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human resources business partner Jobs in Houston

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human resources manager

Talos Energy

<div>
 
 Description
 
 
 
 The Human Resources Manager serves as the primary HR Business Partner for Talos Energy&rsquo;s Corporate organization. This role blends hands-on HR execution with strategic partnership to Corporate leadership. The position leads the HR strategic business partnership including employee relations, recruiting, compliance, and other workforce initiatives, while collaborating closely with Compensation, Benefits, Talent Development, and Legal.
 
 
 
 Duties &amp; Responsibilities
 
 
 
 
 People Management
 
 
 
 <ul>
 <li>
 Directly manage and develop HR Generalist, including performance management, coaching, workload prioritization, and professional development
 </li>
 <li>
 Ensure consistent application of HR policies, procedures, and employee relations practices across the Corporate organization
 </li>
 <li>
 Provide daily leadership and escalation support for complex employee matters
 
 
 </li>
 </ul>
 
 HR Business Partnership &amp; Employee Relations
 
 
 
 <ul>
 <li>
 Serve as the primary HR Business Partner to Corporate leaders and executives
 </li>
 <li>
 Build strong relationships with employees and management to effectively manage employee relations matters including:
 </li>
 <ul>
 <li>
 Performance management
 </li>
 <li>
 Workplace investigations
 </li>
 <li>
 Formal and informal complaints
 </li>
 <li>
 Discipline and terminations
 </li>
 </ul>
 <li>
 Ensure employee relations actions are compliant with Company policy and applicable federal and state laws
 </li>
 <li>
 Partner with leaders on workforce planning, organizational effectiveness, and change initiatives
 
 </li>
 </ul>
 
 Talent Acquisition
 
 
 
 <ul>
 <li>
 Own the full lifecycle recruiting process for Corporate roles
 </li>
 <li>
 Partner with leaders on workforce needs, role design, and hiring strategy
 </li>
 <li>
 Oversee sourcing, interviewing, offer development, pre-employment requirements, and onboarding
 </li>
 <li>
 Ensure competitive and compliant hiring practices in partnership with Compensation and Legal
 
 
 </li>
 </ul>
 
 Performance Management &amp; Talent Support
 
 
 
 <ul>
 <li>
 Support the Corporate performance management process including:
 </li>
 <ul>
 <li>
 Annual performance reviews
 </li>
 <li>
 Mid-year check-ins
 </li>
 <li>
 Calibration sessions
 </li>
 </ul>
 <li>
 Coach leaders on performance conversations, documentation, and corrective action
 </li>
 <li>
 Partner with the Talent Manager on succession planning and leadership development initiatives
 
 </li>
 </ul>
 
 Compliance &amp; Legal Partnership
 
 
 
 <ul>
 <li>
 Partner closely with Legal to ensure compliance with employment-related regulations including:
 </li>
 <ul>
 <li>
 FLSA, FMLA, ADA, I-9, AAP, and OFCCP
 </li>
 </ul>
 <li>
 Support audits, internal investigations, and regulatory reporting as needed
 </li>
 <li>
 Participate in the development and rollout of new or revised HR policies and procedures
 
 </li>
 </ul>
 
 Other Responsibilities
 
 
 
 <ul>
 <li>
 Support payroll-related processes as needed (coordination, data review, bonus processing)
 </li>
 <li>
 Participate in cross-functional projects and HR initiatives as assigned
 </li>
 <li>
 Serve as a key change agent during organizational transitions
 
 
 </li>
 </ul>
 
 Education &amp; Experience
 
 
 
 <ul>
 <li>
 Bachelor&rsquo;s degree in Human Resources, Business Administration, or related field
 </li>
 <li>
 Minimum of 10+ years of progressive Human Resources Generalist experience, preferably in Oil &amp; Gas
 </li>
 <li>
 Minimum of 3+ years of direct people management experience
 
 
 </li>
 </ul>
 
 Qualifications &amp; Skills
 
 
 
 <ul>
 <li>
 Strong working knowledge of employee relations, recruiting, performance management, and employment law
 </li>
 <li>
 Proven ability to lead and develop HR staff
 </li>
 <li>
 Exceptional relationship-building skills with employees, leaders, and executives
 </li>
 <li>
 Strong investigation, conflict resolution, and documentation skills
 </li>
 <li>
 Ability to manage multiple priorities in a fast-paced environment
 </li>
 <li>
 High level of integrity and sound judgment in sensitive situations
 </li>
 <li>
 Strong written and verbal communication skills
 </li>
 <li>
 Proficient in Microsoft Office and HRIS systems
 </li>
 <li>
 Flexible and willing to work in a dynamic, deadline-driven environment
 
 
 </li>
 </ul>
 
 Certificates &amp; Licenses
 
 
 
 <ul>
 <li>
 PHR, SPHR or GPHR preferred
 
 
 </li>
 </ul>
 
 Physical Requirements
 
 
 
 <ul>
 <li>
 Employee must be able to sit for extended periods of time and have use of arms and hands in repetitive motion. A fair amount of standing and walking is also required for the position.
 </li>
 </ul>
</div>

