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Human Resources Manager
Location:
Austin, Dallas, or Plano
Description:
Goranson Bain Ausley is one of Texas's largest family law firms with 41 lawyers and offices in Dallas, Ft. Worth, Granbury, Plano, and Austin. The Firm has been named a Top Workplace by the Dallas Morning News and a Best Places to Work by the Austin Business Journal. General Responsibilities Reporting directly to the Managing Partner and in close collaboration with the Management Team, the Human Resources Manager will serve as the lead ambassador for the cultural values and priorities of the Firm and serve to ensure the optimum level of employee engagement and performance in a manner consistent with our core values and vision . Additionally, the Human Resource Manager will apply best-in-class industry standards for all areas of human resource management, including retention and recruitment, staffing, payroll, performance management, compensation, benefits administration, compliance, and DEI initiatives. The position may reside at our Dallas, Plano, or Austin office with remote flexibility depending on level of expertise. Overall Business Support Implement firmwide HR programs and processes to enhance existing HR initiatives and strategies and maintain an integrated focus on Human Resources' overall goals. Develop, customize, and implement strategic HR planning and processes across the Firm. Serve as an internal consultant to managers and supervisors regarding the application of all aspects of Human Resources, including initial point of advice, problem resolution and facilitation, corrective action and performance improvement plans as well as compliance with federal, state, and local laws and regulations. Strategize with the management team to evaluate organizational design, work assignments, staffing levels, and training requirements. Monitor employee relation issues and turnover to determine trends and recommend to leadership the means and methods to effectively remediate issues and challenges. Provide support and guidance to leadership when complex, specialized, and sensitive questions and issues arise; administer and execute routine tasks in delicate circumstances such as providing reasonable accommodations, and investigating allegations of wrongdoing, and terminations. Participate in special task forces to ensure HR-related best practices and process improvements are appropriately incorporated at the right time. Facilitate and manage policy and procedural changes while encompassing flexibility, safety, and empathy for employees. Assume responsibility for the development of Firm guidelines, policies, and procedures, i.e., parental leave, PTO, emergency preparedness, and onboarding. Define and cultivate total rewards system based on opportunities and benefit plans including flexible work schedules, career growth, remote work, mentorship, health and wellness benefits, retirement planning, leadership empathy, culture, work-life balance, recognition, diversity, equity, and inclusion . Payroll Administer semi-monthly and monthly payrolls, profit-sharing contributions, and HSA contributions. Process special payrolls, profit distributions, bonuses, compensation, and PTO adjustments, and collaborate with employees to ensure deductions and withholdings are properly applied. Collaborate with the Finance Manager and HRIS support contacts on payroll matters, i.e., tax errors, quarterly tax filing, yearend requirements, ACA reporting, special payrolls, compliance, GL mapping. Monitor compensation, loans, 401K limits, and benefit plans, addressing/resolving issues as needed. Effectively interpret ADA, FFCRA, and ARPA implications on payroll as they relate to leaves of absence and disabilities. Administer short-term and long-term disability insurance, medical, dental, and phone reimbursements. Monitor PTO accrual balances and floating holidays and communicate with staff periodically to reduce yearend forfeiture. Monitor timecards and communicate with staff and supervisors on disparities, absences, OT, and other issues affecting payroll. Performance Management Recommend specific development and/or skills training for each job classification. Assist with mentoring program development, assignments, and opportunities. Conduct annual performance reviews to achieve goals and improve performance and engagement while identifying promotion opportunities and training needs and strengthening relationships and loyalty. Lead performance management strategies and systems that highlight top talent, identif y high potentials and provide corrective action to underperformers . Conduct exit interviews and the administration and analysis of data trends for involuntary and voluntary separations . Recruitment, Talent Selection, and Retention Partner with firm leadership to ensure fully integrated and robust talent acquisition, onboarding, and retention strategies that meet employee selection goals and objectives. Implement and facilitate firmwide annual engagement surveys in connection with the Top Workplaces and Best Places to Work contests. Maintain new hire engagement through prehire conversations, post-hire, 1-week check-ins, and 30/60/90-day reviews. Conduct stay interviews with employees to improve job satisfaction and promote positive change based on actionable insights. Recruit, interview, hire, and onboard new employees. Manage and develop applicant tracking software and related utilities such as Wedge prescreen interviews and background checks. Develop, manage, and oversee the new hire experience to promote engagement and retention among new employees. Implement and manage the employee referral program which includes posting open positions on the careers page, soliciting to employees via an automated email, tracking referrals, and scheduling referral bonuses on payroll. Collect, analyze, and share exit interview data through a systematic process in collaboration with the Recruiting and Retention and DEI Committees. Demonstrate the impact of people decisions and HR strategy on the bottom line. Obtain regular feedback to design better ways of working continuously, aligning people strategy to business strategy. Test assumptions and potential solutions, and implement changes quickly for maximum impact while remaining agile and ahead of business changes. Benefits and Compensation Coordinate salary administration and