ASSISTANT DIRECTOR, HUMAN RESOURCES OPERATIONS - Human Resources

The Assistant Director of Human Resources Operations is responsible for assisting with the daily functions of the Human Resources Department and supporting the Human Resources Director by providing leadership and oversight of HR Operations.

This position oversees key functional areas including talent acquisition, employee relations, HR compliance, Civil Service, workplace investigations, and personnel records management. The Assistant Director ensures HR policies, procedures, and personnel practices are consistently applied, operationally effective, and compliant with applicable federal, state, local, Civil Service, and County requirements.

The Assistant Director serves as a senior HR advisor to department heads, elected and appointed officials, executive leadership, managers, and supervisors and must be capable of navigating the organizational, political, regulatory, and operational complexities associated with a large county government.

This position requires a leader who combines HR expertise, operational discipline, sound judgment, organizational and political awareness, and a strong commitment to public service. The Assistant Director helps translate organizational priorities into effective HR operations, establishes accountability, develops staff, improves processes, and supports the continued development of a high-performing Human Resources function.

Tarrant County recognizes that relevant leadership experience may be gained in a variety of complex, mission-driven organizations. Senior Human Resources, personnel, manpower, or workforce leadership experience within the United States Armed Forces, federal government, state or local government, Civil Service, or similarly structured organizations may provide highly relevant preparation for this position.

Supervisory Responsibilities

Supervises one or more employees within the Human Resources Department and provides leadership, direction, coordination, and evaluation of assigned employees and HR functions.

Carries out supervisory responsibilities in accordance with County policies and applicable laws. Responsibilities include interviewing, hiring, onboarding, and training employees; establishing performance expectations; planning, assigning, and directing work; evaluating performance; recognizing achievement; addressing performance and disciplinary matters; resolving complaints and operational issues; and developing employees for increased levels of responsibility.

The Assistant Director is expected to establish a culture of accountability, responsiveness, professional service, teamwork, operational excellence, and continuous improvement.

Essential Duties and Responsibilities

Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions.

• Supervises teams responsible for daily HR operations, including talent acquisition, employee relations, HR compliance, Civil Service, workplace investigations, and personnel records.
• Supports the Human Resources Director in translating County and departmental priorities into effective HR operating plans, processes, service standards, and performance expectations.
• Ensures consistent application and interpretation of HR policies, procedures, employment practices, and personnel processes across County departments.
• Assists in the development, implementation, and communication of policies and procedures established in accordance with federal, state, local, Civil Service, and County requirements.
• Advises department heads, elected and appointed officials, executive leadership, managers, and supervisors regarding employment concerns, grievances, employee relations, performance matters, personnel actions, and interpretation of policies and procedures.
• Develops effective working relationships across a complex government organization and demonstrates the judgment and organizational awareness necessary to balance operational requirements, established policy, legal considerations, employee interests, leadership expectations, and public accountability.
• Ensures compliance with applicable federal, state, and local employment laws and regulations and County policies and procedures.
• Coordinates and assists with investigations involving workplace conduct, grievances, employee complaints, and other personnel matters.
• Provides leadership and guidance on sensitive employee relations and personnel matters while maintaining appropriate confidentiality, objectivity, consistency, and professional judgment.
• Leads audits of personnel records and HR processes and ensures the accuracy, completeness, security, and integrity of HR data and information systems.
• Supports the development and implementation of operational HR strategies aligned with organizational and workforce goals.
• Establishes appropriate performance expectations and operational measures for assigned HR functions and uses data and trends to identify service issues, workforce risks, and opportunities for improvement.
• Identifies opportunities to streamline HR processes, strengthen internal controls, improve customer service, reduce administrative inefficiencies, and increase operational effectiveness.
• Develops and maintains standard operating procedures, workflows, controls, and management practices necessary to support consistent HR operations.
• Partners with other HR functional leaders and County departments to address staffing requirements, employee relations issues, workforce challenges, organizational changes, and emerging personnel needs.
• Assists in the preparation, administration, and approval of the annual Human Resources Department budget.
• Prepares RFP, RFB, and RFQ documents; reviews responses; participates in evaluation processes; and makes recommendations for awards as needed.
• Serves as a representative on the Civil Service Board in the absence of the Civil Service Specialist.
• Serves as the Human Resources Director's designee in internal and external meetings as needed and represents the Department with professionalism, discretion, credibility, and sound judgment.
• Provides leadership during significant workforce initiatives, organizational changes, emergencies, or other circumstances requiring coordinated HR operational support.
• Performs other duties as assigned.