Human Resources Manager

Crunch Fitness

<div>Human Resources Business Partner 


Full Time, Salary

Job Family: HQ Support

Location: Must reside in Oklahoma City, OK or Houston, TX

Reports to: VP of People Operations 

<h3 class="jobSectionHeader">
Why Join Crunch Fitness &ndash; Undefeated Tribe?</h3>

 We&rsquo;re not just opening gyms, we&rsquo;re building communities. Undefeated Tribe is the fastest-growing Crunch Fitness franchise group in the nation, proudly expanding across Texas, Oklahoma, New Mexico, Missouri, and Minnesota. Twice named Franchise of the Year (2021 &amp; 2024), we&rsquo;re on a mission to transform lives through fitness, wellness, and connection. With 100+ clubs planned by 2028, there&rsquo;s never been a better time to grow your career with us!

 Here&rsquo;s why you&rsquo;ll love being part of the Tribe:

Bold, High-Energy Culture 
At Crunch Fitness, Undefeated Tribe, you&rsquo;re not just an employee, you&rsquo;re part of a team that thrives on hustle, creativity, and collaboration. We celebrate individuality and want voices like yours at the table.

Unbeatable Perks 
Competitive pay, career advancement opportunities, and yes, a free Crunch Fitness membership. You&rsquo;ll work in an environment built around health, strength, and community.

Unlimited Growth 
With our rapid expansion, opportunities are everywhere. We invest in our people, promote from within, and give you the tools to level up your career faster than ever.
<h3 class="jobSectionHeader">
Join the Tribe. Find Your People. Build Your Future.</h3>

___________________________________________________________________________________________

Position Overview

Crunch Fitness - Undefeated Tribe for an experienced Human Resources Business Partner who can thrive in a fast-paced, multi-unit and multi-state organization. The ideal candidate excels at building relationships, aligning people strategies with business goals, and supporting leaders at all levels to drive performance and engagement. If you are detail-oriented, solution-focused, and passionate about shaping a strong workplace culture through strategic partnership, process improvement, and talent development, we encourage you to apply.

___________________________________________________________________________________________

What You&rsquo;ll Do:

The Human Resources Business Partner (HRBP) will serve as a strategic and hands-on partner to leaders across a multi-unit, multi-state, high-growth organization. This role is responsible for aligning people strategies with business objectives, driving workforce effectiveness, and supporting a culture of performance, accountability, and engagement. The HRBP will act as a trusted advisor to field and corporate leadership, providing guidance on talent management, organizational effectiveness, compliance, and employee relations.

___________________________________________________________________________________________

What Success Looks Like:
<ul>
<li>Regional HR initiatives are strategically aligned with business goals, enabling each location to achieve and exceed key operational targets.</li>
<li>Employee relations issues are resolved promptly and fairly, fostering a positive, compliant, and inclusive workplace culture.</li>
<li>Strong partnership with Recruiting team to support staffing; turnover rates are reduced and internal talent pipelines are strengthened.</li>
<li>Training, development, and performance processes drive measurable increases in employee engagement, retention, and skill growth.</li>
<li>HR compliance metrics&mdash;such as audit completion, policy adherence, and timely reporting&mdash;are consistently met or exceeded.</li>
<li>HR partners proactively support change and growth, helping leaders and employees adapt quickly while maintaining high levels of performance and engagement</li>
</ul>
___________________________________________________________________________________________

About You:
<ul>
<li>You are a dynamic and strategic HR professional who thrives in fast-paced, high-growth environments. You&rsquo;re as comfortable advising senior leaders on organizational strategy as you are rolling up your sleeves to support frontline teams. You build trust quickly, communicate with clarity, and balance business priorities with genuine care for people.</li>
<li>You view HR as a catalyst for performance&mdash;not just a process. You know how to translate business goals into actionable people strategies that improve engagement, retention, and results. Your approach is grounded in partnership, accountability, and solutions that elevate both the employee experience and organizational outcomes.</li>
<li>You bring a deep understanding of talent management, compliance, and employee relations, and you&rsquo;re confident in managing complex, multi-unit HR needs across state lines. Whether facilitating leadership development, guiding change initiatives, or navigating tough employee situations, you lead with integrity, empathy, and sound judgment.</li>
</ul>
___________________________________________________________________________________________

Responsibilities:

Regional Partnership
<ul>
<li>Partner with the Regional Vice Presidents to align HR initiatives with regional business objectives.</li>
<li>Provide feedback and insights to the corporate HR Team regarding regional trends, workforce needs, and engagement.</li>
</ul>
Employee Relations
<ul>
<li>Serve as the first point of contact for employee relations issues within the region.</li>
<li>Partner with Human Resources Manager for employee investigations and compliance</li>
<li>Coach managers on corrective action, and ensure consistent and fair application of company policies.</li>
<li>Support efforts to promote a positive, inclusive, and compliant workplace culture.</li>
</ul>
Talent Acquisition and Workforce Planning &amp; Development
<ul>
<li>Collaborate with the Talent Acquisition team to support staffing needs across the region.</li>
<li>Monitor turnover and staffing levels to ensure gyms are adequately staffed.</li>
<li>Collaborate with Human Resources and Learning &amp; Development in the onboarding process to ensure effective integration of new employees.</li>
<li>Drive succession planning, leadership development and pipeline strategies in partnership with Field leadership to ensure a ready bench of talent.</li>
</ul>
Learning &amp; Development and Performance Management
<ul>
<li>Partner with the Learning &amp; Development team to ensure implementation of training programs and leadership development initiatives.</li>
<li>Support managers with performance management processes, including goal setting, coaching, and corrective action.</li>
<li>Assist with identifying high-potential employees and succession planning.</li>
</ul>
Compliance and Human Resources
<ul>
<li>Ensure compliance with federal, state, and local employment laws.</li>
<li>Conduct audits of Human Resources processes, including I-9 documentation, payroll, and safety requirements.</li>
<li>Recommend policy and process improvements based on field observations.</li>
</ul>
Change Management
<ul>
<li>Lead Human Resources support through periods of rapid growth, acquisitions, or organizational change.</li>
<li>Ensure clear communication, alignment of initiatives, and business continuity during transitions.</li>
<li>Coach managers and employees on adapting to change while maintaining engagement and performance.</li>
</ul>
___________________________________________________________________________________________

Required Qualifications:
<ul>
<li>Bachelor&rsquo;s degree in Human Resources, Business Administration, or related field; or equivalent experience.</li>
<li>5 - 7 years of progressive Human Resources experience, with at least 3 years in an HRBP role, in multi unit, multi state organizations preferably in retail, hospitality or fitness environment</li>
<li>Strong knowledge of Human Resources policies, procedures, and employment laws.</li>
<li>Demonstrated ability to build relationships and influence at all levels of the organization.</li>
<li>Ability to thrive in a performance culture within a high-growth, rapidly scaling organization with competing priorities</li>
<li>Strong problem-solving, conflict resolution, and communication skills.</li>
<li>Ability to travel regularly throughout the assigned region.</li>
</ul>
___________________________________________________________________________________________

Benefits
<ul>
<li>Salaried Flexible PTO</li>
<li>Paid Holidays</li>
<li>Subsidized health insurance coverage (health, dental, vision) for full time positions</li>
<li>Employer Paid Basic Life and AD&amp;D</li>
<li>HSA</li>
<li>Voluntary Supplemental Life Insurance for employee, child, and spouse</li>
<li>Free gym membership</li>
</ul>
___________________________________________________________________________________________

Travel:

Up to 80% travel

___________________________________________________________________________________________

EQUAL OPPORTUNITY EMPLOYER
UDT is an Equal Opportunity Employer, a drug-free workplace, and complies with ADA regulations as applicable. UDT provides equal employment opportunities to all employees and employment applicants and prohibits discrimination and harassment of any type without regard to race, color, religion, age, sex, national origin, disability status, genetics, protected veteran status, sexual orientation, gender identity or expression, or any other characteristic protected by federal, state or local laws.

This policy applies to all terms and conditions of employment, including recruiting, hiring, placement, promotion, termination, layoff, recall, transfer, leaves of absence, compensation, and training.

Please note that Crunch Fitness - Undefeated Tribe does not offer visa sponsorship or support visa transfers for this position. Applicants must be authorized to work in the United States without the need for current or future visa sponsorship. 


At Crunch Fitness - Undefeated Tribe, we are always on the lookout for exceptional talent to join our team. Some of the roles listed are part of our evergreen hiring strategy, meaning we consistently seek to build a pipeline of qualified candidates. While not all positions may be actively hiring at this time, we encourage you to apply if the role aligns with your career goals. Your application will be considered as opportunities become available.

Join us in making Crunch Fitness the talk of the town! Apply now and be a driving force in transforming lives through fitness.</div>

Human Resources Business Partner

Perry Homes

<div>
 
 Job Description
 
 
 
 SUMMARY OF POSITION
 
 
 The Senior HR Generalist provides advanced HR support by partnering closely with the Human Resources Manager to execute employee relations, performance management, and HR initiatives that align with organizational goals. This role acts as a key resource for leadership and employees, supporting HR operations while taking ownership of critical projects and process improvements.
 
 
 
 Essential Duties And Responsibilities
 
 
 
