HR Manager - Recruitment and Onboarding

It's fun to work in a company where people truly BELIEVE in what they're doing!

We're committed to bringing passion and customer focus to the business.

FLSA Classification : Exempt/ Salary

Schedule: Monday to Friday; 8:00 AM – 5:00 PM

Department: Human Resources

Reports to: Sr. Director, Human Resources

Supervisory responsibilities: Yes

Location: Weatherford – 13203 Murphy Rd. Stafford, TX 77477

Position Summary/objective:

The Human Resource Manager will plan, lead, direct, develop, and coordinate the policies, activities, and team members in the Recruiting, Onboarding, and Employee Relations area of the Human Resources department.

Essential functions:

Managerial function is the number one priority at Immatics for all people leaders. If you are responsible for management, development, growth, and coaching of team members, this is your most important duty at Immatics.

Act as a role model for team members with respect to earning their trust by your own attendance, keeping your word, personal behaviors, transparent/frank communication, and execution of personal assignments.

Hire team members that will fit the job, company culture and team dynamics.

Distribute work appropriately among team members.

Organize and manage team members time/schedules and assignments, keep track that team members are utilizing their time in meaningful assignments that will move the company forward.

Communicate frequently and regularly with team members assuring they have the information and tools to perform their functions.

Resolve conflict between team members if any arises – be an active listener of your team members.

Set goals, measure achievement progress, and assist team members in successful execution of their / team goals as well as coach and help develop team members into higher roles at Immatics if they so desire.

Provide regular, meaningful (honest but emphatic) performance feedback, expertise, and coaching (5:1 positive to negative ratio) that will help team members grow and develop. Turn feedback into coaching moments and show your willingness to be a partner in team members career development at Immatics.

Reward and give credit to team members when they so deserve – publicly and privately.

At the same time, coach team members on the spot if corrections are needed (privately). Provide psychological safety to team members if they make mistakes but expect mistake corrections and improvements.

Work hands-on and closely under supervision of Sr. HR Director leader to understand the organization's goals and strategy related to staffing, recruiting, and employee relations. When needed, participate in these duties directly (act as a back up to Recruiter and Onboarding function).

Plan, lead, develop, coordinate, and implement systems, policies, processes, training, initiatives, and surveys to support the organizations human resource recruitment and onboarding strategy for each year.

Manage tight deadlines and multiple priorities, and effectively communicate progress on projects on a daily, weekly and quarterly basis.

Oversee the administration of human resource programs including, but not limited to recruitment, onboarding, employee relations and others as needed.

Identify staffing and recruiting needs; develop and execute best practices for hiring and talent management.

Oversee an employee orientation and onboarding program that is comprehensive and engaging to maximize productivity quickly.

Recommend and implement employee relations practices necessary to establish a positive employer-employee relationship and promote a high level of employee morale, motivation, and engagement.

Conduct exit interviews and conduct investigations when employee complaints or concerns are brought forth.

Advise managers and supervisors about the steps in the progressive discipline system and counsel managers on employment issues.

Conduct research and analysis of organizational trends including review of reports and metrics from the organizations human resource information system (HRIS).

Responsible for accuracy of the input that goes into annual SOX compliance reporting that pertains to offer and promotion letters.

Maintain knowledge of trends, best practices, regulatory changes, and new technologies in human resources, talent management, and employment law; applies this knowledge to communicate changes in policy, practice, and resources to upper management.

Secondary functions:

When needed, act as a backup to Recruiter and Onboarding function.

Responsible for government EEO-1 reporting, economic and other reporting as needed on an annual basis.

Present recruitment and onboarding relevant information to line managers and/or site in monthly meetings.

Collaborate with the administration department to promote employee engagement. Provide input on which events and activities will be held. Actively participates in engagement strategy but not the actual organization of events.

Collaborate with the Global HR Team in Germany to align processes and organizational development globally.

Competencies:

Able to focus on the big picture and hands on details when needed.

Role model for daily work execution (fast, accurate, proactive, and eager to accomplish what needs to be done).

Great customer service - ability and willingness to respond in a friendly and fast manner to employee requests.

