><li>Displays good judgment in dynamic situations
</li><li>Excellent customer service orientation, with a track record of tact, courtesy, discretion and respect for confidential information
</li></ul>Essential Functions
<ul><li>Manage all Rice Business staff administrative needs via iO in coordination with central human resource colleagues/departments.
</li><li>Provide compensation and appointment guidance/recommendations to CBO as requested; gather, analyze and explain relevant data.
</li><li>Work with hiring managers on staff recruitment and appointment processing.
</li><li>Track and monitor staff FWAs.
</li><li>Oversee staff onboarding and offboarding procedures in alignment with Rice Business policy and best practices including exit interviews; consider and propose retention strategies and continuity plans based on related data.
</li><li>Prepare and distribute staff merit letters annually.
</li><li>Maintain expert-level knowledge of iO; provide iO guidance to Rice Business managers as appropriate.
</li><li>Ensure reliable and accurate staff labor costs are tracked and communicated to Finance.
</li><li>Division HCM approver for staff and student as applicable.
</li><li>Maintain database of all staff JDs, personnel files and salary info.
</li><li>Work cross-functionally with university-level Human Resource colleagues to ensure open lines of communication and clear distribution of information related to staff development and engagement resources.
</li><li>Oversee the interpretation, implementation and compliance with policies and regulations.
</li><li>Organize, manage, and complete special projects within the department
</li><li>Maintain staff listserv and other confidential Rice Business staff-related details to support a robust employee experience to celebrate anniversary dates, probationary check ins and offboarding conversations.
</li><li>Support the execution of marquee staff events such as Rice Business Gives Back, Annual Staff Awards Day, etc.
</li><li>Monitor external and internal website resources to ensure communicated information is updated consistently, which includes the staff directory, staff administration webpage, etc.
</li><li>Work consistently with suppliers for inventory needs as it relates to Staff Awards, Staff Excellence and other marquee events.
</li><li>Serve as the advisor for the Rice Business Collective, the staff volunteer organization.
</li><li>Refresh the blueprint for onboarding and offboarding processes throughout the Rice Business staff community.
</li><li>Supervise, Administrative Operations Specialist who provides assistant to day-to-day tasks owned and coordinated by the Associate Director
</li><li>Organize, plan and facilitate professional development initiatives/sessions on an ad hoc basis to support critical business needs throughout the division.
</li><li>Performs all other duties as assigned
</li></ul>Additional Functions
<ul><li>Manage data input and record keeping of staff journey
</li><li>Analyze existing documents and policies to consider possible improvements.
</li><li>Consistent and frequent contact with the Chief Business Officer
</li></ul>Rice University HR | Benefits: https://knowledgecafe.rice.edu/benefits
 
Rice Mission and Values: Mission and Values | Rice University
Rice University is committed to ensuring Equal Employment Opportunity and welcoming the fullness of diversity into our candidate pools. Rice considers qualified applicants for employment without regard to race, color, religion, age, sex, sexual orientation, gender identity, national or ethnic origin, genetic information, disability, or protected veteran status. Rice also provides reasonable accommodations to qualified persons with disabilities. If an applicant requires a reasonable accommodation for any part of the application or hiring process, please get in touch with Rice University&rsquo;s Human Resources Office via email at facstaffada@rice.edu for support.
If you have any additional questions, please email us at jobs@rice.edu . Thank you for your interest in employment with Rice University.</div>

Associate Director, Staff Administration

Explore 564+ Human resources business partner in Houston this March. Find roles across top companies and apply now to boost your career.

564 human resources business partner jobs In Houston

Human Resources Business Partner

Human Resources Business Partner

EOH Vice President of Human Resources

Executive Leadership & Engagement Coordinator

Employee Relations & HR Specialist

Employee Relations & HR Specialist

Associate Director, Staff Administration