 <ul>
 <li>
 Assist the HR Manager with day-to-day employee relations matters by providing guidance, coaching, and performance counseling to employees and supervisors
 </li>
 <li>
 Conduct research and investigations into employee relations issues, facilitating meetings with employees and management to resolve concerns effectively
 </li>
 <li>
 Support the onboarding process including new hire orientation, ensuring new employees have a positive and seamless experience
 </li>
 <li>
 Lead and coordinate HR projects and initiatives assigned, ensuring timely completion and alignment with business objectives
 </li>
 <li>
 Provide training and mentorship to HR specialists or generalists, assisting with their development and knowledge growth
 </li>
 <li>
 Track and analyze HR metrics for Headquarters and/or Field Business Units to identify risk areas and recommend improvements
 </li>
 <li>
 Collaborate with the HR Manager on employee retention strategies to reduce turnover and improve engagement across the organization
 </li>
 <li>
 Manage new hire follow-up processes, including administering employee surveys and addressing early-stage issues
 </li>
 <li>
 Support offboarding activities by conducting exit interviews, analyzing trends, and ensuring return of company property
 </li>
 <li>
 Assist in planning and coordinating employee engagement events and initiatives that foster a positive workplace culture
 </li>
 <li>
 Facilitate monthly department or division meetings to communicate updates, gather feedback, and promote open dialogue
 </li>
 <li>
 Monitor and enforce employee compliance with company policies and employment laws, escalating issues to the HR Manager as needed
 </li>
 <li>
 Oversee I-9 maintenance and conduct audits, ensuring adherence to all legal requirements
 </li>
 <li>
 Maintain and update job descriptions in collaboration with managers to keep them accurate and current
 </li>
 <li>
 Provide support to the Benefits team with administration and employee inquiries as needed
 </li>
 <li>
 Support recruitment-related activities, including participation in job fairs and networking events as directed
 </li>
 <li>
 Assist in coordinating or leading additional HR initiatives as assigned by the HR Manager
 </li>
 <li>
 Ensure compliance with all Company EEO, anti-discrimination, and anti-retaliation policies throughout recruitment and employment processes
 
 
 </li>
 </ul>
 CORE COMPETENCIES
 
 
 <ul>
 <li>
 Excellence
 </li>
 <li>
 Customer Service
 </li>
 <li>
 Integrity
 </li>
 <li>
 Teamwork
 </li>
 <li>
 Giving Back
 
 
 </li>
 </ul>
 JOB COMPETENCIES
 
 
 <ul>
 <li>
 Confidentiality
 </li>
 <li>
 Problem Solving
 </li>
 <li>
 Communication/Building Relationships
 </li>
 <li>
 Customer/Client Focus
 </li>
 <li>
 Initiative
 </li>
 <li>
 Organizational Skills
 </li>
 <li>
 Cultural Awareness
 
 
 
 </li>
 </ul>
 
 Supervisory Responsibilities
 
 
 
 <ul>
 <li>
 No supervisory responsibilities
 
 
 
 </li>
 </ul>
 
 Requirements
 
 
 
 <ul>
 <li>
 High school diploma or GED required; Bachelor's degree in Human Resources, Business Administration, or related field preferred; HR certifications (PHR, SHRM-CP or equivalent) preferred
 </li>
 <li>
 Minimum 5+ years of progressive HR experience in a generalist or senior generalist role supporting HR leadership
 </li>
 <li>
 Strong understanding of employment laws, HR best practices, and compliance requirements
 </li>
 <li>
 Excellent interpersonal, communication, and conflict resolution skills with ability to influence at multiple levels
 </li>
 <li>
 Demonstrated project management skills with ability to handle multiple priorities and deadlines
 </li>
 <li>
 Analytical mindset to review HR data and metrics, supporting informed decision-making
 </li>
 <li>
 Demonstrated computer skills including a working knowledge of MS Office products, including Outlook, Excel, Word, and PowerPoint; familiarity with HRIS systems
 </li>
 <li>
 Current, valid Driver's License with acceptable driving record
 
 
 </li>
 </ul>
 WORK AVAILABILITY
 
 
 <ul>
 <li>
 Regular, predictable attendance is an essential function of this position
 </li>
 <li>
 Must be regularly available and willing to work at least full workdays from Monday through Friday and such other hours as the Company determines are necessary or desirable to meet business needs
 
 
 </li>
 </ul>
 PHYSICAL DEMANDS
 
 
 <ul>
 <li>
 The physical demands described here are representative of those that must be met by an employee to successfully perform the essential functions of this job
 </li>
 <li>
 While performing this job, the employee may occasionally be required to stand; use hands to finger, handle, or feel; write; sit; use a computer; reach with hands and arms; climb or balance; stoop, kneel, crouch, or crawl; talk and hear; and lift and/or move up to 25 pounds. The employee may rarely lift and/or move up to 40 pounds. Specific vision abilities required by this job include visual perception, depth perception, and the ability to adjust focus
 
 
 </li>
 </ul>
 WORK ENVIRONMENT
 
 
 <ul>
 <li>
 The work environment characteristics described here are representative of those an employee encounters while performing the essential functions of this job
 </li>
 <li>
 While performing the duties of this job, the employee typically works in an air conditioned office environment; however, on occasion, the employee must go outside the office and may be in no
 
 
 
 </li>
 </ul>
 
 Benefits
 
 
 
 
 
 Health &amp; Wellness
 
 
 
 <ul>
 <li>
 Medical, Dental &amp; Vision Coverage
 </li>
 <li>
 Employee Assistance Program (EAP)
 </li>
 <li>
 Fitness Reimbursement
 
 
 
 </li>
 </ul>
 
 Financial Planning
 
 
 
 <ul>
 <li>
 401(k) with Company Match
 </li>
 <li>
 Company-Paid Life &amp; Disability Insurance
 </li>
 <li>
 Supplemental Coverage Options
 
 
 
