Director of Human Resources & Organizational Support

Opening Date: 10/09/2026

Closing Date: Open Until Filled

Location: Bush Bldg., 1801 Congress Ave, Austin, TX 78701 Class Code: 1623, 1624AE, 1625

FLSA: Exec-Exempt

Salary Group/Salary: B29, B30, B31, $140,000.04 – $175,000.08/yr.

Division: Human Resources

Number of positions: 1General Description The Director of Human Resources provides highly advanced managerial and enterprise-level leadership for the agency’s Human Resources and Organizational Support (HROS) Division and serves as a key member of the executive team. Reporting to the Chief of Staff, the Director will develop and execute a forward-looking, people strategy that advances organizational performance, develops talent, strengthens workplace culture, and supports TDLR’s continued success. This visible role is designed for an innovative, collaborative, and results-oriented HR executive who operates as a strategic business partner. The Director will set the HROS Division’s vision, priorities, performance measures, and operating standards while building a high-performing team that delivers trusted, responsive, and exceptional service across the agency. The Director will lead the transformation and modernization of the agency’s people practices, using data, technology, innovation, and emerging best practices to advance recruitment and retention, workforce planning, employee engagement, performance management, leadership development, succession planning, organizational effectiveness, and the employee experience. The Director will establish meaningful metrics and continuous improvement while ensuring responsible stewardship of public resources. The Director is expected to provide leadership in advancing the agency’s mission and organizational objectives. This position operates with minimal supervision and extensive latitude for initiative, innovation, and independent judgment.

Essential Job Functions: Lead the strategic direction and operational effectiveness of the Human Resources and Organizational Support (HROS) Division, ensuring the delivery of innovative, high-quality, and customer-focused services across the agency. Direct the agency’s comprehensive human resources strategy, including talent acquisition and retention, employee relations, classification and compensation, benefits, leave, payroll, workforce planning, training and development, performance management and employee records. Transform and modernize talent and workforce practices by leveraging data, technology, emerging best practices, and continuous improvement to strengthen organizational performance and employee experience. Establish and oversee enterprise-wide performance management and employee engagement strategies, including systems, measures, and practices that promote accountability, development, and high performance. Provide executive leadership on complex employee and workplace matters, ensuring fair, consistent, and legally compliant practices and serving as a trusted advisor to agency executives and managers. Ensure compliance with applicable state and federal employment laws, regulations, and agency policies, while identifying and proactively addressing organizational risk and emerging workforce issues. Use workforce analytics and organizational data to identify trends, anticipate workforce needs, inform strategic decisions, and develop solutions to recruitment, retention, succession, and organizational effectiveness challenges. Lead the development, management, and stewardship of the HROS budget, including strategic resource allocation and oversight of major expenditures. Serve as a strategic advisor to executive leadership and agency management on workforce strategy, organizational development, employee relations, leadership development, and other matters affecting agency performance. Promote and support a cohesive culture and procedures for a statewide agency that continues to grow and is responsible for a wide variety of programs and functions. Represent the agency and HROS Division before internal and external stakeholders, including legislative bodies, professional organizations, conferences, and other forums, as appropriate. Communicate complex workforce issues, trends, risks, and recommendations clearly and effectively to executive leadership, managers, employees, and other stakeholders while maintaining appropriate confidentiality. Lead HROS responses to legislative inquiries and requests for information and contribute to the development of legislative appropriation requests and other agency priorities. Manage, build, and sustain a high-performing HROS team and culture through clear expectations, accountability, collaboration, innovation, professional development, and a commitment to exceptional service. Model TDLR’s core values and leadership expectations, foster a culture of teamwork and continuous improvement, and perform related work as assigned.

Required and Preferred Qualifications: Graduation from an accredited four-year college or university is required. (Additional human resources experience, in excess of the required 5 years, may substitute for college on a year-for-year basis.)Five or more years of human resources management or employment law experience is required. Five or more years of experience leading a team of professionals performing human resources management functions and supervising the work of others is required. Willingness to work extra hours as required. Experience with job performance appraisal systems, reviewing evaluations for HR compliance, assessing performance standards/expectations, and advising management on employee improvement to address deficiencies is preferred. Experience planning, coordinating, and handling multiple priorities while implementing substantial projects by assigned deadlines is preferred. Experience with the Comprehensive Accounting & Payroll/Personnel System (CAPPS) at a state agency is preferred. Experience with personnel payroll actions, classification and compensation management, position management, and job postings and employment selections is preferred. Experience with benefits, new employee orientation, FMLA, ADA, and leave accounting is preferred. Experience in handling employee relations issues, disciplinary actions, or conducting internal investigations is preferred. Experience with implementing organizational process improvement solutions is preferred. Certification as PHR or SPHR is preferred.

Knowledge, Skills, and Abilities: Knowledge of: principles and practices of human resource management; and of federal and state laws, statutes, and regulations relating to employment law and human resources management; andcore human resources functions, including performance evaluations, employee relations and disciplinary actions, personnel payroll actions/compensation management, classification and position management, human resources administration, recruitment, selections, benefits, leave accounting, training, and staff development. Skill in: decision-making, including assessing risk and using good judgement to inform decisions and recommendations to leadership; conflict resolution and working quickly and collaboratively to solve problems. Ability to: coordinate multiple priorities and function effectively in a fast-paced environment and meet deadlines; effectively organize activities, plan projects, and implement effective solutions to meet completion goals; communicate effectively in writing and orally with individuals and make effective group presentations; provide facilitation and effective consultation to management and staff; develop, interpret, and apply agency policies, procedures, and regulations and explain them in a clear and concise manner; coordinate activities, assign work, and supervise others; maintain strict confidentiality and display a high degree of integrity and professionalism; exercise good judgment and make sound decisions and recommendations affecting the agency; establish and maintain effective working relationships with employees, co-workers, management, and other state agency staff; demonstrate superior customer service skills by maintaining a professional manner while communicating tactfully and effectively with others in a timely manner; organize and maintain files and records; andgather, assemble, correlate, and analyze facts.

Physical and Mental Requirements: Must be able to sit or stand for extended periods of time, work well in stressful situations under strict deadlines, and operate standard office equipment and computer software. Military Occupational Specialty Codes Veterans, Reservists, or Guardsmen with a MOS or additional duties or other related fields pertaining to the minimum experience requirements may meet the minimum qualifications for this position and are encouraged to apply. Additional Military Crosswalk information can be accessed at: https://hr.sao.texas.gov/Compensation/MilitaryCrosswalk/MOSC_ProgramManagement.pdfSELECTIVE SERVICE REGISTRATION In accordance with legislation effective September 1, 1999, male candidates aged 18 to 25 are required to show proof of selective service registration (or exemption) prior to an offer of employment. Such proof is not required to be filed with an application but must be provided upon request by the Human Resources office. E-VERIFY This employer participates in E-Verify and will provide the Social Security Administration (SSA) and if necessary, the Department of Homeland Security (DHS), with information from each new employee’s Form I-9 to confirm work authorization. TDLR is not considering applications from individuals who require sponsorship for an employment visa, including those currently on student or post-graduate visas. All candidates must be approved to work in the United States by E-Verify and must present the needed documentation upon request. TDLR IS AN EQUAL EMPLOYMENT OPPORTUNITY EMPLOYER In compliance with the Americans with Disabilities Act (ADA), TDLR will provide reasonable accommodation. If you are scheduled for an interview and require reasonable accommodation in the 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.