SR Manager, Human Resources Governance and Data Integrity
for headings: About the role, Responsibilities, Requirements, Qualifications, Skills, Benefits, Pay, Schedule. We must not repeat job title as heading. Must not include Job ID etc. Remove boilerplate. Preserve all substantive info.
We need to parse the posting.
Job Title: Sr. Manager, Human Resources Governance and Data Integrity
Department: Human Resources (HR)
Reports to: Director, HR Operations
FLSA Status: Exempt
Mission Support Goodwill Houston (GWH) is transforming lives... (mission statement). This is about organization; could be part of About the role? Usually "About the role" includes mission and summary. We'll include a paragraph about mission and position summary.
Position Summary: Ensures the integrity, compliance, and reliability of HR operations, data, and risk controls across the HR organization. ... etc.
Essential Duties And Responsibilities: list with sub-sections: Policy and Procedure Management, HR Compliance, Reporting, And Data Accuracy, Associate Relations And Human Capital Compliance, Organizational Improvement And Risk Management, Labor Law And Equal Employment Opportunity.
Additional Responsibilities: bullet list of professionalism etc.
Minimum Qualifications: list.
Key Performance Indicators (KPI): list.
Physical Requirements/Work Environment: list.
We need to decide which sections to output: About the role (mission + position summary). Responsibilities (essential duties + additional responsibilities). Requirements (minimum qualifications). Qualifications? Might be overlapping; we could combine Requirements and Qualifications but we need to follow headings list. Could put Requirements for minimum qualifications, Qualifications for preferred qualifications (master's degree preferred, etc). Skills could be separate: computer skills, communication, BI/AI, HRIS, etc. Benefits, Pay, Schedule: not provided, so omit.
We must not create sections with placeholder text. So only include sections where we have real content.
Thus sections: About the role, Responsibilities, Requirements, Qualifications, Skills.
We need to use - for any list of duties/requirements/benefits. For prose use
.
We need to preserve all substantive information; do not invent or summarize away detail.
We must not repeat job title as heading.
We must not include Job ID etc.
We must remove cookie/navigation/legal/EEO/equal-opportunity/scam-warning boilerplate, duplicated lines, and application instructions. The posting includes statements like "I understand this job description..." that's an acknowledgment; that's boilerplate/application instruction? It's like an employee acknowledgment; likely should be removed as it's not substantive job content. Also statements like "Must be legally authorized to work in the United States without sponsorship..." that's a requirement (qualification). Keep that.
Also "GWH does not offer visa sponsorship for employment purposes." That's also a requirement.
Also "Key Performance Indicators (KPI)" is substantive; include maybe under Requirements or separate section? Could be under Requirements or maybe a separate section but not in headings list. We could put under Requirements as part of qualifications? But KPI is not a qualification; it's performance metrics. Could be part of Responsibilities? Not exactly. Could be its own section but not in allowed headings list. Since we must only use those headings, we could embed KPI under Requirements or maybe under Qualifications? Better to put under Requirements as part of expectations. But we need to preserve all substantive info; we can include KPI as a
under Requirements heading.
Physical Requirements/Work Environment: could be under Requirements or maybe under Skills? Not exactly. Could be under Requirements as well.
We need to decide structure:
About the role
Mission Support Goodwill Houston (GWH) is transforming lives by connecting people to opportunities that advance the future of work. Through education, training, and employment, we create pathways to success for individuals facing employment barriers. We empower people, strengthen families, and impact communities by addressing both immediate and future workforce needs. With the generous support of our donors and retail customers, we are changing lives through the power of work.
Position Summary: Ensures the integrity, compliance, and reliability of HR operations, data, and risk controls across the HR organization. Serves as the architect and steward of HR Governance, ensuring the accuracy of HR data, the effectiveness of policy and procedure controls, audit readiness, and the management of people-related risks. Remains engaged in continuous process improvement to reduce risk by understanding and enforcing regulations and by complying with all legal employment requirements, workforce standards, policies, and procedures. Provides guidance and recommends new procedures to GWH leaders and associates. Supervises Compensation & Benefits, Shared Services, Data Integrity, and HR Compliance.
