Director of Human Resources Role Mission: The Director of Human Resources is the organizational expert charged with leading human resources, employee relations, and legal/regulatory compliance within the region(s) they serve. The Director of Human Resources is responsible for effectively planning, developing, implementing and administering services associated with the human resources function. The Director of Human Resources promotes a culture that emphasizes exemplar customer service, communication, motivation and support, working collaboratively with HR senior leadership team to identify approaches and develop policies and practices that facilitate service and resources to IDEA. The Director of Human Resources will assist in the strategic plan of human resource priorities in support of organizational goals. Location: This is a full-time remote position based in Texas with preference given to candidates who live in Austin, El Paso, Houston, Permian Basin (Midland/Odessa), Rio Grande Valley, San Antonio, and Tarrant County (Fort Worth), or who are willing to relocate. What You’ll Do – Accountabilities In this role you will: - Participate as a senior leader of the HR Team to affect change and process improvements across the organization. - Facilitates the development of systems, policies and procedures to streamline operational functions, enhances the effectiveness of performance mangers by assisting in the design of programs which are consistent with HR goals and objectives. - Conducts audits to ensure human resources practices are implemented as directed by IDEA procedures, policy and/or state/federal regulation. - Provide appropriate support, direction, guidance, counseling, advice, and/or recommendations to effectively address Human Resources matters. - Leads employee annual renewals for their respective region and provides support to regional and campus leadership through the employee renewal process - Advise the Managing Director of Human Resourced and the VP of Human Resources on matters of employment law, policy, and regulation; drafts position papers as needed. - Campus visits when approved by Managing Director of Human Resources or VP of Human Resources - Direct and manage day-to-day operations of Human Resources area - Conducts investigations on employee related matters and collects information, interviews individuals, analyzes evidence and facts and makes recommendations for corrective/disciplinary action that adheres to policies and associated employment laws. - Supports and ensures leadership conducts thorough investigations when warranted and develops clearly written investigative summaries, as well as appropriate correspondence relating to dispositions, grievances and general employee concerns. - Conduct research regarding employee satisfaction, morale and communications. Monitor employee retention and turnover through analysis of data and exit interviews. - Provide staff and administrators with both oral and written instruction in the form of interpretation of district policy, state and federal regulations and requirements. - Prepares a wide variety of written materials (e.g.reports, memos, letters, policies, etc.) for the purpose of documenting activities , providing written reference and/or conveying information. - Represent the district in unemployment hearings as appropriate - Take a proactive role in identifying and responding to employee issues; work in collaboration with district leadership to ensure preemptive and effective employee communications. - Ensure a complete, timely, and equitable investigation of all complaints against any assigned staff. - Stay abreast of current research and best practices in human resources management and development in educational and non-education-related settings, and adjust plans, policies and procedures accordingly. - Assist in implementing plan for addressing HR training needs org wide and develop and plan training programs to meet the established needs. - Participate in professional development that increases effectiveness and improves District performance. - Maintain strict confidentiality; exercise sound judgment in handling or working with confidential data and situations. - Support personnel records management and help ensure compliance with the state records management program. - Comply with policies established by federal and state law, including but not limited to State Board of Education and local Board policy. - Perform other job-related duties as assigned. What You Bring – Competencies Knowledge and Skills: - Strong Knowledge of federal, state, and local rules and regulations related to human resources, equal employment, and equal opportunity in the public sector. - Extensive knowledge of governmental operations, activities and services, particularly employee relations. - Knowledge of the principles of management and organization, personnel administration, public fiscal operations, and labor relations techniques. - Comprehensive working knowledge of employee relations, investigations, employment guidelines, and regulatory compliance. - Exceptional interpersonal skills, including excellent verbal and written communication abilities, with the ability to demonstrate active listening and possessing strong facilitation and conflict resolution skills. - Skilled in writing clearly and concisely including presenting technical analyses and agreements with precision. - Advanced proficiency in office technology - Ability to handle difficult employment issues in a highly professional and expeditious manner. - Ability to exercise sound judgments and make independent analyses and recommendations on difficult and sensitive employee relations matters. Required experience: - Bachelor’s degree from an accredited college or university - 5 years of related experience, including two years in a supervisory capacity - Thorough knowledge of federal, state and local laws, and board policies - Master’s degree from an accredited college or university (preferred) - SHRM-CP, SHRM-SCP, AASPA pHCLE, or AASPA-eHCLE certification (preferred) Physical Requirements: - Must be able to sit for extended periods of time without being able to leave the work area. - Must be able to climb ladders or scaffolding, or climb and work in overhead areas - Must be able to work in a confined space or to crawl or move about on hands and knees. - Physical ability to work around small children including sitting, standing, running and climbing stairs. - Must be able to lift and carry small children up to 40 pounds in case of emergency. - Must be able to work in indoor and outdoor environments, including in times of excessive heat or cold What We Offer: Compensation & Benefits: Salaries for people entering this role typically fall between $89,600 and $105,300 commensurate with relevant experience and qualifications and in alignment with internal equity. This role is also eligible for performance pay based on organizational performance and goal attainment. Additionally, we offer medical, dental, and vision plans, disability, life insurance, parenting benefits, flexible spending account options, generous vacation time, referral bonuses, professional development, and a 403(b) plan You can find more information about our benefits at https://ideapublicschools.org/careers/benefits/. * IDEA may offer a relocation stipend to defray the cost of moving for this role, if applicable. Learn more about IDEA - IDEA’s Core Values - https://ideapublicschools.org/careers/leadership/ - https://ideapublicschools.org/careers/campus-operations/ - https://ideapublicschools.org/our-approach/ - https://ideapublicschools.org/our-story/impact-magazine/ - https://ideapublicschools.org/our-story/history/ - https://ideapublicschools.org/our-approach/special-programs/ - https://ideapublicschools.org/blog/introducing-our-revised-core-values/

Director of Human Resources Role Mission: The Director of Human Resources is the organizational expert charged with leading human resources, employee relations, and legal/regulatory compliance within the region(s) they serve. The Director of Human Resources is responsible for effectively planning, developing, implementing and administering services associated with the human resources function. The Director of Human Resources promotes a culture that emphasizes exemplar customer service, communication, motivation and support, working collaboratively with HR senior leadership team to identify approaches and develop policies and practices that facilitate service and resources to IDEA. The Director of Human Resources will assist in the strategic plan of human resource priorities in support of organizational goals. Location: This is a full-time remote position based in Texas with preference given to candidates who live in El Paso, TX. What You’ll Do – Accountabilities In this role you will: - Participate as a senior leader of the HR Team to affect change and process improvements across the organization. - Facilitates the development of systems, policies and procedures to streamline operational functions, enhances the effectiveness of performance mangers by assisting in the design of programs which are consistent with HR goals and objectives. - Conducts audits to ensure human resources practices are implemented as directed by IDEA procedures, policy and/or state/federal regulation. - Provide appropriate support, direction, guidance, counseling, advice, and/or recommendations to effectively address Human Resources matters. - Leads employee annual renewals for their respective region and provides support to regional and campus leadership through the employee renewal process - Advise the Managing Director of Human Resourced and the VP of Human Resources on matters of employment law, policy, and regulation; drafts position papers as needed. - Campus visits when approved by Managing Director of Human Resources or VP of Human Resources - Direct and manage day-to-day operations of Human Resources area - Conducts investigations on employee related matters and collects information, interviews individuals, analyzes evidence and facts and makes recommendations for corrective/disciplinary action that adheres to policies and associated employment laws. - Supports and ensures leadership conducts thorough investigations when warranted and develops clearly written investigative summaries, as well as appropriate correspondence relating to dispositions, grievances and general employee concerns. - Conduct research regarding employee satisfaction, morale and communications. Monitor employee retention and turnover through analysis of data and exit interviews. - Provide staff and administrators with both oral and written instruction in the form of interpretation of district policy, state and federal regulations and requirements. - Prepares a wide variety of written materials (e.g.reports, memos, letters, policies, etc.) for the purpose of documenting activities , providing written reference and/or conveying information. - Represent the district in unemployment hearings as appropriate - Take a proactive role in identifying and responding to employee issues; work in collaboration with district leadership to ensure preemptive and effective employee communications. - Ensure a complete, timely, and equitable investigation of all complaints against any assigned staff. - Stay abreast of current research and best practices in human resources management and development