total rewards programs to ensure competitive benchmarks; make recommendations for local market pay rate ranges while balancing internal pay scales and avoiding pay compression . Analyze trends in compensation and benefits metrics using industry surveys and other market data. Ensure effective and contemporary administration of the Firm's retirement plans and integrate contributions with payroll. Respond to 401(k) inquiries relating to enrollments, plan changes , and contribution amounts. Manage annual catch-up contribution and max out limitations. Lead the annual enrollment, new hire enrollment, and life-change enrollment processes for all employees, providing first-in-class direction and support for ease of access and timely administration. Implement and serve as the central hub for benefit changes and implementations in collaboration with the Firm's HRIS carrier feeds, benefit providers, and the Firm's insurance broker. Process and administer leaves of absence (LOAs) under the various federal and state statutes including but not limited to the Americans with Disabilities Act (ADA), the Family and Medical Leave Act (FMLA), and the Uniformed Services Employment and Reemployment Rights Act (USERRA). Offboard employee benefits and provide guidance on final pay and benefits continuation after separation. Diversity Equity & Inclusion Inspire organizational development devoted to the Firm's DEI goal which is to be more intentional about expanding and leading GBA's diversity, equity, and inclusivity initiatives. Research and make recommendations to build GBA DEI framework based upon four pillar s-- (1) Workforce: Hiring, retaining, developing, and promoting diverse employees; (2) Workplace: Creating a firm culture rooted in acceptance and belonging; (3) Marketplace: Attracting and delighting diverse clients and vendors; (4) Community: Contributing to all parts of the Texas Family Law community. Measure key gateways and paths such as applicant sourcing, interview screening, hiring, retention, internal mobility, and succession planning to determine where diversity tends to "fall off." Look for trends and patterns in roadblock areas and modify recruitment, retention, and exit interviews around those challenges. Manage DEI budget in collaboration with the Finance Manager and Finance Facilitate speakers, workshops, thought leadership, and internal and external engagement activities that are aligned with DEI initiatives and strategic vision. Policies and Procedures Ensure proper application of policies and procedures across the Firm . Customize policies to comply with local requirements. Ensure all policies are communicated and that employees are fully orientated to existing and new policies, and managers/supervisors are trained on how to administer policies fairly and equitably. Provide clarification on firm leave policies including PTO, WFH, bereavement, FMLA, and ADA accommodations; also provide clarification on payroll issues . Position Requirements Bachelor's degree in Human Resources, Business Administration, or related field. Five or more years of HR leadership and management. Demonstrated knowledge of principles and practices of Human Resources management, as well as of local, state, and federal employment laws. Human Resources professional certification (SHRM-SCP/SPHR/SHRM-CP/PHR) is preferred but not required. Knowledge of HR best practices and demonstrated success working as an HR strategic partner or consultant; experience developing employment practices, policies, and recruitment/staffing strategies. Strategic business management and organizational planning skills; short-and long-term operations planning skills; skill in examining and re-engineering operations and procedures, formulating policy, and developing and implementing new strategies and procedures. Ability to build relationships and foster a cooperative work environment; ability to build consensus and to work with others to achieve desired results and objectives. Well-developed verbal and written communication, interpersonal, analytical, decision-making, problem-solving, project management, negotiation, and client service skills Consistent ability to set and deliver against a work plan in a fast-paced environment, giving attention to detail even under high-pressure situations. Excellent organizational and computer skills; strong word processing, database management, and spreadsheet skills. Must possess strong written and verbal communication skills. Ability to provide best-in-class service to clients and employees alike. Experience with Applicant Tracking System(s) is preferred but not required. Experience with Payroll/HRIS System(s), preferably iSolved. Proficiency and experience administering background screening. Understanding and experience with developing and administering Performance Management tools including annual reviews, performance improvement plans, same-day summaries, and employee corrective action. Skilled ability and experience leading voluntary and involuntary separations with a systematic investigation, empathy, and diplomacy. Understanding and experience with developing, assessing, and administering compensation guidelines. Compensation GBA offers a competitive compensation package including a market-competitive base salary commensurate with experience, medical, dental, vision, 401k contributions, holidays including a full week between December 24th through January 1st, PTO, annual bonuses, and more. Goranson Bain Ausley, PLLC is an Equal Opportunity Employer and does not discriminate against any employee or applicant for employment because of race, color, sex, age, national origin, religion, sexual orientation, gender identity, status as a veteran, and basis of disability or any other federal, state, or local protected class.
Company:
Goranson Bain Ausley, Pllc
Posted:
December 26 2023 on ApplicantPro
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More About this Listing: Human Resources Manager
Human Resources Manager is a Human Resource HR Manager Job at Goranson Bain Ausley, Pllc located in United States. Find other listings like Human Resources Manager by searching Oodle for Human Resource HR Manager Jobs.
Human Resources Manager is a Human Resource HR Manager Job at Goranson Bain Ausley, Pllc located in United States. Find other listings like Human Resources Manager by searching Oodle for Human Resource HR Manager Jobs.