 </li>
 </ul>
 
 Time Off &amp; Life Balance
 
 
 
 <ul>
 <li>
 PTO &amp; Paid Holidays
 </li>
 <li>
 Leave of Absence Programs
 
 
 
 </li>
 </ul>
 
 Family &amp; Lifestyle
 
 
 
 <ul>
 <li>
 Perry Homes Family College Fund
 </li>
 <li>
 New Home &amp; Employee Discounts
 </li>
 <li>
 Pet Perks, Travel Assistance, &amp; More
 </li>
 <li>
 Note to job seekers: Your resume will be reviewed as the best qualified candidates will be contacted in the event that there is potential match***
 
 
 </li>
 </ul>
 
 Perry Homes is an Equal Opportunity Employer
 
 
 
 
 Disclaimer:
 
 
 Recruitment Fraud
 
 - Any communication regarding job opportunities from our organization will be initiated through official channels only, including our company email domain, @perryhomes.com and verified social media accounts. We advise candidates to exercise caution and refrain from sharing personal or sensitive information with any party claiming to represent our company outside of these channels. We do not at any early stage of recruitment process solicit personal information (e.g., passport and bank account info), financial details, or any form of payment (e.g., application fee). If you receive suspicious communications, encounter job postings that appear fraudulent, or want to confirm any employment postings, please contact
</div>

Senior Human Resources Generalist

Baylor College of Medicine

<div><div><div><div><h2 class="jobSectionHeader">Summary</h2></div><div>
The Manager of Research Operations provides comprehensive leadership and oversight for the Vaccine Research Center (VRC), ensuring regulatory compliance, operational efficiency, and financial stewardship. This role is pivotal in supporting the Center&rsquo;s mission to advance vaccine research through strategic planning, resource management, and collaboration with internal and external stakeholders. The Vaccine Research Center at Baylor College of Medicine is dedicated to advancing human health by developing innovative strategies for the prevention and treatment of infectious diseases through cutting-edge research and education. The Center supports ongoing vaccine and antimicrobial programs, fosters collaborations with experts in systems biology, immunogenetics, molecular virology, and cellular immunology, and expands research initiatives in both animal models and human studies to enable hypothesis-driven discoveries. It also provides critical bioinformatics and statistical expertise to strengthen data analysis and drives educational programs designed to train the next generation of vaccinologists. Because the VRC&rsquo;s research portfolio primarily consists of clinical and pre-clinical trials, the preferred candidate should have recent experience with clinical trial agreements and managing grants, that includes both pre- and post-award activities. 
Work schedule will be 4 days onsite and 1 day offsite within the Greater Houston, TX area. The position will be housed at Main Baylor.</div></div><div><div><h2 class="jobSectionHeader">
Job Duties</h2></div><div>
Strategic &amp; Operational Leadership<ul><li>
Partner with faculty and leadership to develop and implement strategies for growth, including space utilization, faculty recruitment, and workforce planning.</li><li>
Participate in high-level decision-making regarding staffing adjustments and resource allocation.</li></ul> 
Regulatory &amp; Compliance Management<ul><li>
Oversee regulatory documentation and compliance for clinical trials and research activities.</li><li>
Coordinate Material Transfer Agreements (MTAs) and Confidentiality Agreements (CDAs) with investigators and institutional offices.</li><li>
Collaborate with regulatory staff to resolve inquiries from agencies and sponsors.</li></ul> 
Financial &amp; Grant Administration<ul><li>
Manage all aspects of pre- and post-award grant administration, including proposal development, budgeting, and reporting.</li><li>
Monitor financial transactions for compliance with institutional and sponsor requirements.</li><li>
Prepare accurate and timely financial reports; review effort certifications and manage PEPT cost entries.</li></ul> 
Stakeholder Engagement &amp; Communication<ul><li>
Act as liaison between investigators, sponsors, CROs, NIH, and collaborating institutions.</li><li>
Represent the Center in sponsor meetings and teleconferences to ensure smooth administrative and financial coordination.</li></ul> 
Human Resources Oversight<ul><li>
Direct recruitment, onboarding, training, and performance management for administrative staff.</li><li>
Ensure salary equity and compliance with institutional policies.</li><li>
Provide dual oversight of nursing and research coordinator teams through collaboration with the Head Research Nurse.</li></ul> 
Operational Management<ul><li>
Approve laboratory and clinic orders, travel requests, expense reports, and purchasing card transactions.</li><li>
Respond to departmental inquiries regarding budgets, salary sources, and expenditures.</li><li>
Perform additional responsibilities as assigned to support the Center&rsquo;s mission and operational needs.</li></ul></div></div><div><div><h2 class="jobSectionHeader">
Minimum Qualifications</h2></div><div><ul><li>
Bachelor&rsquo;s degree in a related field.</li><li>
Four years of relevant experience.</li></ul></div></div><div><div><h2 class="jobSectionHeader">
Preferred Qualifications</h2></div><div><ul><li>
Strong leadership, regulatory compliance expertise, grant management, and excellent communication skills.</li><li>
Experience in academic research administration or clinical trial operations and clinical trial agreements.</li><li>
Familiarity with NIH funding mechanisms and university financial systems.</li><li>
Advanced degree in business administration, public health, or related field.</li><li>
Certified Research Administrator certification through the Research Administrators Certification Council (RACC) will be a plus.</li></ul></div></div></div> 
Work Authorization Requirement:
This position is not eligible for visa sponsorship. Candidates must be legally authorized to work in the United States at the time of application and throughout the duration of employment. 
Baylor College of Medicine is an Equal Opportunity/Affirmative Action/Equal Access Employer.</div>

