Vice President of Internal Resources

SUMMARY:
Under the direction of the Chief Operating Officer, the Vice President of Internal Resources (“VP-IR”) is responsible for the direction of FWHS’s Human Resources, Training, and FWHS Facilities functions. The VP-IR performs a variety of tasks involving recruitment, employment, compensation and benefits programs, safety, training, dispute resolution, employee engagement, and policy development, as well as management and oversight of the human resources, training, and FWHS facilities staff, and development and execution of strategic plan initiatives. The work of the VP-IR is highly confidential in nature, and requires advanced professionalism, communication and managerial skills.

ESSENTIAL DUTIES AND RESPONSIBILITIES:
The below statements are intended to describe the general nature and scope of work being performed by this position. This is not a complete listing of all responsibilities, duties and/or skills required. Other duties may be assigned.
1. Daily Operations: Direct and oversee day-to-day responsibilities of HR, Training, and FWHS Facilities, including planning and coordination of employee benefits plans, employee engagement programming, internal employee communications, oversight of department staff, budgetary responsibility, and coordination of operations to maximize responsiveness and efficiency. Leverage technology and analytics to drive data-driven decision-making and enhance HR, training, and facilities processes

including systems such as HRIS and LMS. Partner with internal and external legal counsel to perform investigations in response to breaches of policy or complaints and reviews and respond to worker’s compensation and unemployment matters as needed. Oversee the facilitation of routine audits to ensure continued compliance with job requirements, certifications, and eligibility for insurance by agency carriers as applicable. Execute HR-related action items from strategic plan, including tracking progress, collaborating with business partners to ensure completion of overall goals, and reporting on status and effectiveness.
2. Legal Compliance: Interpret state and federal laws and regulations to ensure FWHS employment and hiring activity is in compliance with all applicable laws, policies, and regulations. Partner with internal staff and external vendors to prepare and complete required IRS and EEO filings, insurance renewals, regulatory surveys and reports, and annual audits. Create, implement and monitor department policies and procedures to ensure record keeping, confidentiality, employment decisions, and benefits management are all performed in compliance with applicable legal requirements. Partner with internal and external legal counsel to assist in defense of EEOC or employment-related legal claims. 3. Policy Development: Create, implement and enforce company policies and procedures in partnership with the executive team regarding employee operations, compliance, and performance and assess effectiveness of desired results. Collaborate with business partners to develop procedures and processes to ensure accurate communications, record keeping, and timely execution of department responsibilities.
4. Recruiting and Retention: Collaborate with department leadership and the President to develop and implement strategic plans for employee recruiting, onboarding, and retention, as well as overall organization of agency departments. Collaborate with department leadership to ensure job descriptions are accurate and up to date with employee responsibilities, and oversee recruiting process, providing direction and guidance to department staff on internal and external recruiting communications and decisions.
5. Benefits Management: Manage employee benefit programs, including administration of retirement plans, group health insurance, and life and disability insurance plans. Select and partner with external brokers as needed to periodically review and evaluate plans to ensure competitive options for employees based on their needs and marketplace options. Present plan options to department and agency leadership for consideration, including analysis of plan options and modifications.
6. Training & Development: Oversee Training and Implementation Manager’s development and implementation of internal training and education programs such as new employee orientation and onboarding programs, and skill development and enhancement for existing employees. Work with staff to lead the development of schedules and presentations for agency-wide information sessions and specific job skills development. Conduct needs assessments and provide guidance, training, and support for managers and supervisors to assist in developing management skills and navigating employee performance issues effectively.
7. Evaluation & Compensation: Develop and maintain meaningful employee performance evaluation assessments to assist with individual and departmental organizational and compensation decision-making. Ensure that performance management practices are consistently aligned with organizational objectives, driving employee engagement and productivity. Periodically perform salary and compensation analyses to ensure compliance and competitive compensation structure and recommend incentive opportunities and salary adjustments to FWHS leadership as applicable.
8. Employee Relations: In addition to departmental staff, act as human resources liaison for employees and management to assist in dispute resolution, career planning, and utilization of employee benefits programs. Coordinate formal grievance process per FWHS policy. Develop and implement a schedule of periodic employee relations activities – training, forums, events – to assess and improve overall employee satisfaction and build morale, including assessment of employee feedback and effectiveness. Coordinate and/or participate in special task force committees to address specific human resources related needs and issues.
9. Board Engagement: Prepare and submit monthly Human Resources report to Board of Commissioners. Present periodic benefit plan review and proposals for plan changes or renewals to board for approval. Assist Commissioners in completion of President’s annual performance evaluation and with employment contract matters as needed.
3 Vice-President, Human Resources
October 2025
10. FWHS Facilities Oversight: Manages Facilities Coordinators and ensure resources are in place to ensure timely resolution of maintenance safety and repair issues concerning FWHS administrative buildings including overall curb appeal, health and safety risks, immediate and long-term repairs, and overall maintenance condition.

