Place of Business:
MHMR of Tarrant County

Position Description:

The Senior Compensation Analyst role is to lead the development, analysis, and administration of compensation programs that align with the organization’s goals and ensure compliance with applicable laws and regulations, internal equity and market competitiveness. As a subject matter expert, this role provides strategic guidance to HR and compensation team on compensation practices, pay structures, incentive plans, job evaluations, and marketing benchmarking, while partnering with leadership to promote pay transparency, support workforce well-being, and reinforce a culture of fairness within a highly specialized environment.

Duties & Responsibilities:
II) Essential Functions

A) Collaborate and partner with the Director of Compensation and internal stakeholders on a variety of initiatives, including the design, analysis, budgeting, and implementation of new compensation programs and enhancements of existing ones.

B) Contribute to the development of agency base pay guidelines and incentives programs, including managing annual reviews and incentive payouts to ensure timely and accurate execution.

C) Lead and manage compensation related projects such as salary survey participation, market pricing, and internal equity reviews. Analyze survey data to support competitive pay practices and inform compensation decisions.

D) Provide day-to-day guidance and support to Compensation Analysts and the Onboarding team, serving as a subject matter expert on compensation practices.

E) Assist in training and mentoring newly onboarded Compensation Analysts to ensure consistency in processes and understanding of compensation frameworks.

F) Develop and maintain documentation for compensation processes to improve efficiency and ensure compliance with regulatory requirements. Partner with HR Director of Compensation to educate hiring managers on compensation standards.

G) Collaborate with HRIS and IT teams to ensure compensation related data and structures are accurately reflected in the HRIS system, including updates to salary structure, incentive plans, and bonus programs meets agency needs.

H) Effectively communicate salary and bonus programs with leadership and provide support in resolving compensation related issues and inquiries.

I) Support the ongoing administration of compensation programs and practices to ensure alignment with business needs and market competitiveness.

J) Participate in the development and delivery of annual compensation budgets, merit and bonus guidelines, and equity recommendations during the fiscal year planning process.

K) Coordinate and participate in salary surveys and provide market analysis and benchmarking data on both an annual and ad-hoc basis to inform compensation strategies.

L) Develop and revise job descriptions for new and existing roles, ensuring alignment with the agency structure and compensation guidelines.

M) Review job exemption status and ensure all roles are compliant with Fair Labor Standards Act (FLSA) regulations and classification standards.

N) Utilize expert level Excel skills to perform complex data analysis, modeling, and reporting in support of compensation planning and decision making.

O) Performance standards are performed as applicable with MHMR’s We CARE values “We Connect People in Our Community. We Provide Access to Services. We Link People to Resources. We Empower People.”

P) Performs other job duties or responsibilities as requested or assigned.

Minimum Qualifications:

A) Minimum Education: Bachelor’s Degree

B) Defined Education: Human Resources, Finance, Business Administration or related field

C) Preferences: Experience in non-profit organization

D) Substitutions: Master’s degree may substitute for up to 2 years of required experience

E) Years’ Experience: Four (4) years of progressive experience in compensation

F) Defined Experience: High level of data analysis, and administration of compensation programs

G) License/Certifications: A Current Valid Texas Driver’s License

Click here to apply. 

Place of Business:
MHMR of Tarrant County

Position Description:
You will collect information/data as needed to prepare reports for internal and external MHMR customers. You will assist with answering inquiries regarding employee compensation. Update and maintain compensation documentation, talent acquisition database and Excel spreadsheets. You must be well-versed in Human Resource software programs to research compensation information effectively. Programs such as Microsoft Excel, Word, and Power Point are essential, as well as HRIS systems.

Duties & Responsibilities:

A) Collaborate and partner with the Director of Compensation and internal stakeholders on a variety of initiatives, including the design, analysis, budgeting, and implementation of new compensation programs and enhancements of existing ones.

B) Contribute to the development of agency base pay guidelines and incentives programs, including managing annual reviews and incentive payouts to ensure timely and accurate execution.

C) Manage compensation related projects such as salary survey participation, market pricing, and internal equity reviews. Analyze survey data to support competitive pay practices and inform compensation decisions.

D) Develop and maintain documentation for compensation processes to improve efficiency and ensure compliance with regulatory requirements. Partner with HR Director of Compensation to educate hiring managers on compensation standards.

E) Collaborate with HRIS and IT teams to ensure compensation related data and structures are accurately reflected in the HRIS system, including updates to salary structure, incentive plans, and bonus programs meets agency needs.

F) Effectively communicate salary and bonus programs with leadership and provide support in resolving compensation related issues and inquiries.

G) Support the ongoing administration of compensation programs and practices to ensure alignment with business needs and market competitiveness.

