HR Manager People Partners

The Harris Center for Mental Health and IDD, known as "The HARRIS CENTER," is seeking an experienced HR Manager, People Partners to join our team. The HR Manager, People Partners provides strategic leadership and oversight for the organization’s People Partner function, including Human Resources Business Partners, Talent Acquisition Consultants, and Onboarding Coordinators. This position is responsible for aligning talent acquisition, employee relations, workforce planning, employee engagement, retention strategies, and onboarding programs with organizational goals and business needs. The HR Manager serves as a strategic advisor to organizational leadership and ensures seamless employee experience throughout the employee lifecycle, from recruitment and onboarding through engagement, development, and retention.

Your role in Action:

Leadership and Team Development
•  Provide leadership, coaching, and performance management to Human Resources Business Partners, Talent Acquisition Consultants, and Onboarding Coordinators.
•  Establish department goals, service standards, and performance metrics aligned with organizational objectives.
•  Foster collaboration and alignment across recruitment, onboarding, and employee relations functions.
•  Coaches, mentors, and develops HR Business Partners, Talent Acquisition Consultants, and Onboarding staff by establishing performance expectations, conducting regular coaching sessions, and supporting professional development.
• Leads organizational change initiatives, workforce planning efforts, restructures, and other strategic HR projects that support the agency’s mission and long-term workforce strategy.

Strategic Human Resources Partnership
• Serve as a trusted advisor to organizational leaders on workforce strategy, organizational effectiveness, talent management, and employee relations matters.
• Partner with leaders to identify workforce risks and develop proactive solutions to support business objectives.
• Provide guidance on employee relations issues, performance management, organizational change, and workforce planning initiatives.
• Support organizational restructures, reductions in force, and growth initiatives.

Employee Relations & HR Business Partner Oversight
• Provides strategic leadership and oversight of HR Business Partner team, ensuring consistent application of employment laws, organization policies, and HR best practices.
• Leads complex employee relations matters by providing consultation, guidance, and support to the HR Business Partners and leaders on investigations, performance management, corrective action, conflict resolution, and workplace concerns.
• Partner with executive and operational leadership to develop proactive employee relations strategies that foster engagement, accountability, and a positive work culture.
• Oversee the administration of performance management programs, including coaching, performance improvement plans (PIPs), disciplinary actions, and separation, ensuring consistency and legal compliance.
• Reviews and approves recommendations related to employee discipline, involuntary separations, reductions in force, reorganizations, and other sensitive employment actions.
• Utilize workforce metrics and trends analysis to identify recurring employee relations issues and develop action plans to improve employee engagement, retention, and organizational effectiveness.

Talent Acquisition Oversight
•  Provide strategic oversight of recruitment operations and workforce planning activities.
•  Ensure recruiting strategies align with current and future staffing needs.
•  Monitor recruiting metrics including time-to-fill, quality of hire, candidate experience, and hiring manager satisfaction.
•  Oversee interview processes, selection methodologies, and hiring practices to ensure consistency and compliance.
•  Partner with Talent Acquisition Consultants to address difficult-to-fill positions and high-priority hiring needs.

Employee Engagement and Retention
• Partner with HR Business Partners to analyze employee engagement, turnover, retention trends, and workforce data.
• Develop and implement initiatives to improve employee engagement, retention, and organizational culture.
• Utilize workforce analytics to identify trends and recommend solutions to reduce attrition and improve employee satisfaction.
• Support employee recognition, career development, and succession planning initiatives.

Onboarding and Employee Experience
• Oversee onboarding programs to ensure a positive and effective transition for new employees.
• Ensure alignment between recruitment, onboarding, and employee integration processes.
• Monitor onboarding effectiveness and implement improvements to improve retention and employee experience.
• Promote a seamless employee journey from candidate through established employee.

Process Improvement and Compliance
• Develop and maintain HR policies, procedures, and best practices.
• Ensure compliance with federal, state, and local employment laws and regulations.
• Utilize metrics and data analysis to improve operational effectiveness and service delivery.
• Lead continuous improvement initiatives across the People Partner function.
• Other duties as assigned.

What qualifications you will need:

Education :

• Bachelor’s degree in Human Resources, Business Administration, or related field preferred.

Experience:

• Five or more years of progressive Human Resources experience. 
• Three or more years of leadership or supervisory experience preferred.
• Experience leading HR Business Partner, Talent Acquisition, or employee relations function.
• SHRM-CP, SHRM SCP, PHR, or SPHR certification preferred.

 Knowledge Skills and Abilities:

• Strong knowledge of employee relations, talent acquisition, workforce planning, and employee engagement strategies.
• Strong leadership and team development skills.
• Ability to analyze workforce data and develop strategic recommendations.
• Excellent communication, consultation, and relationship management skills.
• Knowledge of employment laws and HR best practices.
• Ability to lead organizational changes and continuous improvement initiatives.

About us:

The Harris Center is the state-designated Local Mental Health Authority and Local Intellectual and Developmental Disability (IDD) Authority serving Harris County, Texas.  As the largest behavioral and developmental disability care center in Texas, The Harris Center provides care to over 90,000 people and has an annual budget of over $300 million.

As part of its mission to transform the lives of people with behavioral health and IDD needs in the third largest county in the United States, The Harris Center provides a full continuum of services at 80 different sites across Harris County. In addition, services are provided in more than 40 different languages as well as sign language in order to better serve what is one of the largest communities in the nation.

By utilizing the unique expertise of its more than 2,500 employees, The Harris Center is committed to meeting the behavioral health and IDD needs of Harris County residents and giving them hope to live to their fullest potential.

What we have to offer:

The Harris Center not only offers a competitive salary but also a suite of excellent benefits designed to enrich your life both professionally and personally. Imagine a future with a robust retirement plan complemented by our generous company matching – a testament to our investment in your long-term financial well-being. Experience the unique advantage of our prior service credit, accelerating your journey towards a more substantial Paid Time Off accrual, empowering you to enjoy well-deserved breaks.

Enjoy Cell Phone Discounts, exclusive entertainment deals through Tickets at Work, and a free Headspace subscription for mental wellness. Additionally, our Employee Assistance Program supports your overall well-being.

Take advantage of significant financial relief through student loan forgiveness as a valued member of The Harris Center team. As a qualifying entity, our employees are eligible for various student loan forgiveness programs, designed to alleviate the financial burdens associated with higher education.

Contributes to suicide care and prevention by embracing our values and applying a trauma-informed approach rooted in safety, trust, choice, collaboration, and empowerment.