MISSION: The Texas Education Agency (TEA) will improve outcomes for all public-school students in the state by providing leadership, guidance, and support to school systems.

This posting reflects two openings. One of these positions is funded through August 31, 2025, with federal stimulus funds. Continuation of the position beyond that date is contingent upon available funding.

The posted salary range budgeted for this position is between $4,848.66 and $6,222.67 monthly. New hires will be typically brought into the agency at a starting salary between the posted minimum and the average pay of employees in their same classification in the Office of Operations. Offers will be commensurate with the candidate’s experience and qualifications, and we will thoughtfully consider internal pay equity for agency staff who perform similar duties and have similar qualifications. The top half of the posted salary range is generally reserved for candidates who far exceed the requirements and qualifications for the role.

POSITION OVERVIEW:
The Texas Education (TEA) agency is seeking two Human Resources Specialists to join its Human Resources (HR) division. At TEA, the HR Division is dedicated to attracting, supporting, and retaining a workforce of high-performing professionals who are committed to the agency’s broader mission. With that core belief as a guiding principle, the HR Specialist plays a vital role in supporting and driving organizational change by empowering leaders to make key business decisions related to hiring.

In this role you will partner closely with agency leaders as a consultant who provides comprehensive guidance and expertise related to the hiring workflow, including the related tactical work that supports the hiring process from start to finish. This work includes the development of clear and compelling job descriptions, planning and conducting quality intake meetings with agency hiring managers, posting vacancies, managing an applicant database, creating recruitment marketing materials, analyzing offers, supporting with the creation and delivery of all written letters of employment, and tracking data related to the work. You will also play a critical role in the development, continuous improvement, and implementation of hiring related resources including developing and facilitating training.

Qualified candidates will have a track record of demonstrating exceptional knowledge around the hiring workflow as a core part of their current or previous role. Additionally, you will have functioned full-time in a human capital role that required you to be detailed oriented, data-driven, possess well developed communication skills, and successfully balance competing priorities specifically within the hiring workflow. An ideal candidate will possess a blend of knowledge, skills, and abilities that have been used full-time within a human resources role at a state agency, education focused non-profit, or public school system that expands outside of a technical recruitment and/or administrative HR support role.

Flexible work location within the state of Texas may be considered for qualified candidates.

Please note that a resume is a required attachment for applying to this position. Incomplete applications will not be considered.

ESSENTIAL FUNCTIONS:
Job duties are not limited to the essential functions mentioned below. You may perform other functions as assigned.

1. Talent Acquisition Operations: independently manage a cohort of requisitions, ensure requisitions are compliantly managed daily; review job descriptions and relevant selection documentation, ensure candidates are comprehensively screened and assessed as to select and secure high-quality talent to the agency; prepare and post vacancies to internal and external job boards; and review and disposition candidates accurately using the applicant tracking system (ATS); provide limited support with recruitment marketing that will attract a robust pool of high-quality candidates to TEA’s available job opportunities, including attending career events and other activities as needed to enhance our Talent Acquisition efforts
2. Selection Consultancy: serve as a strategic thought partner to business line leaders and hiring managers through the duration of the hiring process by effectively providing ongoing guidance, training, and support that adheres to state and federal laws, as well as agency policy and Talent Acquisition best practice; serve as a resource to agency business line leaders and hiring managers by providing support with job descriptions, selection design, classification, and compensation-related inquiries; provide exceptional customer service that builds credibility and rapport with all stakeholders in the hiring process
3. Hiring Analysis: support the design, implementation, and continuous improvement of hiring-related policies, practices, and processes by reviewing stakeholder-centered processes and strategy related to hiring; analyze selection documentation including all hiring recommendations and offers to ensure all hiring decisions and personnel actions are compliant with state and federal laws; produce timely, accurate, and impactful analyses of the hiring data to inform Talent Acquisition practices, procedures, and decisions
4. Management of Special Projects: oversee the development and/or continuous improvement of specific Talent Acquisition projects by collaborating with multiple stakeholders with the goal of delivering high-quality resources and supports to business line leaders and hiring managers that align with division, office, and agency priorities

As an equal opportunity employer, we hire without consideration to race, religion, color, national origin, sex, disability, age or veteran status, unless an applicant is entitled to the military employment preference.

To review the Military Occupational Specialty (MOS) codes from each branch of the U.S. Armed Forces to each job classification series in the State’s Position Classification Plan (provided by the State Auditor's Office), please access the Military Crosswalk (occupational specialty code) Guide and click on the military “occupational category” that corresponds with the state classification in this job posting title.

This position requires the applicant to meet Agency standards and criteria which may include passing a pre-employment criminal background check, prior to being offered employment by the Agency.

No phone calls or emails, please. Due to the high volume of applications, we do not accept telephone calls and cannot reply to all email inquiries. Only candidates selected for interview will be contacted.