Responsibilities
- Policy and Procedure Management
- Create and maintain the associate handbook and ensure it is acknowledged by all associates upon hire and whenever updates are made.
- Establish a cadence for updates and ensure execution occurs as planned.
- Responsible for finalizing, maintaining, and tracking HR policies, standard operating procedures (SOPs), and similar documents for the organization.
- Collaborate with all GWH departments regarding people policy and procedures development to ensure HR compliance with all federal, state, and local laws, regulations, and current GWH policies.
- Manage communication regarding new HR policies and policy updates.
- HR Compliance, Reporting, And Data Accuracy
- Create and support people data dashboards and visualizations that provide insight into human capital and its impact on the enterprise.
- Ensure accurate and timely reporting of HR data entered into various systems.
- Implement and maintain HR data quality controls and ensure regular data audits are performed & corrective action is taken when necessary.
- Oversee governance of HR information systems (HRIS), ensuring data structures, access, controls, and workflows are compliant and support reporting needs.
- Ensure that new position requirements are fulfilled, including the creation and approval of job descriptions aligned with organizational objectives.
- Manage and update the lifecycle of all job descriptions, including creation, revisions, and version control.
- Provide support and assistance to ensure that GWH HR is compliant with CARF accreditation and regulatory standards.
- Assist with preparing and presenting for HR in the accreditation process.
- Develop and implement action plans to address areas not meeting HR operational or regulatory standards.
- Associate Relations And Human Capital Compliance
- In partnership with HRBP and/or Corporate Compliance, review and support the resolution of associates and risk-related relations issues in accordance with legal requirements and best organizational practices.
- Ensure human capital compliance by aligning performance with GWH goals and expectations.
- Partner with GWH legal team & corporate compliance team to assist with EEOC, associate relations, and other employment-related claims.
- Collaborate with GWH's corporate compliance team and insurance providers on claims submitted through GWH’s liability insurance.
- Organizational Improvement And Risk Management
- Partner with all departments to identify opportunities for improvement by proactively solving HR/employee issues, emphasizing associate-focused enhancements.
- Identify people vulnerabilities and assist in developing and implementing strategies to reduce risk and exposure.
- Oversee the non-DOT random drug and alcohol testing programs.
- Labor Law And Equal Employment Opportunity
- Responsible for completing or assisting with labor law compliance.
- Coordinate equal opportunity employment efforts by working closely with department leaders.
- Perform other duties as directed by management to support evolving organizational needs.
- Additional Responsibilities
- Demonstrate professionalism, good judgment, and present a friendly, cooperative attitude.
- Ability to multitask, make quick decisions, adapt to change, and collaborate effectively in a fast-paced, team-oriented environment.
- Adhere to all GWH Policies & Procedures, Loss Prevention & Safety Regulations, and GWH Guiding Principles.
- Must be punctual, maintain a professional appearance, and perform expected duties.
- Must maintain a high level of confidentiality.
- Must perform all duties according to GWH safety procedures, maintain good housekeeping standards, and ensure all walkways are clear and free of clutter.
- Adhere to local, state, and federal laws and regulations.
Requirements
- A bachelor’s degree is required.
- A master’s degree is preferred; equivalent combination of education and relevant professional experience may be considered in lieu of a degree.
- A minimum of three (3) years of experience with compliance in Human Resources, career services, and/or a related field.
- A minimum of one (1) year leading a team of HR generalists and/or analysts.
- Excellent computer skills – proficient in Microsoft Office applications.
- Excellent written and verbal communication skills with a working knowledge of BI and AI technology.
- Experience with human capital management systems (Workday, other HRIS, etc.).
- Resourceful, detail-oriented, and able to prioritize and manage multiple tasks.
- Knowledge and experience in writing standard operating procedures and auditing.
- Ability to maintain confidentiality regarding sensitive personnel, financial, legal, and investigative matters without exception.
- Must be legally authorized to work in the United States without sponsorship for current or future employment.
- GWH does not offer visa sponsorship for employment purposes.