H) Participate in the development and delivery of annual compensation budgets, merit and bonus guidelines, and equity recommendations during the fiscal year planning process.

I) Coordinate and participate in salary surveys and provide market analysis and benchmarking data on both an annual and ad-hoc basis to inform compensation strategies.

J) Develop and revise job descriptions for new and existing roles, ensuring alignment with the agency structure and compensation guidelines.

K) Review job exemption status and ensure all roles are compliant with Fair Labor Standards Act (FLSA) regulations and classification standards.

L) Utilize expert level Excel skills to perform complex data analysis, modeling, and reporting in support of compensation planning and decision making.

M) Performance standards are performed as applicable with MHMR’s We CARE values “We Connect People in Our Community. We Provide Access to Services. We Link People to Resources. We Empower People.”

N) Performs other job duties or responsibilities as requested or assigned.

Minimum Qualifications:

A) Minimum Education: Bachelor’s Degree

B) Defined Education: Human Resources, Finance, or Business Administration or related field

C) Preferences: Experience in non-profit organization

D) Substitutions: Master’s degree may substitute for up to 2 years of experience

E) Years’ Experience: Three (3) years of progressive experience in compensation

F) Defined Experience: Analysis, design and/or administration of compensation programs

G) License/Certifications: A Current Valid Texas Driver’s License

Click here to apply.

Place of Business:
American Excelsior Company

Position Description:
American Excelsior Company is seeking a Corporate HR Manager who is ready to roll up their sleeves and take ownership of our HR function at the corporate level. This is a hands-on, “boots on the ground” role, not just a policy job. The person in this seat will work directly with plant-level HR and managers to bring consistency, structure, and compliance across all sites, while improving the employee experience. This position reports directly to CEO and has a seat at all strategic planning meetings.

The ideal candidate has 7–12 years of HR experience, is confident in their skills, and ready to take on a larger role that offers clear upward mobility. You’ll gain exposure to both union and non-union environments (one of our sites is unionized) while helping modernize HR systems, strengthen compliance, and develop the next generation of leaders

Duties & Responsibilities:

• Serve as corporate owner for HRIS (UKG Pro/WFM) and ATS (Pinpoint).
• Drive adoption of self-service functionality and ensure accuracy in data, onboarding, and reporting.
• Partner with Payroll Specialist to ensure payroll accuracy and compliance.
• Support administration of employee benefits including 401(k), medical, dental, vision, life insurance, and other programs.
• Standardize job descriptions, requisition templates, and interview processes across sites.
• Oversee ATS rollout and onboarding processes for compliance and candidate experience.
• Modernize the performance management process and implement digital tracking.
• Support rollout of training for managers and employees, including LMS integration.
• Assist in salary benchmarking and wage adjustments using ERI data.
• Provide guidance on FLSA, EEOC, ADA, ACA, FMLA, OSHA, workers’ comp, and union-related compliance.
• Build frameworks for high-potential identification and leadership development.
• Partner with senior leadership to drive consistency across all 7 sites.
• Support investigations, disciplinary actions, and employee relations matters.
• Balance corporate expectations with site-level realities in both union and non-union environments

Minimum Qualifications:
• Bachelor’s degree in Human Resources, Business Administration, or related field
• Minimum 6+ years of progressive HR experience, ideally in manufacturing or multi-location settings
• Strong knowledge of employment law and compliance (FLSA, EEOC, OSHA, FMLA, ACA
• Experience with HRIS platforms (UKG Pro/WFM strongly preferred) and ATS systems
• Hands-on payroll and compensation experience
• Strong communicator who thrives in a “boots on the ground” role and can balance execution with strategic
• Ability to be on-site five days a week at corporate office in Arlington, TX
Must be legally authorized to work in the United States without current or future sponsorship requirements

Preferred Qualifications:
• PHR/SPHR or SHRM-CP/SHRM-SCP certification
• Certified Payroll Professional (CPP) or Fundamental Payroll Certification (FPC)
• Experience working in both union and non-union environments
• Demonstrated ability to standardize processes across multiple sites
• Ambition and capability to grow into a larger role

Email your resume here. 

Place of Business:
CivicPlus

Position Description:
At CivicPlus, we strive to bring our company vision to life through innovation and collaboration. Supported by approachable leadership and transparent communication, we’re empowered to make an impact on local government and the residents they serve. Grow your career alongside great people, where authenticity is welcome, successes are celebrated, and potential is nurtured.

Position Description: 

The People Operations Specialist I reports to the Director of People Operations and is responsible for day-to-day support for People Team processes including the employee life cycle, data management, answering employee inquiries, benefits, and payroll support. The People Operations Specialist I will support the team by maximizing the employee experience through exceptional service delivery.

What makes being a People Operations Specialist exciting?

