Management | Human Resources
JOB TITLE
DEPARTMENT
Human Resources
REPORTS TO
Corporate Compliance Officer
FLSA CLASSIFICATION
Exempt. Administrative exemption.
EMPLOYMENT STATUS
Full-Time, Salaried
WORK LOCATION
On site. Houston, Texas
COMPENSATION RANGE
Pay Grade 4 (PG-04), Management, per Payscale_Clean.xlsx
SCHEDULE
Monday through Friday, standard business hours, with occasional evening or weekend work for investigations, training, or Foundation events. No on-call rotation.
TRAVEL
Up to 15%, local and occasional overnight, to chapter locations and the Camp Hope campus.
POSTING DATE / REVIEW DATE
November 2026 Reviewed annually from posting date
POSITION SUMMARY
The Human Resources Manager owns the day-to-day administration and execution of the Foundation's human resources operations, including employee relations, benefits and leave administration, recruitment and onboarding, performance management, HR systems, and compliance with federal, Texas, and other applicable state and local employment laws. The role serves the Foundation's workforce across its offices, chapter locations, and Camp Hope, the Foundation's faith-based peer-to-peer interim housing program for Veterans suffering from PTSD.
Reporting to the Corporate Compliance Officer, who serves as Head of Human Resources and retains HR strategy, policy governance, and independent compliance oversight, the Human Resources Manager is expected to deliver accurate, confidential, consistent, and well-documented HR operations that support a productive and compliant workplace.
MISSION AND FAITH-BASED IDENTITY
PTSD Foundation of America’s culture and mission are rooted in Christian principles and a commitment to serving Veterans with compassion and integrity. This faith-based identity informs how the Foundation leads, serves, and supports its workforce.
Mission Statement: Providing Faith, Hope, and Healing to those who bear the burden of Service & Sacrifice.
Vision Statement: Creating a world where veterans find hope by empowering them to embrace L.I.F.E.
PTSD Foundation of America is an equal opportunity employer. Employees and applicants of all faith backgrounds are welcome, and employment decisions are made without unlawful discrimination based on religion or any other protected characteristic. Reasonable religious accommodations are provided consistent with applicable law and the Foundation’s Religious Accommodation and Expression in the Workplace Policy.
Employees are expected to respect the Foundation’s faith-based identity and carry out their job-related responsibilities consistent with its mission, values, Code of Conduct, and service standards. Any position-specific religious duties or faith qualification must be documented as job-related, stated in the applicable posting, and approved by Human Resources and Compliance before recruitment.
ESSENTIAL FUNCTIONS
Policies and procedures. Draft, implement, and maintain the employee handbook and HR policies and procedures in DocTract, including version control, the approval workflow, and employee acknowledgments. Review policies at least annually and whenever laws change, and submit proposed policies and revisions to the Corporate Compliance Officer for compliance review and final approval.
Employment law compliance. Monitor and carry out compliance with federal, state, and local employment laws, including Title VII of the Civil Rights Act (including provisions applicable to religious organizations, applied in consultation with legal counsel), the ADA, ADEA, Pregnant Workers Fairness Act, Equal Pay Act, FMLA, FLSA, USERRA, the National Labor Relations Act, and the Texas Labor Code. Maintain required workplace postings and notices at each location.
Equal employment opportunity. Ensure equal employment opportunity across recruitment, selection, promotion, compensation, discipline, and separation. Maintain applicant and hiring records needed to demonstrate nondiscrimination. Where the Foundation meets federal contractor or subcontractor thresholds, prepare and maintain any required affirmative action programs for protected veterans and individuals with disabilities and related outreach, recordkeeping, and reporting. Prepare EEO-1 and other required government reports when applicable.
Benefits administration. Administer medical, dental, vision, life insurance, and 403(b) retirement benefits in ADP. Coordinate open enrollment, eligibility, and broker and vendor relationships, routing benefit vendor agreements through DocTract for review and approval under delegated authority. Ensure timely COBRA, ACA, and other required notices and filings in coordination with Finance, and protect the privacy of employee health plan information.
Leave and accommodation. Administer FMLA and other leave programs, the ADA interactive accommodation process, pregnancy and religious accommodations, and USERRA military leave and reemployment rights. Keep employee medical information in confidential files separate from personnel files.
