Texas Juvenile Justice Department
TJJD - HR Specialist VI - HR Administrator - Operation HR Business Partner (EVN)
Texas Juvenile Justice Department, Edinburg, Texas, us, 78540
General Description
Performs highly advanced and/or supervisory (senior-level) strategic human resources (HR) management work in support of a secure juvenile correctional facility. The HR Business Partner (HRBP) serves as a strategic advisor and leader within the Human Resources team, supporting the Juvenile Justice Department in Texas. This role is responsible for aligning HR strategies with operational goals, driving workforce planning, and fostering a culture of excellence by prioritizing safety, accountability, and transparency. The HRBP will lead initiatives that support talent development, employee engagement, and organizational effectiveness, while ensuring compliance with applicable laws and policies.
Works with minimal supervision, with extensive latitude in the use of initiative and independent judgment. May be required to work in excess of 40 hours per week and travel occasionally. This role supports a 24/7 operational facility, requiring flexibility to address HR needs across all shifts, including occasional on‑site presence during non‑standard hours to support staff and leadership. Must handle sensitive and confidential information with discretion and professionalism.
Essential Functions
Lead workforce planning, succession planning, and organizational design efforts.
Serve as a change agent in driving cultural transformation and continuous improvement.
Provide expert guidance on employee relations matters, investigations, and conflict resolution.
Review and ensure compliance with federal, state, and local employment laws, as well as internal policies and procedures.
Collaborate with Central Office HR Team, Operations Director, Deputy Director, Clinical and Education teams on sensitive HR issues.
Develop and lead initiatives to attract, retain, and develop high‑performing talent across juvenile justice roles.
Plan, design, and implement leadership development programs tailored to juvenile justice, corrections, and administrative staff.
Provide and support performance management processes and coach leaders on feedback and professional development planning.
Analyze HR metrics to identify and report trends and recommend data‑driven solutions.
Oversee HR projects and initiatives, ensuring timely execution and measurable outcomes.
Collaborate with Central Office HR and payroll teams to ensure accurate data and reporting.
Supervise and mentor HR team members supporting the Juvenile Justice Department. Build strong relationships with department heads, and external stakeholders.
Represent HR in cross‑functional committees and strategic planning sessions.
Perform a variety of related duties not listed to be determined and assigned as needed.
Reports safety hazards and corrects hazards when possible.
Will be required to travel up to 25% of the time.
Actively embody and support the Texas Model by demonstrating its core values in daily tasks and interactions with others.
Qualifications Minimum Qualifications:
Bachelor’s degree in Human Resources, Public Administration, Criminal Justice, or related field. Five (5) years of full‑time wage‑earning experience in an HR environment. Three (3) years in a leadership or business partner role. Experience working in or with juvenile justice, law enforcement, or public sector organizations strongly preferred. Strong knowledge of employment law, labor relations, and public sector HR practices. Proven ability to lead strategic initiatives and influence senior leaders. Exceptional communication, problem‑solving, and interpersonal skills.
Preferred Qualifications:
Experience using the Centralized Accounting / Payroll and Personnel System (CAPPS) HR, Uniform Statewide Payroll / Personnel System (USPS), PeopleSoft HR, or Taleo.
Experience using Microsoft Office applications (Outlook, Excel, Word).
Experience using relational database systems.
Experience and Education Substitutions PHR, SPHR, SHRM‑CP, or SHRM‑SCP certification may substitute for one year of experience.
Pro‑rated part‑time experience may satisfy the experience requirement.
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 principles and practices of HR management.
Knowledge of human resources programs such as employment, compensation, classification, employee relations, benefits, and workers’ compensation.
Knowledge of federal, state, and local laws and regulations governing personnel activities.
CAPPS HR / Payroll system proficiency.
Skill in oral and written communication.
Skill in conducting interviews.
Skill in using computer and HR‑related software applications.
Skill in using various modules within CAPPS HR / Payroll or PeopleSoft HR.
Skill in handling multiple tasks and prioritizing.
Skill in problem solving.
Ability to explain policies and procedures to staff and the public.
Ability to maintain confidential and sensitive information.
Ability to develop and analyze HR processes.
Ability to establish and maintain effective working relationships with applicants, employees, and the general public.
Ability to communicate effectively, both orally and in writing.
Ability to train others.
Ability to plan, assign, and supervise the work of others.
Ability to work in excess of 40 hours per week and travel occasionally.
Physical Demands and Working Conditions
Reasonable accommodations will be made to enable individuals with disabilities to perform the essential functions.
Heavy lifting, up to 25 lbs.
Heavy carrying, up to 25 lbs.