in educational and non-education-related settings, and adjust plans, policies and procedures accordingly. - Assist in implementing plan for addressing HR training needs org wide and develop and plan training programs to meet the established needs. - Participate in professional development that increases effectiveness and improves District performance. - Maintain strict confidentiality; exercise sound judgment in handling or working with confidential data and situations. - Support personnel records management and help ensure compliance with the state records management program. - Comply with policies established by federal and state law, including but not limited to State Board of Education and local Board policy. - Perform other job-related duties as assigned. What You Bring – Competencies Knowledge and Skills: - Strong Knowledge of federal, state, and local rules and regulations related to human resources, equal employment, and equal opportunity in the public sector. - Extensive knowledge of governmental operations, activities and services, particularly employee relations. - Knowledge of the principles of management and organization, personnel administration, public fiscal operations, and labor relations techniques. - Comprehensive working knowledge of employee relations, investigations, employment guidelines, and regulatory compliance. - Exceptional interpersonal skills, including excellent verbal and written communication abilities, with the ability to demonstrate active listening and possessing strong facilitation and conflict resolution skills. - Skilled in writing clearly and concisely including presenting technical analyses and agreements with precision. - Advanced proficiency in office technology - Ability to handle difficult employment issues in a highly professional and expeditious manner. - Ability to exercise sound judgments and make independent analyses and recommendations on difficult and sensitive employee relations matters. Required experience: - Bachelor’s degree from an accredited college or university - 5 years of related experience, including two years in a supervisory capacity - Thorough knowledge of federal, state and local laws, and board policies - Master’s degree from an accredited college or university (preferred) - SHRM-CP, SHRM-SCP, AASPA pHCLE, or AASPA-eHCLE certification (preferred) Physical Requirements: · Must be able to sit for extended periods of time without being able to leave the work area. · Must be able to climb ladders or scaffolding, or climb and work in overhead areas · Must be able to work in a confined space or to crawl or move about on hands and knees. · Physical ability to work around small children including sitting, standing, running and climbing stairs. · Must be able to lift and carry small children up to 40 pounds in case of emergency. · Must be able to work in indoor and outdoor environments, including in times of excessive heat or cold What We Offer: Compensation & Benefits: Salaries for people entering this role typically fall between X and Y , commensurate with relevant experience and qualifications and in alignment with internal equity. This role is also eligible for performance pay based on organizational performance and goal attainment. Additionally, we offer medical, dental, and vision plans, disability, life insurance, parenting benefits, flexible spending account options, generous vacation time, referral bonuses, professional development, and a 403(b) plan. You can find more information about our benefits at https://ideapublicschools.org/careers/benefits/. * IDEA may offer a relocation stipend to defray the cost of moving for this role, if applicable. Application process: Submit your application online through Jobvite. Please note that applications will be reviewed on an ongoing basis until the position is filled. Applicants are encouraged to apply as early as possible. Learn more about IDEA At IDEA the Staff Experience Team uses our Core Values to promote human connection and a culture of integrity, respect, and belonging for all Team and Family members. Learn more about our Commitment to Core Values here: https://ideapublicschools.org/our-story/#core-values

• Update scorecards on Bloomgrowth. • Initiate Business Process in Workday of Quarterly Conversations. • Conducts Culture Environment Survey. • Share Birthdays and Anniversary cards. • Work closely with management and employees to improve work relationships, build morale, and increase productivity and retention. • Updates Job Descriptions. • Support departmental leaders and in managing talent development and employee discipline by providing recommended action plans. • Managing end to end employee lifecycle including – experience in Performance Achievement & Employee engagement. • Executes employees' internal movements and promotions in Workday. • Proactively monitor personnel for issues or situations. • Manages administrative tasks such as maintaining personnel records, managing HR documents, and updating internal databases. • Conducts exit interviews and forwards reports to employee's Immediate Superior, Business Unit Head, and HR Head. • Assisting Team Leaders and Directors on the creation of cases for Team Members and the corresponding feedback calls. • Continuously research industry trends and best practices to improve HR processes and policies that enhance employee satisfaction. • Manage and resolve complex employee relations issues. • Conduct effective, thorough, and objective investigations. • Supports employee engagement and Internal communication in the organization of company-wide events. • Serve as a main point of contact and manage relationships with the assigned department team members and leaders.