Manager, Research Operations - Clinical Trial & Grant Administration

S+S Industries

<div><div>At S+S Industries, a family-owned business with over 40 years of success, we know our team is our greatest asset!</div>
<div></div><div>We thrive on creating a strong company and culture where you&rsquo;ll feel engaged, challenged, and valued.</div>
<div></div><div><div>We are currently seeking an HR Assistant to join our amazing People Operations team.</div>
<div></div><div><div>As an HR Assistant, you&rsquo;ll play a central role in a fast-paced team&mdash;supporting talent management, employee engagement, and daily HR operations. From assisting with benefits to maintaining records and improving processes, you&rsquo;ll help create a smooth, people-first experience for employees. If you&rsquo;re organized, detail-driven, and passionate about workplace culture, this is your chance to grow and make a real impact.</div>
<div></div><div>The ideal candidate will have at least 2-3 years of human resources related experience.</div>
<div></div><div><div>Key responsibilities are as follows:</div>
<div><ul><li>Assist with recruitment activities including screening resumes, interview scheduling, and communicating with candidates</li>
<li>Assist in preparing and/or maintaining accurate applicant/employee information tracking and filing</li>
<li>Maintain employee file system (electronic and hard copy, where applicable)</li>
<li>Maintain level of confidentiality where required by policy and/or law (drug screen results, HIPPA restrictions, employee disciplinary actions, etc.)</li>
<li>Assist other HR personnel with clerical needs</li>
<li>Handle general HR inquiries and escalate issues as appropriate</li>
<li>Track benefit status and update employee records once eligibility requirements are satisfied</li>
<li>Perform additional assignments as requested/needed</li>
</ul><div><div>What we're looking for:</div>
<ul><li>Minimum 2-3 years of practical human resources-related experience</li>
<li>Attention to detail and ability to handle confidential information</li>
<li>Excellent communication and organizational skills</li>
<li>Strong technology skills and experience</li>
<li>Bilingual is a plus (English/Spanish)</li>
</ul>
</div><div></div><div><div>Why Join S+S Industries?</div>
<div>At S+S Industries, we believe in taking care of our team!</div>
<div>We offer a comprehensive benefits package designed to support your well-being and future. Here&rsquo;s what you can look forward to:</div>
<ul><li>Paid Time Off &ndash; Because work-life balance matters</li>
<li>Comprehensive Benefits Package &ndash; Including Medical, Vision, and Dental coverage</li>
<li>401(k) Retirement Plan &ndash; Helping you invest in your future</li>
<li>Company-Paid Holidays &ndash; Enjoy well-deserved time off with family and friends</li>
</ul><div>Shift: Monday-Friday 8am-4:30pm</div>
<div>Compensation: Depending on experience</div>
<div></div><div>Location for this position is flexible from Southeast Houston, 77087 and East Downtown, 77011.</div>
<div></div><div>Must pass drug screen and background check prior to employment offer.</div></div></div></div></div></div></div>