Pulling
Pushing
Walking
Sitting
Prolonged sitting
Repeated bending
Identify colors
Depth perception
Operate motor equipment
Reaching above shoulder
Manual / finger dexterity
Dual simultaneous grasping
Twisting
Kneeling
Stooping
Climbing stairs
Benefits
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: Dental, Vision, Optional Life Insurance, Voluntary AD&D Insurance, Dependent Health & Life insurance, Health & Dependent care flexible spending accounts, etc.
Eligible for hazardous duty pay, career ladder advancements, and free meals while on duty.
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Works with minimal supervision, with extensive latitude in the use of initiative and independent judgment. May be required to work in excess of 40 hours per week and travel occasionally. This role supports a 24/7 operational facility, requiring flexibility to address HR needs across all shifts, including occasional on‑site presence during non‑standard hours to support staff and leadership. Must handle sensitive and confidential information with discretion and professionalism.
Essential Functions
Lead workforce planning, succession planning, and organizational design efforts.
Serve as a change agent in driving cultural transformation and continuous improvement.
Provide expert guidance on employee relations matters, investigations, and conflict resolution.
Review and ensure compliance with federal, state, and local employment laws, as well as internal policies and procedures.
Collaborate with Central Office HR Team, Operations Director, Deputy Director, Clinical and Education teams on sensitive HR issues.
Develop and lead initiatives to attract, retain, and develop high‑performing talent across juvenile justice roles.
Plan, design, and implement leadership development programs tailored to juvenile justice, corrections, and administrative staff.
Provide and support performance management processes and coach leaders on feedback and professional development planning.
Analyze HR metrics to identify and report trends and recommend data‑driven solutions.
Oversee HR projects and initiatives, ensuring timely execution and measurable outcomes.
Collaborate with Central Office HR and payroll teams to ensure accurate data and reporting.
Supervise and mentor HR team members supporting the Juvenile Justice Department. Build strong relationships with department heads, and external stakeholders.
Represent HR in cross‑functional committees and strategic planning sessions.
Perform a variety of related duties not listed to be determined and assigned as needed.
Reports safety hazards and corrects hazards when possible.
Will be required to travel up to 25% of the time.
Actively embody and support the Texas Model by demonstrating its core values in daily tasks and interactions with others.
Qualifications Minimum Qualifications:
Bachelor’s degree in Human Resources, Public Administration, Criminal Justice, or related field. Five (5) years of full‑time wage‑earning experience in an HR environment. Three (3) years in a leadership or business partner role. Experience working in or with juvenile justice, law enforcement, or public sector organizations strongly preferred. Strong knowledge of employment law, labor relations, and public sector HR practices. Proven ability to lead strategic initiatives and influence senior leaders. Exceptional communication, problem‑solving, and interpersonal skills.
Preferred Qualifications:
Experience using the Centralized Accounting / Payroll and Personnel System (CAPPS) HR, Uniform Statewide Payroll / Personnel System (USPS), PeopleSoft HR, or Taleo.
Experience using Microsoft Office applications (Outlook, Excel, Word).
Experience using relational database systems.
Experience and Education Substitutions PHR, SPHR, SHRM‑CP, or SHRM‑SCP certification may substitute for one year of experience.
Pro‑rated part‑time experience may satisfy the experience requirement.
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 principles and practices of HR management.
Knowledge of human resources programs such as employment, compensation, classification, employee relations, benefits, and workers’ compensation.
Knowledge of federal, state, and local laws and regulations governing personnel activities.
CAPPS HR / Payroll system proficiency.
Skill in oral and written communication.
Skill in conducting interviews.
Skill in using computer and HR‑related software applications.
Skill in using various modules within CAPPS HR / Payroll or PeopleSoft HR.
Skill in handling multiple tasks and prioritizing.
Skill in problem solving.
Ability to explain policies and procedures to staff and the public.
Ability to maintain confidential and sensitive information.
Ability to develop and analyze HR processes.
Ability to establish and maintain effective working relationships with applicants, employees, and the general public.
Ability to communicate effectively, both orally and in writing.
Ability to train others.
Ability to plan, assign, and supervise the work of others.
Ability to work in excess of 40 hours per week and travel occasionally.
Physical Demands and Working Conditions
Reasonable accommodations will be made to enable individuals with disabilities to perform the essential functions.
Heavy lifting, up to 25 lbs.
Heavy carrying, up to 25 lbs.
Pulling
Pushing
Walking
Sitting
Prolonged sitting
Repeated bending
Identify colors
Depth perception
Operate motor equipment
Reaching above shoulder
Manual / finger dexterity
Dual simultaneous grasping
Twisting
Kneeling
Stooping
Climbing stairs
Benefits
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: Dental, Vision, Optional Life Insurance, Voluntary AD&D Insurance, Dependent Health & Life insurance, Health & Dependent care flexible spending accounts, etc.
Eligible for hazardous duty pay, career ladder advancements, and free meals while on duty.
#J-18808-Ljbffr