Human Resources

• Provide HR leadership and guidance in partnership with business leaders at sites, branches, or functions
• Implement strategic HR initiatives in talent management, performance management, leadership development, employee engagement, change management, compensation, and benefits
• Execute recruiting strategies for professional, managerial, administrative/clerical, maintenance, and warehouse positions
• Develop transition and change plans and lead communication and engagement activities
• Establish recruitment processes and procedures to attract and retain talent
• Administer employment, employee relations, labor relations, compensation, performance management, benefits, recognition, training, staffing, and workforce communication programs
• Facilitate training, development, and orientation for management and the workforce
• Coach and advise managers and employees on problem resolution and day-to-day HR matters
• Maintain and coordinate employee recognition programs
• Conduct exit interviews, analyze data, and recommend corrective actions and continuous improvements
• Provide employee relations expertise and shape local employee relations strategy
• Support local consultation and negotiation with employee bodies and resolve employee matters
• Promote diversity initiatives within the assigned area or country
• Generate and analyze internal and external data and reports for business cases and regulatory requirements
• Travel as required
• Lead, develop, and coach a team of HR professionals and oversee business needs

Human Resource Manager

• Partner with senior leaders and management teams to develop and execute HR strategies aligned with business objectives
• Act as a trusted advisor to leaders at all organizational levels
• Identify people-related challenges and opportunities and provide strategic guidance
• Leverage HR Centers of Excellence to implement specialized programs and services
• Support all phases of merger and acquisition activity, including HR due diligence, talent and organizational assessments, employee transition planning, integration execution, HR program harmonization, retention strategies, and change management
• Lead talent development efforts, including performance management, career pathing, and succession planning
• Align individual goals with organizational objectives and foster continuous learning and development
• Create and implement training programs that enhance leadership skills and professional growth
• Provide guidance on employee relations, conflict resolution, performance issues, and workplace concerns
• Conduct timely and thorough employee relations investigations
• Promote colleague engagement and a positive work environment
• Align compensation structures, benefits, and recruiting strategies with organizational goals and market competitiveness
• Ensure compliance with federal, state, and local employment laws and regulations
• Implement inclusion and diversity programs and advocate for equitable growth and advancement
• Lead and support organizational change initiatives and communications
• Utilize HR analytics to measure program success and provide data-driven recommendations
• Lead execution of HR programs such as engagement surveys, leadership development, compensation and benefits strategies, and talent acquisition efforts

Human Resources Business Partner

• Administer HR policies and programs covering staffing and recruitment, employee relations, training and development, benefits, compensation, time and attendance records, and personnel records
• Work closely with plant operations and the HR team to maintain a positive open-door climate
• Align employee and business strategies to deliver excellent customer service
• Manage HR administration, legal compliance, policy and procedure enforcement, benefits, compensation, hiring, retention, and termination
• Supervise HR staff
• Keep senior management and operations informed about internal and external HR developments affecting organizational effectiveness
• Provide HR reports to upper management as requested
• Promote employee engagement and act as a liaison between employees and management
• Champion company values and support an engaged workforce

Manager, Human Resources

• Serve as a senior Country HR point of contact for Country HR matters in the United States
• Lead recurring touchpoints with HR Business Partners and participate in leadership discussions involving L2/L3 stakeholders
• Integrate leaders, Business HR, Country HR, and Centers of Excellence to coordinate timely resolution of people matters
• Identify HR support ownership gaps and recommend scalable solutions across the Country HR US operating model
• Advise HRBPs and leaders on workforce transformation initiatives, reorganizations, workforce actions, and business integration efforts
• Partner with HRBPs, Legal, PR&C, and other stakeholders to support compliant execution of workforce activities and complex employee transitions
• Support change management planning, stakeholder readiness, communications alignment, and escalation management for pilot deliverables
• Review trends and lessons learned from workforce initiatives to improve Country HR support scope and operating model
• Consult with HRBPs and managers on complex employee relations matters and escalate to appropriate Centers of Excellence
• Coordinate employment-related actions resulting from policy, compliance, investigation, or sanction processes
• Provide country-specific interpretation of policies and practices while balancing business priorities, employee experience, risk, and legal requirements
• Serve as a trusted escalation point for unique or complex people matters
• Partner with Total Rewards, Talent Acquisition, Talent Management, People Care, MADO, Payroll, Mobility, Facilities, EHS, Legal, and other teams to implement U.S. people programs
• Represent Country HR in cross-functional planning forums and align HR program delivery with business priorities
• Support MADO and integration-related activities requiring Country HR involvement
• Use data and stakeholder feedback to identify process improvements and inform leadership updates