• Strong knowledge of Human Resources operations, employment law, recruitment and talent acquisition, employee relations, workplace investigations, compliance, and personnel administration.
• Understanding of the unique requirements of public-sector Human Resources, including policy-driven decision-making, due process, transparency, governance, and accountability.
• Demonstrated ability to operate effectively within complex organizational structures involving multiple stakeholders, competing priorities, established policies, and regulatory requirements.
• Ability to work effectively with elected and appointed officials, department heads, executive leadership, managers, employees, Civil Service representatives, and other stakeholders.
• Strong leadership skills with the ability to establish expectations, create accountability, develop employees, manage performance, and lead teams through organizational change.
• Demonstrated political and organizational awareness with the ability to exercise sound judgment, discretion, diplomacy, and professional independence.
• Ability to translate strategic priorities, policies, and leadership direction into executable operating plans and measurable results.
• Advanced analytical, problem-solving, and decision-making skills.
• Ability to analyze workforce information, HR metrics, operational data, and organizational trends and translate findings into practical recommendations.
• Excellent customer service, interpersonal, verbal, written, presentation, and executive communication skills.
• Ability to communicate complex personnel issues and policies clearly to individuals with varying levels of HR knowledge.
• Ability to organize and prioritize a significant workload and operate effectively in a fast-paced and highly visible environment.
• Ability to work independently while functioning effectively as part of an HR leadership team.
• Proficiency with HRIS systems, workforce reporting tools, Microsoft Office 365 Suite, and related technology.
• Strong commitment to integrity, confidentiality, professional ethics, public service, and organizational accountability.

• Bachelor's degree in Human Resources, Public Administration, Business Administration, Organizational Leadership, Management, or a related field, or equivalent education and relevant work experience.
• Seven (7) years of progressively responsible experience in Human Resources, personnel management, workforce administration, or a closely related people-operations function.
• Three (3) years of experience in an HR management, personnel leadership, or comparable workforce leadership role.
• Consideration of Military Human Resources Experience - Relevant military Human Resources, personnel, manpower, force management, administrative, or workforce leadership experience may be considered toward applicable experience requirements when the responsibilities are substantially comparable to the scope and complexity of this position.

Preferred Requirements

• Master's degree in Human Resources, Public Administration, Business Administration, Organizational Leadership, Management, or a related discipline.
• Professional HR certification such as SHRM-SCP, SHRM-CP, SPHR, PHR, IPMA-SCP, IPMA-CP, or comparable professional credential.
• HR, personnel, or workforce leadership experience within county, municipal, state, federal, military, Civil Service, or another large and highly regulated organization.
• Experience advising executive leadership, department heads, elected or appointed officials, senior military command leadership, or organizational equivalents regarding complex workforce or personnel matters.
• Experience leading HR or personnel operations within a large, multi-department, geographically dispersed, or highly structured organization.
• Experience developing and implementing policies, procedures, standard operating procedures, internal controls, and operational performance measures.
• Experience managing complex employee/personnel relations matters, investigations, grievances, performance concerns, or disciplinary processes.
• Demonstrated experience leading organizational change, process improvement, workforce transformation, or modernization initiatives.
• Experience using HR technology, personnel information systems, workforce analytics, metrics, or dashboards to support leadership decision-making.

While performing the duties of this position, the incumbent may be required to bend, hear, keyboard, sit, stand, talk, work independently and with others, and work overtime as operational needs require. Must be able to lift up to 25 pounds.