Employee relations and investigations. Receive and respond to employee concerns and complaints; handle routine coaching and conflict resolution; conduct prompt, impartial fact-finding on routine HR matters; document findings; and facilitate fair, consistent resolutions. Refer high-risk matters to the Corporate Compliance Officer as described in Decision-Making and Supervisory Scope. Protect employees from retaliation for raising concerns in good faith.
Performance management, corrective action, and separations. Run performance review cycles, performance improvement plans, and manager follow-ups in PerformYard. Prepare and administer corrective action, advise managers on documentation and consistent application of discipline, and coordinate the separation process, including documentation, final pay, and benefits, with high-risk or precedent-setting actions reviewed by the Corporate Compliance Officer.
Hiring and onboarding. Manage job postings, screening, interviews, and onboarding using job-related selection criteria, Form I-9 employment verification, background checks conducted in compliance with the Fair Credit Reporting Act (including pre-adverse and adverse action notices), and exclusion screening where required.
Classification and compensation. Conduct FLSA classification reviews, maintain the job description library and pay grade structure, and support periodic pay equity reviews.
Payroll and timekeeping. Monitor payroll and timekeeping accuracy, corrections, and deadlines in ADP in partnership with Finance, and escalate wage and hour issues to the Corporate Compliance Officer.
HR systems and records. Maintain workflows, data accuracy, and personnel records in ADP (HR, payroll, and benefits), PerformYard (performance management), and DocTract (policy and HR document management), following the records retention schedule and the role-based access controls approved by the Corporate Compliance Officer.
Reporting. Provide the Corporate Compliance Officer with weekly reports on staffing and open requisitions, onboarding and separations, employee relations and corrective action, payroll and timekeeping exceptions, performance review and improvement plan status, and leave and accommodation tracking (restricted access), plus a monthly HR operational dashboard. Report material HR compliance exceptions immediately. Supply records and carry out corrective actions identified through compliance reviews.
Training and guidance. Provide guidance and training to managers and employees on HR policies, employment laws, harassment prevention, anti-retaliation, wage and hour practices, and documentation; track training completion.
Workplace injury and return to work. Coordinate workers' compensation (or the Foundation's alternative injury benefit plan), return-to-work, and injury recordkeeping in partnership with Operations and Finance.
Workforce planning. Support the Corporate Compliance Officer and Foundation leadership on organizational structure, staffing, succession planning, and the HR budget.
Supervision of HR staff. Supervise, train, and evaluate the Human Resources Generalist and HR administrative support staff; assign and review work; and ensure HR services are delivered accurately, confidentially, and on time.
Perform other mission-aligned duties within the general scope and level of the position.
DECISION-MAKING AND SUPERVISORY SCOPE
Decision authority: The Human Resources Manager has full operational accountability for HR and exercises independent judgment within three levels of authority, applied according to the Foundation's written delegation-of-authority matrix.
Level 1. Owns and executes independently: recruitment and scheduling, onboarding, benefits inquiries, personnel file management, standard performance review administration, routine employee coaching and conflict resolution, routine corrective action below a final written warning, HRIS maintenance, and routine employee communications.
Level 2. Recommends; designated authority approves: compensation adjustments, promotions, involuntary terminations, final written warnings, severance arrangements, new positions, and significant policy exceptions. The Human Resources Manager prepares the supporting documentation and recommendation; approval follows the delegation-of-authority matrix with Compliance review for defined risks.
Level 3. Refers to the Corporate Compliance Officer for independent oversight: whistleblower allegations, suspected retaliation, significant privacy incidents, government charges, audits, and regulatory inquiries, potential litigation, material policy violations, grant compliance concerns, mandatory reporting matters, and allegations involving executive leadership. The Corporate Compliance Officer determines investigation oversight, escalation, and corrective-action monitoring.
Limits and safeguards: The Human Resources Manager may not investigate allegations against the Corporate Compliance Officer (these go directly to the President and Chief Executive Officer, a Board-designated authority, or independent counsel); investigate a complaint involving the Human Resources Manager; change compensation, pay grades, benefit plan design, or Foundation policies, or sign agreements, outside delegated authority; approve or process the Human Resources Manager's own pay, timekeeping, leave, or expense transactions; or access program participant or alumni service records for any employment purpose.