Country HR Business Integrator

• Serve as a senior Country HR point of contact for CHR matters in the United States
• Lead recurring touchpoints with HRBPs and participate in leadership discussions involving L2/L3 stakeholders
• Integrate leaders, Business HR, Country HR, and COEs to coordinate timely resolution of people matters
• Identify HR support ownership gaps and recommend scalable solutions across the CHR US operating model
• Advise HRBPs and leaders on workforce transformation initiatives, reorganizations, workforce actions, and business integration efforts
• Partner with HRBPs, Legal, PR&C, and other stakeholders to support compliant execution of workforce activities and complex employee transitions
• Support change management planning, stakeholder readiness, communications alignment, and escalation management for pilot deliverables
• Review trends and lessons learned from workforce initiatives to improve Country HR support scope and operating model
• Consult on complex employee relations matters and escalate to appropriate COEs
• Coordinate employment-related actions resulting from policy, compliance, investigation, or sanction processes
• Provide country-specific interpretation of policies and practices
• Serve as a trusted escalation point for unique or complex people matters
• Partner with cross-functional teams to implement people programs for the United States
• Represent Country HR in cross-functional planning forums and align HR program delivery with business priorities
• Support MADO and integration-related activities
• Use data and stakeholder feedback to identify process improvements and inform leadership updates

• Serve as a senior Country HR point of contact for Country HR matters in the United States
• Lead recurring touchpoints with HRBPs and participate in leadership discussions involving L2/L3 stakeholders
• Integrate leaders, Business HR, Country HR, and Centers of Excellence to coordinate resolution of people matters
• Identify HR support ownership gaps and recommend scalable solutions across the U.S. Country HR operating model
• Advise HRBPs and leaders on workforce transformation, reorganizations, workforce actions, and business integration
• Partner with HRBPs, Legal, PR&C, and other stakeholders on compliant workforce activities and complex employee transitions
• Support change management planning, stakeholder readiness, communications alignment, and escalation management
• Consult on complex employee relations matters and coordinate employment-related actions
• Provide country-specific interpretation of policies and practices
• Serve as an escalation point for unique or complex people matters
• Partner with Total Rewards, Talent Acquisition, Talent Management, People Care, MADO, Payroll, Mobility, Facilities, EHS, Legal, and other teams to implement U.S. people programs
• Represent Country HR in cross-functional planning forums and support integration-related activities
• Use data and stakeholder feedback to identify process improvements and inform leadership updates

• Administer HR policies and programs covering staffing and recruitment, employee relations, training and development, benefits, compensation, time and attendance, and personnel records
• Work closely with plant operations and the HR team to maintain a positive open-door climate
• Ensure employee and business strategies result in excellent customer service
• Manage HR department administration, legal compliance, policy and procedure enforcement, benefits, compensation, hiring, retention and termination
• Supervise HR staff
• Keep senior management and operations informed of internal and external HR developments affecting overall effectiveness
• Provide HR reports to upper management as requested
• Promote employee engagement and act as a liaison between employees and management
• Champion company values and support an engaged workforce

Human Resources Manager

• Provide timely, accurate, and customer-focused HR support to active employees
• Assist with processing HR transactions, including benefits, salary, and employment status changes
• Respond to employee questions through phone, chat, and AskHR cases
• Provide guidance on benefits, leaves of absence, payroll, HR policies, training, and work-life programs
• Escalate complex or sensitive inquiries to the appropriate HR team
• Ensure accurate and efficient resolution of employee inquiries

HR Service Center Representative I

• Serve as a primary HR resource to Practice Leaders, managers, and employees regarding HR policies, employee relations, performance management, attendance, and employment matters
• Conduct employee relations intake and assist with investigations, documentation, corrective action, and resolution of employee concerns
• Partner with HRBPs on escalated employee relations matters, trends, leader coaching, and HR initiatives
• Maintain confidentiality, documentation, and follow-through on sensitive employee matters
• Conduct recurring HR audits for compliance, data accuracy, and adherence to company policies and processes
• Maintain accurate employee information in the HRIS, including employment status, job titles, reporting structures, and compensation
• Support onboarding, offboarding, employee lifecycle changes, unemployment claims, verifications of employment, and workers' compensation administration
• Provide HR guidance across benefits, payroll, compensation, leave, staffing, and HR transitions
• Partner with Practice Leaders and managers on recruiting needs and staffing challenges
• Provide administrative, analytical, and project support to HRBPs
• Support implementation and communication of HR programs, policies, and organizational initiatives

HR Generalist

• Oversee HR operations for 700+ employees
• Create a culture of high performance and excellent service
• Lead recruiting efforts across warehouse, facilities and office positions
• Partner with leaders to meet hiring goals and support business growth
• Source, interview and hire high-caliber talent for leadership and key positions
• Build, coach and develop a high-performing HR team
• Develop and execute talent acquisition strategies
• Collaborate with leadership on hiring, performance management and employee relations

Human Resources jobs in Texas

Human Resource Manager

Human Resources Business Partner

Manager, Human Resources

Country HR Business Integrator

Country HR Business Integrator

Country HR Business Integrator

Human Resources Manager

HR Service Center Representative I

HR Generalist

Senior Human Resources Manager