HR Coordinator, Training & Employee Relations

The HR Coordinator, Training & Employee Relations, is responsible for overseeing and implementing functions that support the agency’s talent management strategy with a focus on training and employee relations, while ensuring that services provided are in alignment with the Social Determinants of Health through a trauma informed care lens as defined by the agency.
Assess current agency wide training and development procedures, then create and implement a plan to build training and development for all employees agency wide.
Develop both short-term and long-term training and development goals to effectively manage human capital and are aligned with agency goals and objectives.
Coordinate and conduct training sessions at various locations for the agency.
In addition, the HR Coordinator, Training & Employee Relations is responsible for data analysis of employee feedback and survey results.
Respond and report on employee relations feedback received.
Job Functions: Ensures that clients have access, as needed, to all five pillars of the social determinants of health with a trauma informed lens through Agency services and/or community partners.
Responsible for assessing agency wide development needs and ensuring training and development initiatives are in alignment with the Agency’s Talent Management Strategy (Attract, Retain, Maintain, Develop, Reward).
Ensure the effective development, coordination, and presentation of training development programs for all employees.
Continually evaluate procedures to monitor and analyze all training effectiveness and update curriculum as necessary.
Enhance employee engagement through training programs.
Assess agency wide development needs, consult with management to assess training needs and create agency wide training and development strategy to address those needs.
Evaluate and maximize agency return on investment for all training initiatives.
Respond to employee relations issues agency wide, such as employee complaints, harassment allegations, etc.
, escalating issues as necessary.
Partners with Manager, Human Resources and staff agency wide to communicate various HR policies, procedures, laws, standards, and government regulations.
Work with managers and staff to settle work-related conflicts through advice, guidance, coaching, mutual respect and recommendation.
Recommend solutions to administer when repetition of individual problems indicate negative trends.
Supervise and direct assigned staff and volunteers to effectively manage the clerical functions (filing, data entry, etc.
) of the department.
Duties include on-going supervision, personnel reviews and evaluations, recommending agency-funded professional development activities, and approving staff time worked and mileage/travel reports as necessary.
Conduct surveys following all training events and agency wide exit interviews.
Analyze survey and exit interview data and make recommendations as needed regarding future training.
Lead the development of training strategies utilizing various technology mediums that engage and encourage learning.
Oversee the development, coordination, and implementation of staff recognition programs.
Establish and maintain relationships with external training vendors or suppliers as required.
Manage documentation of training for all employees and of all training programs.
Provide reporting on all training records and processes as necessary.
Maintain library of training programs, documents and procedures.
Remain current on training trends, methodologies, and adult learning.
Update training materials as needed.
Design, develop, and recommend employee training, engagement, and retention programs that reduce turnover and increase employee engagement.
Ability to communicate professionally and motivate across all levels of management.
Maintain good relationships with stakeholders (including current and potential clients, community and coworkers), focusing on providing excellent and culturally sensitive customer service and presenting a positive image of the agency in all community and stakeholder interactions.
Maintain a working environment which encourages mutual respect, promotes respectful and congenial relationships between employees and is free from all forms of harassment.
Perform other duties as assigned, including presentations to community groups and organizations, in accordance with the agency’s “team” philosophy.
QUALIFICATIONS: To perform this job satisfactorily, an individual must be able to perform each essential performance requirement satisfactorily.
The requirements listed below are representative of the training, experience, knowledge, and skills required for this job.
Reasonable accommodation may be made to enable an individual with disabilities to perform the essential functions listed above.
Education/Training/Experience: Bachelor’s degree in Human Resources or related field required; and Professional in Human Resources (PHR) or Senior Professional in Human Resources (SPHR) certification strongly preferred.
Five (5) to seven (7) years experience in Human Resources to include training and development and handling difficult employee relations issues.
Knowledge of adult training methodologies and learning management systems.
Training certification(s) a plus.
Fluent in English and Spanish (read, write, and speak) desirable.
Staff will be required to submit proof of their vaccination status or may request to be exempt from vaccination due to a religious and/or medical accommodation.
Certificate or license, as applicable, by the appropriate State agency as a qualified practitioner.
State of Texas vehicle operator’s license and proof of liability insurance.
Experience Preferred Fluent in English and Spanish (read, write, and speak) desirable.
Knowledge of adult training methodologies and learning management systems.
Training certification(s) a plus.
5 - 7 years: Five (5) to seven (7) years experience in Human Resources to include training and development and handling difficult employee relations issues.
Licenses & Certifications Preferred SHRM-CP PHR Equal Opportunity Employer/Protected Veterans/Individuals with Disabilities The contractor will not discharge or in any other manner discriminate against employees or applicants because they have inquired about, discussed, or disclosed their own pay or the pay of another employee or applicant.
However, employees who have access to the compensation information of other employees or applicants as a part of their essential job functions cannot disclose the pay of other employees or applicants to individuals who do not otherwise have access to compensation information, unless the disclosure is (a) in response to a formal complaint or charge, (b) in furtherance of an investigation, proceeding, hearing, or action, including an investigation conducted by the employer, or (c) consistent with the contractor’s legal duty to furnish information.
41 CFR 60-1.
35(c)