G&A Partners

  • Director

    Job Locations US-TX
    Regular Full-Time
  • Overview

    For over 20 years, G&A Partners has been helping entrepreneurs grow their businesses, take better care of their employees, and enjoy a higher quality of life by providing proven HR solutions and technology.  G&A Partners' client is currently seeking a Director to join its team.


    The deputy executive commissioner for system support services is seeking a candidate with an innovative approach, expertise, and proven organizational experience in recruitment, retention, recognition, and succession initiatives. The qualified and suitable candidate will become a team member of the Health and Human Services Commission. The organizational effectiveness director will work collaboratively with senior agency leadership.


    The organizational effectiveness director uses proven experience and abilities to support the agency’s mission and goals by analyzing, designing, developing, and delivering solutions regarding people (employee), systems, and structure. Leads and/or supports key talent management, engagement, and organizational development programs and initiatives by using a variety of progressive and innovative models, tools, and approaches.



    • Responsibilities include coordinating with hiring managers, identifying job requirements, and determining qualification criteria for candidates.
    • If you have in-depth experience with recruiting procedures, from advertising job openings to interviewing and evaluating candidates, we’d like to meet you.
    • Knowledge of online and offline sourcing techniques is a plus.
    • Ultimately, you will ensure we attract and hire the most qualified candidates who cover our recruitment, retention, and succession needs, and meet our values and strategic objectives through a coordinated approach to planning, strengthening, and sustaining a high-functioning, efficient workforce to add to our agency’s culture.
    • 40%) Proactively addresses and responds to system talent issues by assessing root causes and performance gaps, implementing and/or supporting implementation of appropriate interventions, including tactical and people (employee) operations, facilitation, instruction, program design, materials development, assessments, coaching, and performance analysis. Tracks key metrics to determine overall effectiveness of organization and team effectiveness, leadership and professional development initiatives, and supports strategic business goals. Manages activities related, but not limited to, talent management, talent/career development, high potential talent pools, utilizing assessments, competency models, and associated coaching and development tools. Identifies and uses instruments to analyze individual and group behavior and recommends strategies for making needed changes. Supports cross-functional initiatives such as onboarding, succession planning, retention, recognition, and talent and recruitment activities.
    • (20%) Acts as internal consultant and performance coach with managers to assist them with all organizational effectiveness needs including:
      o Design and develop teambuilding interventions
      o Group process consultation and meeting facilitation
      o Change management & communication planning
      o Organization diagnosis & design - structure, process and work design
    • (35%) Collaborates with senior leadership, to assist the execution of organizational development, recruitment, recognition, retention, and succession planning initiatives. Supports the development and execution of strategic plans collaborating with HHS teams. Applies structured methodology and lead talent management change activities associated with system effectiveness.
    • Collaborates with leaders and subject matter experts across HHS to: Determine the optimal organizational structure(s), roles, talent, recruitment, succession and governance; develop job descriptions for all roles; facilitate the process to select and tailor the appropriate structural archetype for each geography; lead talent skill availability and gap assessment vis-a-vis future state and develop transition plans; establish work processes and mechanisms to support effective performance within organizational structure; and design and implement performance measures and metrics to evaluate effectiveness. 
    • (5%) Performs related work as assigned.



    • Bachelor’s degree from an accredited four-year college or university with major coursework in human resources, business administration, finance, or a related field


    • Five years of recent full-time, professional experience in recruitment, retention, and succession (organizational development).
    • Additional relevant experience can be substituted for each year of required education.


    • Possess analytical, root-causing identification, and problem-solving skills along with the ability to utilize the appropriate management techniques to plan, organize, control, and coordinate activities 
    • Skill in understanding how people go through a change and the change process 
    • Skill in acute business acumen and understanding of organizational issues and challenges 
    • Possess organizational skill with a natural inclination for planning strategy and tactics 
    • Excellent skill in Microsoft Office (e.g. Excel, PowerPoint, Word), and process and quantitative skills 


    • Ability to identify, analyze, and prepare business process improvement recommendations for recruitment (talent management) and retention and succession initiatives 
    • Ability to define and measure success metrics and monitor process improvement progress 
    • Ability to implement organization-wide business process reengineering 
    • Ability to collaborate, support, and engage senior leadership in their areas of functional effectiveness 
    • Ability to clearly articulate messages to a variety of audiences 
    • Ability to establish and maintain strong relationships 



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