HR Assistant

ARES Corporation

<div>ARES Technical Services seeking a Workforce Enhancement Officer to provide human resource support for the eMITS program&rsquo;s workforce coordinating with seven teammate companies for personnel management in support of the NASA Enterprise Multimedia and Integrated Technical Services (eMITS) contract. eMITS is the Agency&rsquo;s enterprise-level contract creating and delivering multimedia and technical communications through the use of the internet, digital platforms, and IT management for NASA&rsquo;s Office of the Chief Information Officer (OCIO) and Office of Communications (OCOMM). From photographing rocket launches and recoveries, to producing engaging videos, to information technology management, to using social media to share NASA&rsquo;s message, eMITS integrates services for NASA IT and provides NASA&rsquo;s communication to the outside world. Come join us in support of NASA&rsquo;s mission to inspire the world through information and discovery.
JOB DESCRIPTION / FUNCTIONAL RESPONSIBILITIES:
The WEO will provide timely onboarding and offboarding of qualified personnel to ensure uninterrupted and responsive support for evolving contract requirements across NASA centers. Emphasis shall be placed on minimizing transition gaps, maintaining workforce readiness, and aligning personnel capabilities with mission-critical needs, particularly in support of high-visibility events and OCIO/OCOMM priorities.
Function as the single HR system for an 850-person workforce and maintain daily status of personnel who are active, onboarding, offboarding, and departed via a multi variant master staffing tracking tool. This position is responsible for the general overall status of the workforce.
Other duties include:<ul><li>
Daily updates to the master staffing list, maintain the workshare estimate, staffing list, future staffing, potential RIFs, open positions, filled positions, resignations, terminations, current LCAT rates, LCAT descriptions, registered states, teammate career pages, and KSC contractor workforce data.</li><li>
Daily updates to the monthly personnel transactions workbook for all personnel actions, monthly pivot table, overall contract / contract year / monthly time-to-hire statistics and transactions covering: timesheet charge codes changes, salary increases, changes to state of residence, company moves, onboard / offboarding of consultants, intern onboarding / offboarding, LCAT changes, promotions, reclassifications, name changes, part-time / full-time changes, and work package changes.</li><li>
Responsible for reporting the weekly resignations to the PM and DPM.</li><li>
Responsible for daily posting the master staffing list and the weekly posting of the sanitized master staffing list.</li><li>
Maintain the job requisitions artifact database for all positions and hires.</li><li>
Lead the Professional Development Program and conduct weekly, monthly, yearly, and ad hock reporting.</li><li>
Send daily communications for; resignation or offboarding ,RIF or terminations, job requisitions, hiring offers, new / backfill / rehome hires, status changes, company assignments, professional development requests to the program panel, and professional development request approval notifications.</li><li>
Work with IMPACT Manager and FSO for all NASA direct contract transitions ensuring incumbent personnel are properly staffed and onboarded.</li><li>
Update and create HR, personnel, workforce, job requisition, staffing, probation, performance appraisals, and RIF SOPs.</li><li>
Responsible for creating and presenting the weekly staffing status at leadership meeting.</li><li>
Responsible for monthly workforce input for the CMR.</li><li>
Responsible for all actions related to the technical, cost, schedule, risk and quality status for Personnel Management at the monthly eMR.</li><li>
Responsible for quarterly submission of KSC contractor workforce report and the semi-annual EEO-1 reporting.</li><li>
Lead the eMITS Intern program and the eMITS DoD Skill Bridge program.</li><li>
Facilitate salary requests from functional managers.</li><li>
Coordinate with functional manager and FSO for status changes to personnel for resignations, retirements, reduction in force, termination to have seamless onboarding and offboarding.</li><li>
Lead and chair the weekly open position meeting and the recruiter meeting.</li></ul>
Education:<ul><li>
BA/BS with 8 years&rsquo; experience AA degree with 16+ years of relevant experience</li></ul>
EXPERIENCE/COMPETENCIES/SKILLS:
Minimum Requirements:<ul><li>
Previous successful NASA personnel management and recruiting experience.</li><li>
Deep understanding of staffing actions across all states and territories, understating of SHRM and industry best practices for personnel management, workforce development, recruiting, and human resources.</li><li>
Deep understanding of NASA and the Centers mission and how contract personnel successfully interact to drive customer delight.</li><li>
Able to work in both a highly directive and in an highly ambiguous environment.</li><li>
Lead the staffing actions for six departments and PMO.</li><li>
Lead the Professional Development Program, Additional knowledge of PMI PMBOK and SPHR principles.</li><li>
Certified Workforce Expert.</li><li>
Deep understanding of PayCor, ADP, and Costpoint systems.</li><li>
Experience work with talent pools for Johnson Space Center, NASA Headquarters, Marshall Space Flight Center, NASA Glenn Research Center, NASA Ames Research Center, Goddard Space Flight Center.</li><li>
Develop and maintain strong working relationships with employees, managers, government agencies, educational institutions, and outside community groups.</li><li>
Proficient in Microsoft Office 365 (Word, Excel, PowerPoint, Outlook, Teams, OneNote, OneDrive), SharePoint, and Box.</li><li>
Preferred Qualifications:</li><li>
Lean Six Sigma Black Belt certification.</li><li>
Experience directing and advancing large‑scale recruitment and workforce‑transition projects and overseeing cross‑functional teams.</li><li>
PMP and / or workforce management certifications</li></ul>
ARES Benefits:
ARES offers a competitive compensation and benefit package. Full time employees may participate in:<ul><li>
Medical Insurance</li><li>
Dental Insurance</li><li>
Vision Insurance</li><li>
HSA/FSA Accounts</li><li>
Life &amp; Disability Insurance</li><li>
Critical Illness &amp; Accident Insurance</li><li>
401(k) Plan</li><li>
ESOP</li><li>
Paid Time Off &amp; Holidays</li></ul>
ARES is an equal opportunity employer and complies with E-Verify. We believe in hiring a diverse workforce and fostering an inclusive culture. We are committed to non-discrimination on any protected basis, such as disability and veteran status, or any other basis covered under applicable law. ARES shall abide by the requirements of 41 CFR 60-1.4(a), 60-300.5(a) and 60-741.5(a).</div>

