TJJD - Director IV - Director of Human Resources - (AUS) - 57543

PLEASE NOTE

Your job application must be completely filled out and include all employment, do not limit employment to the past 10-15 years.  Your application must contain complete job histories, which include job titles, name of employer, dates of employment (month & year), supervisor’s name and phone number, and a description of duties performed, and whether it was full-time or part-time and hours per week.  If any of this information is not provided, your application may be rejected as incomplete.  Resumes do not take the place of this required information.

Applicants must be able to pass a Criminal Background Check and any other requirements listed under Minimum Qualifications.

APPLICATIONS SUBMITTED THROUGH WORK IN TEXAS:  Work In Texas (WIT) applicants must complete the CAPPS Recruit Prescreening Questionnaire to be considered for the posting. To complete the Prescreening Questionnaire, go to CAPPS Recruit to register or login: https://capps.taleo.net/careersection/ex/jobsearch.ftl?lang=en

BENEFITS

State of Texas Benefits and Retirement Information can be found at https://www.ers.texas.gov.  Benefits include:  Retirement plan, paid group health & life insurance for employee, paid holidays, paid vacation leave, paid sick leave, longevity pay, educational assistance program, employee assistance program.  Optional add-on benefits include:  Dental, Vision, Optional Life Insurance, Voluntary AD&D Insurance, Dependent Health & Life insurance, Health & Dependent care flexible spending accounts, etc.  Additionally, certain designated positions are eligible for hazardous duty pay, career ladder advancements, and free meals while on duty.

We are committed to transforming lives and building safter communities by working collaboratively, communicating openly, and upholding the highest standards of integrity and professionalism. Our team models accountability, transparency, and respect, taking proactive steps to ensure the physical and emotional safety of youth, staff, and the community. We strive for excellence through continuous growth, thoughtful decision making, and mission driven collaboration, supporting one another while embracing challenges that lead to meaningful, long-term impact.

GENERAL DESCRIPTION

Performs highly advanced (senior-level) executive leadership work providing vision, direction, and strategic oversight for the Human Resources (HR) division. This role is responsible for transforming HR into a high-impact, strategic partner that drives organizational effectiveness, workforce excellence, and cultural alignment with TJJD’s mission and the Texas Model.

The HR Director will lead a high-performing team and elevate the function from operational excellence to strategic influence, embedding TJJD core competencies into all aspects of human capital management. This position requires a dynamic leader who can foster innovation, strengthen accountability, and position HR as a trusted advisor across the agency.

Work involves establishing and executing a forward-looking HR strategy aligned with agency priorities; modernizing policies and practices; strengthening workforce capability; and developing systems that support recruitment, retention, engagement, and performance.

Works under minimal supervision with extensive latitude for initiative and independent judgment. Occasional overnight travel required.  May be required to work in excess of 40 hours per work week and be on-call.

ESSENTIAL DUTIES

Strategic Leadership & Organizational Impact

Directs the full scope of human resources operations while transforming the division into a strategic, value-added function

Develops and implements a comprehensive HR strategy aligned with agency goals, workforce needs, and the Texas Model

Embeds TJJD core competencies into hiring, performance management, leadership development, and employee engagement practices

Leads organizational initiatives that enhance workforce capability, retention, and culture

Operational Excellence & Modernization

Ensures compliance with all applicable federal and state laws, regulations, and policies while advancing efficient, modern HR practices

Identifies and implements process improvements that reduce administrative burden and increase service delivery effectiveness

Uses data, analytics, and workforce insights to inform decision-making and measure impact

Continuously evaluates HR programs and services to align with evolving organizational needs

Workforce Strategy & Talent Management

Oversees hiring, classification, compensation, and benefits strategies to attract and retain a high-quality workforce

Strengthens leadership development pipelines and succession planning efforts

Aligns performance management systems with accountability, growth, and organizational priorities

Employee Relations & Organizational Culture

Leads a proactive, solutions-focused employee relations strategy that supports accountability and fairness

Provides expert guidance on complex personnel matters, ensuring consistency, transparency, and sound judgment

Promotes a culture of trust, professionalism, and continuous improvement

Ensures HR is viewed as a trusted, credible partner across all levels of the organization

Executive Advisement & Stakeholder Engagement

Serves as a key advisor to executive leadership on workforce strategy, organizational risk, and policy implications

Provides insight on the impact of HR decisions on operations, culture, and mission delivery

Represents the agency in legislative, interagency, and stakeholder engagements related to HR matters

Reviews and interprets legislation impacting HR functions and leads implementation efforts

Team Leadership & Development

Leads, coaches, and develops HR staff to operate as strategic thinkers and problem solvers

Establishes clear expectations, performance standards, and accountability measures

Fosters a collaborative, innovative, and high-performing team environment

Promotes professional development and succession readiness within the HR division

Financial & Resource Management

Develops and oversees HR budget priorities aligned with strategic objectives

Evaluates resource needs and allocates staffing and funding to maximize impact

Ensures responsible stewardship of public resources

Performs a variety of related duties not listed, to be determined and assigned as needed.

Performs all duties in compliance with agency safety policies and procedures:

• Reports safety hazards and corrects hazards when possible.
• Completes required documentation in the event of an accident/injury within requested time frames.

Attends work on a regular and predictable schedule in accordance with agency attendance and leave policies.

Will be required to travel up to 15% of the time.

Actively embody and support the Texas Model by demonstrating its core values in daily tasks and interactions with others.