Clear and efficient verbal communication.

Ability to identify, analyze & communicate problems, with basic ability to develop suitable solutions.

Able to fulfill multiple tight deadlines with confidence and optimism. After initial training, speed and accuracy are the two main competencies in this role

Organized and consistent time management for structuring own daily tasks. Prioritization in close interaction with supervisor.

Proactive and engaged in the way work is done.

Personable and welcoming demeanor towards employees and team members.

Engaged with the team as a partner who contributes valuable ideas, opinions, and plans for improvements.

High degree of initiative and intrinsic motivation to exceed basic expectations (own tasks & responsibilities).

High responsiveness to constructive criticism and basic ability to autonomously reflect on required improvements and timely implementation of suggested improvements (if needed).

Work environment:

This is a sedentary position (at least 50% of time) in a typical office environment. There may be frequent interruptions with moderate noise levels and frequent use of printers, copiers, scanners, computers and other office equipment. Ability to sit, talk, walk, hear and communicate verbally and in writing is required. Occasional lifting of objects up to 25 lbs is expected.

Physical demands:

Communicating Verbally – expressing or exchanging ideas by means of the spoken word to impart oral information to others to convey detailed spoken instructions or other workers accurately, loudly or quickly.

Hearing – the ability to hear, understand, and distinguish speech and/or other sounds one-on-one, group or conference, telephone, and other sounds.

Keyboarding – entering data or text into a computer or other machine by means of a keyboard. Devices include a traditional keyboard, 10 key-pad, touch screens and others.

Lifting - raising or lowering an object (up to 25 lbs) from one level to another (includes upward pulling). Carrying is to transport an object – usually by holding it in the hands or arms but may occur on the shoulder.

Near Visual Acuity – clarity of vision at approximately 20 inches or less (working with small objects, reading small print, including the use of computers).

Pushing - Exerting force upon an object so that the object moves away from the object.

Pulling - Exerting force upon an object so that the object moves toward the force.

Sitting – remaining in a sitting position for at least 50% of the time.

Standing/Walking - remain on one's feet in an upright position at a workstation.

Stooping – occasional bending the body downward and forward by bending the spine at the waist - requiring full use of the lower extremities and back muscles.

Travel required: May require travelling domestically or internationally once to twice per year.

Required education and experience:

Bachelor’s degree in human resources, Business Administration, or related field required.

At least five years of progressive human resource experience required of which two must be in a supervisory function.

Excellent verbal and written communication skills.

Excellent organizational skills and attention to detail.

Excellent time management skills with a proven ability to meet deadlines.

Ability to think critically

Strong analytical and problem-solving skills.

Strong supervisory and leadership skills.

Ability to adapt to the needs of the organization and employees.

Ability to prioritize tasks and to delegate them when appropriate.

Thorough knowledge of employment-related laws and regulations.

Proficient with Microsoft Office Suite or related software.

Proficiency with or the ability to quickly learn the organizations HRIS and talent management systems.

Preferred education and experience:

Master’s degree preferred.

SHRM-CP or SHRM-SCP professional certification.

Work authorization/security clearance requirements:

Legal eligibility to work in the United States is required. Immatics participates in E-Verify and all new employees will be subject to the Department of Homeland Security requirements for employment.

Affirmative Action/EEO statement:

Immatics is an equal opportunity employer. All employment decisions including the decision to hire, promote, discipline, or discharge, will be based on merit, competence, performance, and business needs. We do not discriminate on the basis of race, color, religion, national origin, ethnicity, marital status, age, physical or mental disability, medical conditions, pregnancy, genetic information, gender, sexual orientation, gender identity or expression, veteran status, or any other status protected under federal, state, or local law.”

Other duties:

Please note this job description is not designed to cover or contain a comprehensive listing of activities, duties or responsibilities that are required of the employee for this job. Duties, responsibilities and activities may change at any time with or without notice. This job description may not cover all duties that take place on a daily basis and may be changed as business needs change. Employee will be responsible for adapting and learning the duties as described above or as the new ones are introduced.

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