We're Hiring!

Title: 231 - OD&HR Operations Manager

Organization: OD&HR

Department: Org Developmnt & Human Resources

Location: OD&HR

Rate of Pay: $71,625.63

Job Summary

The OD&HR Operations Manager supports the overall effectiveness of the Organizational Development and Human Resources Department by overseeing key operational processes, systems, reporting, and administrative functions. This position works across OD&HR programs to ensure processes are consistent, information is accurate, deadlines are met, and department initiatives continue to move forward.

The position is responsible for monitoring departmental activities and performance, identifying opportunities to improve processes, and helping develop practical solutions that strengthen service delivery and internal operations. The Operations Manager uses data and operational trends to identify areas that may require additional attention, while recognizing the importance and employee impact of the work performed within OD&HR.

This role works closely with the Chief People Officer, OD&HR leadership, program leads, and staff to coordinate priorities and support department-wide initiatives. The Operations Manager provides day-to-day guidance, coaching, and mentorship to assigned staff, helping team members strengthen their skills, take ownership of their work, and grow professionally. The position helps foster a collaborative and accountable team while ensuring the department's operations remain organized, responsive, and aligned with City and departmental priorities.

Competencies

Emotional Intelligence
Ethical Practice
Critical Thinking & Sound Judgment
Time Management & Prioritization
People-First Problem Solving
Communication & Trust-Building
Discretion & Integrity
Relationship Management
HR & Compliance Expertise
Calm Under Pressure
Purpose-Driven Mindset

Key Functions/Knowledge/Skills

Review OD&HR processes and workflows, including the employee lifecycle, Right Fit Process, leave administration, and other departmental functions to identify gaps, inefficiencies, and opportunities for improvement.

Recommend and implement practical process improvements in collaboration with OD&HR leadership and program leads.

Develop and maintain standard operating procedures (SOPs), workflows, and other documentation that promote consistency, efficiency, and continuity across the department.

Monitor the effectiveness of implemented improvements and recommend adjustments as needed.

Develop and maintain dashboards and recurring reports that track departmental key performance indicators, including cycle times, compliance rates, case volumes, completion rates, and other operational measures.

Monitor data integrity across HRIS and related systems, conduct routine audits, and coordinate the resolution of identified discrepancies.

Analyze operational data and trends to identify areas requiring attention, potential risks, and opportunities to improve service delivery.

Prepare and coordinate departmental reporting for OD&HR leadership, City management, and the City Commission, as needed.

Oversee the administrative tracking of Performance Improvement Plans (PIPs), including initiation, milestones, check-ins, required documentation, deadlines, and final outcomes.

Maintain centralized PIP tracking and proactively communicate upcoming deadlines, outstanding actions, and trends requiring leadership attention.

Coordinate and monitor citywide employee check-ins and performance cycles to promote timely completion, consistent documentation, and meaningful employee feedback.

Analyze performance management activity and identify opportunities to strengthen processes, tools, and support provided to departments.

Oversee the City's administrative response process for Texas Workforce Commission (TWC) unemployment claims, including deadlines, documentation, responses, and outcome tracking.

Coordinate with departments and appropriate OD&HR staff to ensure responses are timely, accurate, and appropriately supported.

Monitor claim activity and outcomes to identify trends, recurring issues, and potential areas of risk for leadership review.

Oversee the administration of the City's pre-employment and reasonable suspicion drug testing processes, including scheduling, vendor coordination, documentation, results tracking, and program compliance.

Maintain appropriate confidentiality and ensure records are complete, accurate, and properly maintained.

Monitor departmental and vendor compliance and promptly elevate operational or compliance concerns to OD&HR leadership.

Provide day-to-day leadership and work direction to assigned OD&HR staff, including workload coordination, prioritization, quality review, and follow-through.

Coach and mentor team members to strengthen their knowledge, judgment, confidence, and ability to independently manage their responsibilities.

Establish clear expectations, provide meaningful feedback, encourage accountability, and identify opportunities for professional growth and development.

Promote collaboration, open communication, problem-solving, and a strong service mindset across the OD&HR team.

Support a workplace culture where employees are encouraged to bring forward ideas, take ownership of their work, and continuously improve how the department serves others.

Support HRBP educational sessions by identifying operational trends, policy questions, documentation concerns, employee handbook gaps, and other topics that may benefit from additional guidance or discussion.

Research and prepare materials that help promote consistent understanding and application of City policies, procedures, and HR practices.

Serve as a resource to OD&HR staff by helping translate policies and operational requirements into clear and consistent practices.

Support departmental audits and monitor OD&HR processes for compliance with applicable federal and state requirements, City policies, and established procedures.

Maintain accurate, organized, and audit-ready documentation across assigned operational areas.

Identify operational or compliance risks and work collaboratively with OD&HR leadership and appropriate program leads to develop solutions.