The opportunity to work cross-departmentally and connect with individuals at all levels of the organization.

Have the ability to work on independent projects that foster continual professional development.

Work with a team that values cross-training and preparing you for future growth

As a People Operations Specialist, you will:

Partner closely with the People Operations and partnering People Teams to document and execute HR operational processes and services, with a strong focus on employee experience and data integrity. You will provide operational support to both benefits and payroll teams by guiding employees through inquiries and contributing to related projects.

As the first point of contact for employee questions and employment verification requests, you will manage the HR ticketing inbox (Zendesk), escalating issues appropriately. You’ll be responsible for answering first-level benefits and payroll questions, supporting other Operations team members, and conducting regular audits such as Workers Compensation, payroll reports, and BLS reporting. You’ll champion cross-functional collaboration with Talent Acquisition, HRBPs, Payroll, Benefits, and hiring managers, maintain internal knowledge base articles, and identify process improvements through HR system automation. You’ll also assist with engagement, recognition, and wellness programs, support merger and acquisition activities, and contribute to the 401k audit and true-up process.

Additionally, you will oversee the onboarding and offboarding processes, including new hire orientation, I-9 verification, international paperwork, and processing employee changes. Assisting with the verification of payroll data, tax code maintenance, monthly benefit reconciliations, and the completion of payroll reporting to ensure compliance with local, state, and federal regulations.

Note: We know that excellent candidates can have all sorts of backgrounds and experiences, so please don’t hesitate to apply even if you don’t meet 100% of the listed requirements!

• 1-3 years of experience working on an HR, People Operations, or Payroll team.
• Bachelor’s degree in HR, business, or management related field preferred or equivalent experience.
• Experience in a fast-paced environment and ability to adapt to change easily.
• Purpose-driven, ambitious, and a positive attitude with a passion to learn.
• Ability to work independently but is also a team player who can jump in and support the team on a variety of topics and tasks.
• Detail-oriented with outstanding verbal and written communication skills.
• An eye for scalable solutions - you are always exploring new systems solutions in pursuit of increased efficiency and effectiveness for long term solutions.
• Ability to develop and maintain reliable process documentation.
• Strong organizational skills and an ability to prioritize effectively -- you can easily handle multiple tasks at the same time.
• Maintain discretion and confidentiality and can recognize what needs to be escalated.
• Experience with HRIS, Slack, Zendesk, and Microsoft Suite preferred.

Click here to apply. 

Place of Business:
Ragle, Inc.

Position Description:
We are seeking an experienced Talent Acquisition Specialist, preferably with a background in the Architecture, Engineering, and/or Construction industries, to lead our talent acquisition efforts. The ideal candidate will have a track record of successfully recruiting for diverse roles ranging from entry-level laborers to positions of leadership. They should also possess experience in campus recruiting and building talent pipelines.

Key Responsibilities:

Strategic Talent Acquisition

Develop and execute comprehensive recruitment strategies for all levels of positions including field personnel, skilled trades, engineers, project managers, and corporate / support roles
Partner with hiring managers to understand technical requirements, project needs, and cultural fit criteria
Create and maintain talent pipelines for critical roles and hard-to-fill positions
Manage full-cycle recruiting process from job requisition through offer negotiation

Campus Recruiting & Early Career Development

Lead campus recruiting initiatives at engineering schools and with construction management programs
Develop relationships with university career centers, faculty, and student organizations
Coordinate and participate in career fairs, information sessions, and on-campus interviews
Manage internship recruiting programs

Build early career talent pipelines through relationships with academic institutions

Industry-Specific Recruiting

Source candidates through industry-specific channels including professional associations, trade organizations, and specialized job boards
Leverage knowledge of A/E/C career progression paths and industry trends
Understand and communicate technical requirements for specialized roles including proper licensing and certification
Recruit for both office-based professional roles and field-based construction positions

Stakeholder Management

Collaborate with project managers, department heads, and senior leadership on hiring needs and workforce planning
Provide market intelligence on talent availability and competitive landscape
Present candidates and facilitate interview process
Manage relationships with external recruiting agencies and specialized search firms when appropriate

Talent Pipeline Development

Build and maintain candidate databases
Develop passive candidate networks through industry events, professional associations, and referral programs
Create and execute targeted sourcing campaigns for specialized roles
Maintain relationships with high-potential candidates for future opportunities

Experience

Bachelor's degree in Business, Human Resources, or related field
Minimum 5 years of talent acquisition experience with at least 2 years focused on A/E/C industry
Proven track record recruiting across all organizational levels from entry-level to senior leadership
Demonstrated success with campus recruiting programs and early career talent development
Experience with both direct hire and contract/temporary staffing
Knowledge of federal and state employment laws and recruiting compliance requirements