MINIMUM QUALIFICATIONS

Bachelor’s degree. Ten (10) years of full-time wage-earning experience in program administration relating to human resources. Six (6) years of experience must be in a supervisory/management position, which oversees, manages, or directs a program, operation, or organization.

PREFERRED QUALIFICATIONS 

·         Bachelor’s degree with major course work in human resources, business administration, or related field.

·         HR Certification (SPHR, PHR, SHRM-SCP, SHRM-CP)

·         Human resources experience with a state agency

Experience and Education Substitutions:

One year of appropriate experience may substitute for one year of college (30 course hours) on a year for year basis.

Completed course hours of undergraduate study may substitute for up to four years of experience on a basis of 30 course hours for one year of experience. 

Completed course hours of graduate study may substitute for up to two years of experience on a basis of 12 graduate course hours for one year of experience. The graduate course hours may not substitute for the supervisory/management position experience.

Senior Professional in Human Resources (SPHR), Professional in Human Resources (PHR), SHRM Senior Certified Professional (SHRM-SCP), or the SHRM Certified Professional (SHRM-CP) certification may be substituted for one year of experience.  The certification may not substitute for the supervisory/management position experience.

Experience requirements may be satisfied by the prorated part-time equivalent.

Note:  Any degree, diploma, high school equivalent, or course hours required to meet minimum qualifications must be from an accredited educational institution.

KNOWLEDGE, SKILLS, AND ABILITIES

·         Knowledge of local, state, and federal laws and regulations relevant to equal employment opportunity and human resource programs.

·         Knowledge of the principles and practices of public administration and management.

·         Knowledge of or the ability to gain knowledge of TJJD policies and procedures.

·         Knowledge of state budgeting procedures.

·         Skill in working collaboratively to establish rapport and build credibility with a wide array of internal and external stakeholders.

·         Skill in planning, managing, and directing the operations of programs, including the skill to direct and coordinate a diverse staff.

·         Skill in reviewing technical data and directing the preparation of technical and management reports.

·         Skill in using logic and reasoning to identify the strengths and weaknesses of alternative solutions, conclusions, or approaches to problems.

·         Skill in operating computers and applicable computer software and using high level data and informational reports as an administrative management tool.

·         Ability to convey ideas and instructions clearly and make clear oral presentations of facts.

·         Ability to define problems, analyze data, propose alternatives for resolution, negotiate agreement between conflicting interests, and implement effective solutions.

·         Ability to seek out relevant data and analyze complex information to determine the important elements of a problem situation.

·         Ability to establish program goals and objectives that support the strategic plan and direct and organize program activities.

·         Ability to develop and evaluate policies and procedures, and interpret laws, rules, regulations, policies, and procedures.

·         Ability to plan, assign, and supervise the work of others and coordinate work assignments of a large number of employees engaged in many different tasks.

·         Ability to promote ethical leadership, excellent performance, confidentiality, a positive working environment, and professional development.

·         Ability to identify problems, evaluate alternatives, and implement effective solutions.

·         Ability to prioritize and manage multiple tasks; plan, organize, and coordinate work assignments, and meet deadlines.

·         Ability to recognize when decisions need to be made, process information logically, make decisions, and to demonstrate the soundness of those decisions.

·         Ability to work collaboratively with all stakeholders and maintain a professional, courteous demeanor.

·         Ability to follow ethical standards and enforce agency policies.

·         Ability to travel, work in excess of 40 hours per work week and/or be on call.

PHYSICAL DEMANDS AND WORKING CONDITIONS

The following physical demands and working conditions are representative of those encountered and/or necessary for the employee to successfully perform the essential functions of this job.  Reasonable accommodations will be made to enable individuals with disabilities to perform the essential functions.

Analyzing

Ability to communicate effectively, orally and in writing

Ability to see

Ability to hear (with or without aid)

Heavy lifting, up to 25 lbs.

Heavy carrying, up to 25 lbs.

Pulling

Pushing

Alphabetizing

Repeated bending

Operate motor equipment

Reaching above shoulder

Grasping

Identify colors

VETERANS

In order to receive veteran’s preference, a copy of your DD Form 214 (Certificate of Release or Discharge from Active Duty), VA disability rating (if applicable), or a DD Form 1300 (Report of Casualty) must be attached to your application.

Go to https://texasskillstowork.com/, https://www.onetonline.org/, or http://www.careeronestop.org/ for assistance translating your military experience and training courses into civilian job terms, qualifications/requirements, and skill sets.

Additional Military Occupational Specialty (MOS) Code or Crosswalk information is available from the Texas State Auditor’s Office at 
Human Resources MOS Codes.

SPONSORSHIP

Candidates must be eligible to work in the United States without requiring sponsorship.

ADDITIONAL INFORMATION

If you are scheduled for an interview and require any reasonable accommodation in our interview process, please inform the hiring representative who calls you to schedule your interview.  Whenever possible, please give the hiring representative sufficient time to consider and respond to your request.

Only candidates selected for an interview will be contacted.

Due to the high volume of applications, we do not accept telephone calls.  If you submitted your application through the CAPPS Career Center (https://capps.taleo.net/careersection/ex/jobsearch.ftl?lang=en), you may also check the status of your application by accessing your profile and selecting My Jobpage and selecting My Submissions.

 Thank you for considering employment with the Texas Juvenile Justice Department.

AN EQUAL EMPLOYMENT OPPORTUNITY EMPLOYER

The Texas Juvenile Justice Department does not discriminate on the basis of race, color, religion, sex, national origin, age, or disability in employment or the provision of services.