- Key Performance Indicators (KPI)
- Retention Rate (Measured by annual leadership retention vs LY, 30-day new-hire retention vs goal, and Annual Retention Rate vs LY)
- Integrity of Human Capital Management Processes and Data, ensuring documentation is produced, available, and maintained
- Customer Service (Feedback from Department Heads, Customers, and GW Associates)
- HR Administration (i.e., HRIS System, Dashboards & Reporting, HR Records, Mandatory Compliance Training, and others)
- Positive Feedback from associates, co-workers and GWH SLT/ELT
- Compliance with Processes and Procedures
- Adoption and Usage of the HRIS system and related systems
- Physical Requirements/Work Environment
- Ability to sit, bend, and reach.
- Ability to lift, push, and pull up to 25 lbs.
- Able to spend most working hours at a computer.
We have not used Skills section separately; we could extract skills from requirements: computer skills, communication, BI/AI, HRIS, SOP writing, auditing, etc. But we already included them in Requirements. Could create a Skills section for those, but then we would duplicate. Better to keep them in Requirements; but the instruction says use headings only when posting has real, specific content for it. We have content for Skills (computer skills, communication, BI/AI, HRIS, etc.) but we already placed them under Requirements. Could we move them to Skills and keep Requirements for education/experience? That would avoid duplication and follow headings list. Let's do that: Requirements for education/experience; Skills for technical/soft skills; Qualifications maybe for preferred qualifications (master's degree). But we already have master's degree preferred; could be in Qualifications. Let's think.
We have headings: About the role, Responsibilities, Requirements, Qualifications, Skills, Benefits, Pay
. We need to preserve all substantive information; do not invent or summarize away detail. We must not repeat job title as heading. We must not include Job ID etc. We must remove cookie/navigation/legal/EEO/equal-opportunity/scam-warning boilerplate, duplicated lines, and application instructions. The posting includes statements like "I understand this job description..." that's an acknowledgment; that's boilerplate/application instruction? It's like an employee acknowledgment; likely should be removed as it's not substantive job content. Also statements like "Must be legally authorized to work in the United States without sponsorship..." that's a requirement (qualification). Keep that. Also "GWH does not offer visa sponsorship for employment purposes." That's also a requirement. Also "Key Performance Indicators (KPI)" is substantive; include maybe under Requirements or separate section? Could be under Requirements or maybe a separate section but not in headings list. We could put under Requirements as part of qualifications? But KPI is not a qualification; it's performance metrics. Could be part of Responsibilities? Not exactly. Could be its own section but not in allowed headings list. Since we must only use those headings, we could embed KPI under Requirements or maybe under Qualifications? Better to put under Requirements as part of expectations. But we need to preserve all substantive info; we can include KPI as a
- under Requirements heading.
Physical Requirements/Work Environment: could be under Requirements or maybe under Skills? Not exactly. Could be under Requirements as well.
We need to decide structure:
- Policy and Procedure Management
- Create and maintain the associate handbook and ensure it is acknowledged by all associates upon hire and whenever updates are made.
- Establish a cadence for updates and ensure execution occurs as planned.
- Responsible for finalizing, maintaining, and tracking HR policies, standard operating procedures (SOPs), and similar documents for the organization.
- Collaborate with all GWH departments regarding people policy and procedures development to ensure HR compliance with all federal, state, and local laws, regulations, and current GWH policies.
- Manage communication regarding new HR policies and policy updates.
- HR Compliance, Reporting, And Data Accuracy
- Create and support people data dashboards and visualizations that provide insight into human capital and its impact on the enterprise.
- Ensure accurate and timely reporting of HR data entered into various systems.
- Implement and maintain HR data quality controls and ensure regular data audits are performed & corrective action is taken when necessary.
- Oversee governance of HR information systems (HRIS), ensuring data structures, access, controls, and workflows are compliant and support reporting needs.
- Ensure that new position requirements are fulfilled, including the creation and approval of job descriptions aligned with organizational objectives.
- Manage and update the lifecycle of all job descriptions, including creation, revisions, and version control.
- Provide support and assistance to ensure that GWH HR is compliant with CARF accreditation and regulatory standards.
- Assist with preparing and presenting for HR in the accreditation process.
- Develop and implement action plans to address areas not meeting HR operational or regulatory standards.
- Associate Relations And Human Capital Compliance
- In partnership with HRBP and/or Corporate Compliance, review and support the resolution of associates and risk-related relations issues in accordance with legal requirements and best organizational practices.
