19 days old

Director of Employee Relations

MHMR of Tarrant County
Fort Worth, Texas 76107
  • Job Type

Position pays up to $80,000

I) Job Purpose

Responsible for coordinating and directing the Employee Relations programs and functions. Primary responsibility for developing, interpreting, and recommending program goals and objectives, policies, procedures, and courses of action. Also responsible for managing the employee relations activities according to established guidelines and sound administrative practices. Responsible for overseeing the compensation and working with benefits support team. Analyzes compensation data within an organization and evaluates job positions to determine classification and salary.

II) Essential Functions

A) Employee Relations

Performance Requirement(s):

  1. Oversees all employee relations activities for MHMR including, but not limited to, mediation, conflict resolution, issuance of disciplinary actions, suspensions, terminations, promotions, demotions and investigations.
  2. Facilitates activities supporting the recruitment and onboarding functions, including job description development, collaborative requisition management and orientation support.
  3. Assists leaders with assessment of individual and team performance improvement/enhancement needs and the development of associated action plans.
  4. Serves as innovator, change agent, and conflict resolution mediator to support the effectiveness of departments.
  5. Demonstrates cultural competence and values diversity and inclusion.
  6. Performs specific research/investigation into operational issues, as requested
  7. Serves as primary liaison with assigned legal representative regarding employment matters.

B) Management Consultation

Performance Requirement(s):

  1. Provides human resources consulting services for leaders and employees utilizing sound knowledge base of human resources theory, research and practice.
  2. Serves as consultant to leaders on workforce relations issues. Interprets MHMR policy and procedures for employees and leaders. Provides advice to leaders relating to possible consequences for employment and/or disciplinary actions utilizing knowledge of the local, state and federal laws, regulations, and internal policies and procedures to guide HR service delivery.
  3. Advises management on the professional development, guidance, discipline and reward of employees.
  4. Advises management of the legal, political and employee relations ramifications of pending or contemplated actions and decisions.
  5. Encourages collaborative and facilitative methods of employee supervision and conflict resolution.
  6. Develops policies, procedures and business practices designed to control the cost of workplace conflict.

C) Training:

Provide training to management and supervisor through the divisions on applicable employment laws.     

 Performance Requirement(s):

  1. Develops and facilitates supervisory training courses relevant to HR processes at MHMR, employee relations, compliance and overall human resource related topics
  2. Serves as a workforce culture champion, promoting a positive work environment and employee experience through activities such as employee recognition, education, coaching, career development and guidance
  3. Completes all required MHMR training within 60 days of hire.
  4. Completes all refresher training within 30 days of due date.

D) Oversight of HR Generalist Staff and Activities

Performance Requirement(s):

  1. Oversees administrative and HR generalist duties for the personnel department.
  2. Ensures the administration of the human resources policies, procedures and programs.
  3. Ensures that responsibilities are met in the following functional areas: employment, Human Resource Information Systems (HRIS), employee relations, and division development for HR related activities.
  4. Ensures development of rapport and relationship with divisions
  5. Ensures that division managers are assisted and advised about Human Resources issues.
  6. Ensures the coordination of the resolution of specific HR policy-related and procedural problems and inquiries.
  7. Ensures the review employee warnings ensuring accurate and timely documentation of concerns or issues.
  8. Ensures facilitation of action to resolve employee issues and escalation of issues to appropriate management team.
  9. Ensures HR participation/facilitation of terminations and participation in interviews as requested.
  10. Performs other related job duties or responsibilities as requested or required, whether or not specifically mentioned in the job description.
  11. Ensures the appropriate administrative support is provided for employee relations and professional development.

E) Specific Job Duties           

I) Compensation

  1. Design, implement, and manage salary classification and compensation programs
  2. Conduct analysis of compensation and benefits within company.
  3. Prepare occupational classifications, job descriptions, and salary scale.
  4. Improve recruitment and retention.
  5. Oversee competitive analysis, merit increases and salary structure.
  6. Develop job descriptions for various positions and determine appropriate base pay.
  7. Analyze surveys to ensure appropriate compensation across all departments.
  8. Forecast budget for salary increases.