Workforce Enhancement Officer

Allia Health Group

<div>Company Overview
At Allia Health, home to Southend Pharmacy, Brello Health, and Woven - we&rsquo;re making longevity care feel less like a luxury and more like basic healthcare. Our mission is simple: deliver anti-aging and wellness solutions that are affordable, accessible, and deeply human.
We&rsquo;re not chasing trends&mdash;we&rsquo;re rebuilding the model. By meeting people where they are with personalized, cost-effective options that fit real schedules, real budgets, and real health goals, we&rsquo;re helping more people take control of how they feel today&mdash;and how they age tomorrow.
Who Thrives in this Role
We are seeking an onsite trusted advisor to leaders who brings clarity to complex people challenges, courage to difficult conversations, and accountability to moments that shape culture.<ul><li><div> 
A strategic HR Business Partner who anticipates issues, identifies patterns, and partners with leaders to address root causes&mdash;not just symptoms.</div></li><li><div> 
A confident influencer and coach who challenges thoughtfully and guides leaders through performance, change, and accountability with empathy and rigor.</div></li><li> 
A collaborative partner on high-impact People Operations initiatives, including total rewards, compensation, performance programs, and enterprise people strategies&mdash;helping shift the organization toward intentional, values-driven people leadership that strengthens trust, engagement, and retention.</li></ul>
Your Impact
As an HR Business Partner, your impact will extend beyond individual cases to the health of teams, leaders, and the organization as a whole.
You will shape how leaders show up for their people&mdash;coaching them through employee relations, performance challenges, and difficult transitions.
Your work will help the organization move from reactive problem-solving to intentional, values-driven people leadership, strengthening trust, engagement, and long-term retention.
What You'll Lead
Strategic HR Partnership<ul><li>
Serve as the primary HR Business Partner to assigned leaders and departments.</li><li>
Act as a trusted advisor, providing proactive guidance on people strategy, team health, and leadership effectiveness.</li><li>
Influence leadership decisions by balancing empathy, accountability, business needs, and risk.</li><li>
Challenge leaders when necessary, grounded in values, data, and sound judgment.</li></ul>
Employee Relations &amp; Risk Management<ul><li>
Lead and oversee complex employee relations matters with a focus on root causes, consistency, and long-term cultural impact.</li><li>
Identify patterns and systemic issues across teams rather than treating concerns as isolated incidents.</li><li>
Ensure employee relations practices align with employment law, company values, and best practices.</li><li>
Partner with People Operations leadership on risk mitigation strategies.</li></ul>
Terminations &amp; Sensitive Employment Decisions<ul><li>
Advise leaders on termination readiness, alternatives, and risk assessment.</li><li>
Guide leaders through termination decisions and execution with clarity, dignity, and compliance.</li><li>
Ensure appropriate documentation and alignment with company policies and legal requirements.</li><li>
Use data to inform strategic recommendations, workforce insights, and leadership decisions.</li></ul>
Employee Voice &amp; Feedback Integration<ul><li>
Lead exit interview strategy and execution across the organization.</li><li>
Facilitate stay interviews to proactively assess engagement and retention risks.</li><li>
Analyze trends from exit interviews, stay interviews, and employee feedback and translate into clear insights and recommendations for leaders.</li></ul>
Company-Wide People Initiatives<ul><li>
Partner with the Chief People Officer &amp; Manager of People Operations to shape and execute enterprise-wide People initiatives.</li><li>
Own or co-lead initiatives as assigned, ensuring strong execution and follow-through.</li></ul>
Engagement &amp; Survey Action Planning<ul><li>
Partner with leaders to interpret engagement survey results.</li><li>
Identify themes, strengths, and opportunity areas across teams.</li><li>
Support leaders in developing and executing meaningful action plans.</li><li>
Reinforce accountability by ensuring feedback loops are closed with employees.</li></ul>
Leader Coaching &amp; Capability Building<ul><li>
Coach leaders on navigating difficult conversations, performance management, and employee accountability.</li><li>
Model courageous, respectful, and values-driven communication.</li><li>
Build leader confidence and capability to address people issues early and effectively.</li></ul>
Superpowers We Value<ul><li>
HRBP-level employee relations expertise: Extensive experience managing and advising on complex employee relations issues with a strategic, pattern-based mindset rather than a transactional approach.</li><li>
Professional foundation: Bachelor&rsquo;s degree in Human Resources, Business Administration, or related field, and/or equivalent experience; 7+ years progressive HR experience preferred.</li><li>
Leadership advisory capability: Proven ability to influence, coach, and challenge leaders at multiple levels while maintaining trust and credibility.</li><li>
Data-informed strategic thinking: Experience translating engagement data and qualitative feedback into insights, recommendations, and measurable action plans.</li><li>
Advanced HR systems fluency: Strong working knowledge of ADP Workforce Now (WFN), including reporting and trend analysis to support strategic decision-making.</li><li>
Emotional intelligence and integrity: Ability to remain grounded, fair, and values-driven in emotionally charged or high-risk situations.</li><li>
HR certification (SHRM-CP, SHRM-SCP, PHR, SPHR) strongly preferred.</li></ul>
What We Offer<ul><li>
Comprehensive benefits package including medical, dental, 401k, quarterly bonuses, paid time off</li></ul>
Equal Opportunity Employer Statement
Allia Health Group is an Equal Opportunity Employer. We celebrate diversity and are committed to creating an inclusive environment for all employees. All qualified applicants will receive consideration for employment without regard to race, color, religion, gender, gender identity or expression, sexual orientation, national origin, genetics, disability, age, or veteran status.</div>

HR Business Partner

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