Role Description HelpGrid is seeking an HR Manager to take full ownership of people operations, organizational effectiveness, and workforce strategy across the company. This is not a traditional HR role focused only on administration or support only. In this role, you will act as the operational driver of the people function, ensuring that HR systems, processes, and initiatives are structured, measurable, and directly tied to business performance. This position is best suited for someone who cares about people, understands both strategic HR and operational execution, and who thrives in fast-moving environments where they are expected to build, optimize and advise; not just support. Key Responsibilities - People Operations Ownership & Execution - Own and continuously improve core HR processes including onboarding, performance management, team member relations, and offboarding. - Ensure HR operations are structured, scalable, and consistently executed across a distributed workforce. - Identify gaps, inefficiencies, or inconsistencies and drive improvements with clear, measurable outcomes. - Maintain high standards of compliance across global teams, contractor agreements, and internal policies. - Systems, Data & Operational Excellence - Build or redesign HR systems, frameworks, and workflows from the ground up (e.g., performance management, onboarding, org structure). - Own HRIS strategy, including implementation, optimization, and ongoing effectiveness. - Introduce automation and tools to reduce manual work and improve accuracy and visibility. - Use data to diagnose problems, define success metrics, and drive decisions. - Translate ambiguous problems into structured processes with clear ownership and outcomes. - Performance Management & Organizational Effectiveness - Design and implement performance management systems that drive accountability and measurable results. - Establish clear expectations, evaluation frameworks, and performance standards across teams. - Support and guide managers through performance conversations, including underperformance and compensation decisions. - Build systems to track and improve productivity, accountability, and team effectiveness. - Workforce Strategy & Business Partnering - Partner closely with the CEO and leadership team to align people strategy with business objectives. - Anticipate hiring needs and organizational challenges based on business growth and operational demands. - Provide clear, data-backed recommendations on hiring, retention, and organizational design. - Act as a trusted advisor, confidently challenging assumptions and influencing decisions. - Culture, Engagement & People Experience - Own and define HelpGrid’s culture, ensuring it supports high performance, accountability, and engagement. - Design and implement programs that improve engagement, retention, and team effectiveness. - Establish measurable ways to track culture health (e.g., engagement scores, retention trends, performance outcomes). - Ensure culture is operationalized through systems, behaviors, and leadership accountability, not just initiatives. - Lead and manage difficult conversations with clarity, fairness, and a strong performance-oriented mindset. What Success Looks Like - Clearly defined and consistently executed HR processes across the organization. - Performance management systems that drive accountability and measurable improvement. - Strong, clearly defined culture that is measurable and aligned with business goals. - Clear visibility into workforce metrics, with actionable insights. - Ability to quickly explain people-related challenges, root causes, and solutions. - Improved retention, engagement, and team performance over time. - Scalable HR systems and structures that support company growth. - Concise, clear, and data-backed communication with leadership. Qualifications - Proven experience as an HR Manager or Senior HR Business Partner, ideally within a SaaS company or high-volume operations environment. - Strong understanding of global HR practices, with the ability to adapt across different cultural and legal contexts. - Demonstrated ability to balance strategic initiatives with hands-on execution. - Proficiency in HRIS systems, workforce analytics, and reporting tools. - Excellent cross-cultural communication and collaboration skills, particularly with globally distributed teams. - Strong problem-solving, analytical, and decision-making skills. - Proactive, adaptable, and capable of managing multiple priorities in a fast-paced environment. Preferred Qualities - Experience owning or leading culture and engagement initiatives end-to-end. - Experience in distributed or global teams. - Background in both strategic HR and hands-on operational execution. - Experience implementing or optimizing HRIS or performance management systems. - Track record of identifying problems proactively and driving measurable improvements. - Experience working closely with senior leadership or founders. Interview Process - Step 1: Introductory Video (3–5 minutes) - Shortlisted candidates will be provided with a link to submit a short video introducing themselves and answering a provided question. - Step 2: Initial Interview (Recruitment Team) - A structured interview focused on experience, core competencies, and role alignment. - Step 3: 2nd Interview (HR Director) - A deeper discussion on HR operations, systems, and past experience. - Step 4: Final Interview (Executive Team) - Final conversation with leadership. Employment Details - Department: HR - Reports To: CEO - Type: Full-time - Location: Remote Company Description HelpGrid is a performance-driven growth partner for eCommerce brands in the health and wellness space. We specialize in abandoned cart recovery, post-sale engagement, and customer support, helping our clients recover 10–15% more revenue from existing traffic. In fact, our work drove over $35 million in additional revenue for our clients last year alone. What started as a small but mighty support team has grown into a full-scale revenue engine, and now, a tech company. We've built custom internal tools to optimize conversations, scale faster, and deepen customer connection, and we're now turning those tools into software products powered by AI and automation. Whether you're a closer, a creative, a builder, or a systems thinker, there's room to grow with us. We care about performance, but we care just as much about people, and we’re building a place where both can thrive. We’re growing fast, and we’re looking for people who want to grow with us. Equal Opportunity Employer We are committed to equality of opportunity, welcoming diverse candidates, and fostering a work environment free from discrimination on the basis of race, color, ancestry, national/regional or ethnic origin, religious beliefs, sex, gender identity, sexual orientation, marital or family status, age, or physical impairments.