II) Employee Relations

  1. Participates in the resolution of employee relations issues and coordinates response to complaints.
  2. Conducts investigations by interviewing management and non-management employees.
  3. Partners with management and legal counsel to discuss possible actions to be taken.
  4. Prepares notes and reports on interviews, actions taken and those requested to meet management’s needs. Maintains a database of employee relations issues and investigations to assist with trending analysis and proactive response solutions.
  5. Prepares and analyzes data to monitor compliance with employment laws and with organization goals and policies.
  6. Consults with management on the application of employment related training to the workplace. Participates in the development of training materials to address gaps in knowledge and performance related to employment matters.
  7. Develops and maintains a recordkeeping system that documents and tracks the status of all EEOC complaints, lawsuits, and other employee related legal matters.
  8. Develops implements and monitors the consistent utilization of a termination checklist and exit interviews.
  9. Develops and maintains employment policies, procedures, practices, handbooks and communication materials which meet organizational needs and in compliance with all federal and state laws.
  10. Ensures that legally required federal and state required forms, notices and posters are maintained for each restaurant and the corporate office.
  11. Gathers data to facilitate and measure employee satisfaction by administering surveys, facilitating exit interviews, maintaining turnover data and analyze results.
  12. Responds to inquiries regarding policies, procedures, programs and compliance issues.
  13. Administers employee related events and programs which enhance employee morale.
  14. Oversees the analysis, maintenance, reporting and communications which are required by law or other departments in the organization.
  15. Stays apprised of employment law changes and industry trends in legislation.
  16. Coaches managers on effective methods to ensure the development and maintenance of a work environment that fosters sensitivity and respect for people of diverse backgrounds, cultures, and disabilities.
  17. Exemplifies the desired culture and philosophies of the organization.
  18. Works effectively as a team member with employees, management and the human resources staff.
  19. Other duties may be assigned.

III) Knowledge, Skills, and Abilities:

  • Skills in program development/implementation/evaluation Skills in supervision and human resource management
  • Ability to communicate effectively in both written and oral format
  • Ability to establish collaborative relationships
  • Critical thinking skills
  • Ability to organize, analyze and prioritize
  • Skills in policy and procedure development/implementation
  • Ability to work autonomously
  • Able to exercise effective judgment, sensitivity, creativity to changing needs and situations
  • Ability to present complex information to groups and individuals
  • Ability to use good judgment in the completion of a variety of work situations
  • Ability to question established methods and suggest improved processes
  • Ability to analyze data and provide recommendations

IV) Internal & External Customer Service

Visibility requires maintaining a professional appearance and providing a positive company image to the public.

V) Travel

  • Frequent travel to agency programs/sites.
  • Occasional travel to state conferences/trainings.


Required Education

Bachelor's Degree required, Master’s preferred.



Years Experience

Five (5) years

Defined Experience

Direct Compensation Development,  Analyst, and/or Employee Law experience

Required License/Certifications

SPHR, PHR,  CCP and/or other HR certifications

Valid Texas driver’s license with an acceptable driving record.
Must provide license and official documentation of all educational attainment (i.e. Transcript/Degree/Certificate)

Supervisory Experience

Five (5) years

Testing Requirements

Pre-employment tests including drug and TB screening.

Benefit Information
As a full-time employee, you are eligible to participate in MHMR’s employee health benefits program. Health benefits eligibility date is the 1st of the month following completion of sixty (60) days of employment. Your eligibility for other benefits, including the 401(a) (including employer match) and tuition reimbursement will take place per company policy.

Additional Information

*MHMR of Tarrant County (“MHMR”) and its affiliates and subsidiaries have an internal recruiting department. MHMR may supplement that internal capability from time to time with assistance from temporary staffing agencies, placement services, and professional recruiters herein after referred to collectively as “Recruiters"). Recruiters are hereby specifically directed NOT to contact MHMR employees directly in an attempt to present candidates – MHMR recruiting team or other authorized MHMR personnel must present ALL candidates to hiring managers. For more information please visit our website www.mhmrtc.org


Posted: 2019-11-01 Expires: 2019-12-01

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Director of Employee Relations

MHMR of Tarrant County
Fort Worth, Texas 76107

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