Perform other related duties and support department-wide initiatives as assigned.

Minimum Education & Experience

Job requires a Bachelor's Degree in Human Resources, Business Administration, Public Administration, or a related field of study. Equivalent combination of education and experience will be considered.

The job requires four (4) to six (6) years of progressively responsible experience in HR operations, HR analytics, or business operations, including demonstrated experience in process improvement, compliance tracking, and reporting/dashboard development. Experience in a municipal or public-sector environment is preferred.

Experience providing administrative work direction to support staff is preferred. Familiarity with Texas Workforce Commission (TWC) unemployment claims processes is a plus. The job requires knowledge of human resource functions, applicable employment laws, and operational management principles. SHRM-CP or PHR certification is a plus.

Special Certifications & Licenses

Valid Driver's License, Texas within 6 months.

SHRM-CP, PHR, or equivalent HR certification preferred but not required.

Independence & Judgement

Receives general direction regarding expected outcomes and departmental priorities; responsible for independently recognizing operational problems — including data discrepancies, PIP tracking gaps, TWC documentation risks, and process breakdowns — and taking initiative to resolve them. Exercises sound judgment in handling sensitive employee data and situations, knowing when to escalate complex or legally sensitive matters to the direct supervisor. Applies emotional intelligence when navigating situations that involve employees' careers or wellbeing.

Initiative & Ingenuity

Progressive level of operational and people-management specialization requiring interpretation of varied and sometimes ambiguous situations. Must proactively identify gaps in HR processes, documentation, or compliance without waiting to be directed; must know where to look for answers and who to involve. Takes multiple factors — legal, procedural, and human — into account when recommending process improvements or escalating concerns. Manages competing priorities across tracking systems, program cycles, and cross-departmental collaboration.

Supervisory & Responsibility

Provides administrative work direction, scheduling, and quality review to assigned OD&HR support staff (e.g., HR Operations Coordinators, HR Data & Reporting Analysts). Does not conduct performance coaching, mentoring, or hiring for those staff — those responsibilities remain with the direct supervisor. Responsible for ensuring assigned staff complete work accurately and in alignment with department standards.

Financial Responsibility

May assist in managing vendor relationships and expenditures related to the drug testing program and HR operational tools within established City procurement guidelines. Provides input and recommendations on operational needs that may have budgetary implications; does not hold independent budget authority.

Level & Frequency of Outside Contact

Regular contact with a wide variety of City departments, supervisors, and employees — often involving sensitive matters related to performance, compliance, or employment status. Occasional contact with external vendors (drug testing providers, HRIS vendors), Texas Workforce Commission representatives, and legal counsel. Interactions require tact, discretion, and the ability to build trust across varied audiences.

Physical Demands

Office job with little or occasional light physical effort.

Responsibility for Equipment & Property

Responsible for the use of equipment and property such as office equipment, computer systems, HRIS platforms, and supplies used in an office environment.

Working Conditions

Office job; no adverse conditions. Occasional extended hours may be required during reporting deadlines, audits, TWC hearing periods, or time-sensitive departmental initiatives.

Other Requirements

The City of Brownsville requires all employees to successfully pass a Drug & Alcohol examination and a Background Check.

ADA Requirements

The City of Brownsville is an Equal Opportunity Employer. ADA requires the City to provide reasonable accommodations to qualified individuals with disabilities. Prospective and current employees are invited to discuss accommodations.

Benefits

The City of Brownsville offers a comprehensive benefits package designed to support its employees' well-being and future. Employees participate in a robust retirement plan through the Texas Municipal Retirement System (TMRS) City to Employee Matching Ratio 2:1, with eligibility for retirement after 5 years of service at age 60 or 20 years of service at any age.

The City provides exceptional health benefits, including medical, dental, and life insurance plans for employees and their families, along with vision coverage for employees enrolled in health insurance through MetLife. Employees and their dependents can also access care at Frontier Clinic at no cost when covered by the City's health plan. Additionally, pet insurance is available as a voluntary benefit.

Employees have access to deferred compensation plans through Equitable and supplemental insurance options from AFLAC and Colonial Life. Full-time employees accrue 10 sick days and 15 vacation days annually.

The City offers parental leave concurrent with FMLA for eligible employees, longevity pay, and 100% tuition assistance up to $5,000 annually. Furthermore, Brownsville observes 14 holidays per year, plus two floating holidays, giving employees a balanced and rewarding work-life experience.

Starting in fiscal year 2025, employees will have access to flexible scheduling options as part of our commitment to work-life balance.

EEOC Statements

The City of Brownsville does not discriminate on the basis of race, color, religion, sex (including pregnancy and gender identity), national origin, political affiliation, sexual orientation, marital status, disability, genetic information, age, membership in an employee organization, retaliation, parental status, military service, or other non-merit factors.