HR implements corrective actions, and Compliance independently verifies their completion and effectiveness.
Nonclinical scope: This is a nonclinical position. The Human Resources Manager does not diagnose, assess suicide risk, provide counseling, or make clinical decisions, and refers employees in distress to the employee assistance program, crisis resources, or emergency services according to Foundation protocol.
Direct reports: Human Resources Generalist II and HR administrative support staff.
Indirect or functional oversight: Functional direction of the temporary HR and Compliance Data Support Specialist, and guidance to managers across departments and chapters on HR practices.
MINIMUM QUALIFICATIONS
Bachelor's degree in Human Resources, Business Administration, or a related field, or an equivalent combination of education and directly relevant experience; five years of progressive human resources experience in HR management or HR generalist roles, including two years of supervisory or team-lead responsibility. No license or certification is legally required for the role.
PREFERRED QUALIFICATIONS
- Professional HR certification such as SHRM-CP, SHRM-SCP, PHR, or SPHR.
- Master's degree in Human Resources or a related discipline.
- Hands-on experience with ADP Workforce, PerformYard, or DocTract, including HR reporting and workforce data analytics.
COMPENSATION AND BENEFITS
- Compensation is established under the Foundation's approved compensation schedule and is based on job-related factors such as experience, qualifications, and internal equity. Eligible employees may participate in the following benefits:
- Medical, dental, and vision insurance
- Employer-sponsored life insurance
- 403(b) retirement plan
- Paid time off and other benefits as described in Foundation policy
- Benefit eligibility and terms are governed by the official plan documents and Foundation policy. The Foundation may modify or discontinue benefits in accordance with plan terms and applicable law.
WORKING CONDITIONS AND PHYSICAL REQUIREMENTS
Work is performed primarily in an office setting, with travel of up to 15% to chapter locations and the Camp Hope campus by car and occasionally by air. The role regularly handles confidential, sensitive, and sometimes emotionally difficult matters, including workplace investigations and employees experiencing personal hardship. Occasional evening or weekend work may be required.
Frequently sits and uses a computer for extended periods; communicates in person, by phone, and by video; occasionally stands and walks during campus visits and trainings; and occasionally lifts and carries materials weighing up to 20 pounds.
COMPLIANCE AND SAFEGUARDING
Comply with applicable laws, grant and donor restrictions, licensing or credentialing requirements, organizational policies, privacy and confidentiality standards, information-security controls, safety requirements, and the Code of Conduct.
Promptly report suspected misconduct, fraud, waste, abuse, conflicts of interest, privacy or security concerns, retaliation, or safety issues through established reporting channels. Cooperate with audits, investigations, training, and corrective-action activities applicable to the role.
EQUAL EMPLOYMENT OPPORTUNITY
PTSD Foundation of America provides equal employment opportunities consistent with applicable federal, state, and local law. Except where a lawful, documented religious qualification applies to a specific position, employment decisions are made without regard to race, color, religion, sex, pregnancy, sexual orientation, gender identity, national origin, age, disability, genetic information, veteran status, or any other legally protected status. The Foundation prohibits unlawful discrimination, harassment, and retaliation.
REASONABLE ACCOMMODATION
Qualified applicants and employees may request a reasonable accommodation for disability, pregnancy, childbirth or related medical conditions, or sincerely held religious beliefs and practices. Accommodations will be evaluated through the applicable interactive process, consistent with law. To request an accommodation during the application process, contact Human Resources.
AT-WILL EMPLOYMENT AND DISCLAIMER
This description summarizes the position’s general nature and level of work. It is not an exhaustive list and does not create an employment contract or guarantee continued employment. Duties may be modified or reassigned consistent with organizational needs, applicable law, and the employee’s qualifications. Employment is at will unless a written agreement signed by the President and Chief Executive Officer states otherwise.
PTSD Foundation of America’s culture is rooted in Christian principles. PTSD FOA is an equal opportunity employer, welcomes employees of all faith backgrounds, and provides religious accommodation consistent with law and organizational policy.
Job description provided by PTSD Foundation of America.
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