12. Performs other related duties as assigned.

QUALIFICATIONS:
To perform this job successfully, an individual must be able to perform each essential duty satisfactorily. The requirements listed below are representative of the knowledge, skill, and /or ability required. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions.
Job Competencies:

• Advanced knowledge of state and federal legal standards for Human Resources matters (ex: Equal Employment Opportunity Laws, Fair Labor Standards Act, Civil Rights Act of 1964, ERISA) and employment industry best practices and procedures.
• Knowledge of HUD and FWHS regulations and policies, procedures and practices.
• Advanced knowledge of insurance and benefit plan practices and procedures, and strategic effects of plan changes.
• Knowledge of effective personnel evaluation, onboarding, retention, and hiring practices, including strong communication and interpersonal skills.
• Knowledge of effective supervisory techniques and management strategies.
• Knowledge of confidentiality and records compliance requirements and best practices (ex: HIPAA, Privacy Act of 1974, etc.)
• Ability to communicate clearly and concisely, orally and in writing.
• Above average ability to establish and maintain effective and courteous relationships with people of different social, economic and ethnic backgrounds, and to advise others on building work relationships effectively.
• Above average analytical and reasoning abilities.
• Ability to coordinate several concurrent activities simultaneously.
• Advanced knowledge of Microsoft Office Suite, and ability to use internet resources for research and reporting, along with the ability to learn other software programs as required by job duties.

EDUCATION AND/OR EXPERIENCE:

• Bachelor’s Degree in Human Resources, Public Administration, Business Administration or related field from a college or university. Minimum ten (10) years progressive experience in a human resources management environment, five (5) years in a managerial position or an equivalent combination of education and experience. Master’s Degree preferred.
• SHRM Certified Professional (SHRM-CP) or Professional in Human Resources (PHR) preferred.
• Employee must possess a valid Texas Driver’s License and have a clean driving record (fewer than 3 moving violations in the last 3-year period) and must maintain licensure and clean driving record for the duration of employment.
• Employee must be eligible for coverage under FWHS’s fleet auto insurance.

PHYSICAL DEMANDS:
The physical demands described here are required to successfully perform the essential function of this job. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions.

• Light physical demands - job duties are primarily indoor sedentary desk work
• Duties require the employee to regularly sit, stand, walk, type, operate a computer and other office equipment, drive to attend onsite and offsite meetings, and to read, listen and communicate in writing and verbally, via in-person meetings, video conference, email, and phone.
• While primarily sedentary, some walking, standing, bending, and carrying of items such as books, binders, files, and documents is required. The employee must occasionally lift and/or move up to 25 pounds.
• The noise level in the work environment is usually quiet.

TELEWORK
Following a probationary onboarding period, this position is eligible for part-time teleworking as defined by FWHS’s teleworking policy, subject to the need for physical attendance as directed by the employee’s supervisor or required by the circumstances