- Ensure human capital compliance by aligning performance with GWH goals and expectations.
- Partner with GWH legal team & corporate compliance team to assist with EEOC, associate relations, and other employment-related claims.
- Collaborate with GWH's corporate compliance team and insurance providers on claims submitted through GWH’s liability insurance.
- Organizational Improvement And Risk Management
- Partner with all departments to identify opportunities for improvement by proactively solving HR/employee issues, emphasizing associate-focused enhancements.
- Identify people vulnerabilities and assist in developing and implementing strategies to reduce risk and exposure.
- Oversee the non-DOT random drug and alcohol testing programs.
- Labor Law And Equal Employment Opportunity
- Responsible for completing or assisting with labor law compliance.
- Coordinate equal opportunity employment efforts by working closely with department leaders.
- Perform other duties as directed by management to support evolving organizational needs.
- Additional Responsibilities
- Demonstrate professionalism, good judgment, and present a friendly, cooperative attitude.
- Ability to multitask, make quick decisions, adapt to change, and collaborate effectively in a fast-paced, team-oriented environment.
- Adhere to all GWH Policies & Procedures, Loss Prevention & Safety Regulations, and GWH Guiding Principles.
- Must be punctual, maintain a professional appearance, and perform expected duties.
- Must maintain a high level of confidentiality.
- Must perform all duties according to GWH safety procedures, maintain good housekeeping standards, and ensure all walkways are clear and free of clutter.
- Adhere to local, state, and federal laws and regulations.
- A bachelor’s degree is required.
- A master’s degree is preferred; equivalent combination of education and relevant professional experience may be considered in lieu of a degree.
- A minimum of three (3) years of experience with compliance in Human Resources, career services, and/or a related field.
- A minimum of one (1) year leading a team of HR generalists and/or analysts.
- Excellent computer skills – proficient in Microsoft Office applications.
- Excellent written and verbal communication skills with a working knowledge of BI and AI technology.
- Experience with human capital management systems (Workday, other HRIS, etc.).
- Resourceful, detail-oriented, and able to prioritize and manage multiple tasks.
- Knowledge and experience in writing standard operating procedures and auditing.
- Ability to maintain confidentiality regarding sensitive personnel, financial, legal, and investigative matters without exception.
- Must be legally authorized to work in the United States without sponsorship for current or future employment.
- GWH does not offer visa sponsorship for employment purposes.
- Key Performance Indicators (KPI)
- Retention Rate (Measured by annual leadership retention vs LY, 30-day new-hire retention vs goal, and Annual Retention Rate vs LY)
- Integrity of Human Capital Management Processes and Data, ensuring documentation is produced, available, and maintained
- Customer Service (Feedback from Department Heads, Customers, and GW Associates)
- HR Administration (i.e., HRIS System, Dashboards & Reporting, HR Records, Mandatory Compliance Training, and others)
- Positive Feedback from associates, co-workers and GWH SLT/ELT
- Compliance with Processes and Procedures
- Adoption and Usage of the HRIS system and related systems
- Physical Requirements/Work Environment
- Ability to sit, bend, and reach.
- Ability to lift, push, and pull up to 25 lbs.
- Able to spend most working hours at a computer.
About the role
Mission Support Goodwill Houston (GWH) is transforming lives by connecting people to opportunities that advance the future of work. Through education, training, and employment, we create pathways to success for individuals facing employment barriers. We empower people, strengthen families, and impact communities by addressing both immediate and future workforce needs. With the generous support of our donors and retail customers, we are changing lives through the power of work.
Position Summary: Ensures the integrity, compliance, and reliability of HR operations, data, and risk controls across the HR organization. Serves as the architect and steward of HR Governance, ensuring the accuracy of HR data, the effectiveness of policy and procedure controls, audit readiness, and the management of people-related risks. Remains engaged in continuous process improvement to reduce risk by understanding and enforcing regulations and by complying with all legal employment requirements, workforce standards, policies, and procedures. Provides guidance and recommends new procedures to GWH leaders and associates. Supervises Compensation & Benefits, Shared Services, Data Integrity, and HR Compliance.