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Human Resource Rotational Program Jobs in Austin, TX

McDonald's

Human Resource Manager

Austin, TX · On-site

Administers or oversees the administration of human resource programs including, but not limited to, compensation, benefits, and leave; disciplinary matters; disputes and investigations; performance ...

McDonald's

Human Resource Manager

Austin, TX · On-site

Administers or oversees the administration of human resource programs including, but not limited to, compensation, benefits, and leave; disciplinary matters; disputes and investigations; performance ...

McDonald's

Human Resource Manager

Hutto, TX · On-site

Administers or oversees the administration of human resource programs including, but not limited to, compensation, benefits, and leave; disciplinary matters; disputes and investigations; performance ...

McDonald's

Human Resource Manager

Round Rock, TX · On-site

Administers or oversees the administration of human resource programs including, but not limited to, compensation, benefits, and leave; disciplinary matters; disputes and investigations; performance ...

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All JobsHuman Resource Rotational Program JobsHuman Resource Rotational Program Jobs in Austin, TX

Human Resource Rotational Program information

See Austin, TX salary details

$26.3K

$43.9K

$59.5K

How much do human resource rotational program jobs pay per year?

As of Aug 23, 2026, the average yearly pay for human resource rotational program in Austin, TX is $43,856.00, according to ZipRecruiter salary data. Most workers in this role earn between $37,200.00 and $47,600.00 per year, depending on experience, location, and employer.

What is a human resource rotational program?

A Human Resource Rotational Program is a structured early-career development initiative offered by many organizations. Participants rotate through various HR functions, such as recruitment, benefits administration, employee relations, and talent development, over a set period (usually 1-3 years). The goal is to provide broad exposure, hands-on experience, and a comprehensive understanding of HR operations, helping participants identify their strengths and preferred HR specialties. These programs often include mentorship, training sessions, and networking opportunities to support professional growth.

What kinds of projects and experiences can participants expect during a human resource rotational program?

Participants in a Human Resource Rotational Program typically gain exposure to multiple HR functions, such as talent acquisition, employee relations, compensation and benefits, and learning and development. Throughout the rotations, you may work on projects like supporting recruitment campaigns, managing onboarding processes, assisting with performance management, or helping develop employee engagement initiatives. This structure is designed to help you build a comprehensive understanding of HR practices, develop a broad skill set, and identify areas of interest for long-term career growth. Collaboration with HR business partners, managers, and other departments is common, offering valuable networking and mentorship opportunities.

What are the key skills and qualifications needed to thrive in a human resource rotational program, and why are they important?

To thrive in a Human Resource Rotational Program, candidates generally need a bachelor's degree in human resources, business, or a related field, along with foundational knowledge in HR principles and practices. Familiarity with HR information systems (HRIS), Microsoft Office Suite, and, in some programs, certification like SHRM-CP or PHR can be advantageous. Strong interpersonal skills, adaptability, and effective communication help participants excel while rotating through various HR functions and collaborating with diverse teams. These skills and qualifications are crucial for building a broad HR skill set, delivering value across departments, and preparing for future leadership roles.

What is the difference between Human Resource Rotational Program vs HR Coordinator?

AspectHuman Resource Rotational ProgramHR Coordinator
CredentialsBachelor's degree often required; some programs may prefer HR certificationsBachelor's degree in HR, Business, or related field; certifications are a plus
Work EnvironmentStructured, rotational assignments across HR functions, often in large organizationsOffice-based, supporting HR functions like recruitment, onboarding, and employee relations
Employer & Industry UsageCommon in large corporations and multinational companies for developing future HR leadersWidely used across industries for entry-level HR support roles

The Human Resource Rotational Program is designed to give participants broad exposure to HR functions through rotations, preparing them for future leadership roles. In contrast, HR Coordinators focus on supporting specific HR tasks and processes. Both roles require similar educational backgrounds, but the rotational program offers a comprehensive development experience, while the coordinator role emphasizes operational support.

What are popular job titles related to Human Resource Rotational Program jobs in Austin, TX?

For Human Resource Rotational Program jobs in Austin, TX, the most frequently searched job titles are:

What job categories do people searching Human Resource Rotational Program jobs in Austin, TX look for?

The top searched job categories for Human Resource Rotational Program jobs in Austin, TX are:

What cities near Austin, TX are hiring for Human Resource Rotational Program jobs?

Cities near Austin, TX with the most Human Resource Rotational Program job openings:

Human Resource Rotational Program jobs near you
Infographic showing various Human Resource Rotational Program job openings in Austin, TX as of August 2026, with employment types broken down into 1% As Needed, 79% Full Time, 16% Part Time, and 4% Contract. Highlights an 95% Physical, 1% Hybrid, and 4% Remote job distribution, with an average salary of $43,856 per year, or $21.1 per hour.

Human Resource Manager

Austin Waldorf School Inc

Austin, TX • On-site

Full-time

Medical, Dental, Life, Retirement

Posted 2 days ago

New

Job description

Position: Human Resource Manager

Reports to: Head of School

Evaluated: Annually

FLSA Qualification: 12 Month Exempt

Supervises: None


Position Purpose: The Human Resource Manager works directly under the Head of School in partnership with school Directors to oversee the personnel affairs of the school in a wide variety of tasks. Under the direction of the Head of School, the Human Resource Manager designs and implements Human Resource programs in the areas of staffing, compensation, health and welfare benefits, safety and health, succession planning, employee relations and retention, coaching, change management, HR policy, and legal compliance. The Human Resource Manager is responsible for planning, leading, and coordinating the HR department’s activities and policies.


The Human Resource Manager's responsibilities include:

  • Compliance: Ensuring the organization complies with employment laws and regulations

  • Hiring: Oversee recruiting, interviewing, and hiring new staff and supporting the process

  • Performance: Providing performance evaluation templates and creating systems for continuous feedback and development

  • Benefits: Establishing and managing employee benefits programs, including health, dental, naturopath reimbursement, life, retirement, and disability plans

  • Policies: Developing and implementing HR policies for the organization

  • Budget: Managing and optimizing the HR budget

  • Culture: Fostering a positive and professional culture

  • Labor relations: Managing the balance between the organization and its workforce

  • Training: Providing systems for training and developing staff

  • Dispute resolution: Mediating employee relations issues and assisting with disciplinary actions

  • Communication: Communicating with brokers, vendors, contractors, and insurance carriers

  • Oversee payroll processing, and ensure timely payment of salaries.

Essential Functions:

  • Create, manage, and monitor employee policies and procedures that support the school’s objectives and fully comply with federal, state, and local laws and regulations.

  • Enhance employee benefit programs; develop programs such as employee appraisals, wellness programs, etc.

  • Lead and support leadership and employees in addressing and resolving workplace conflicts, and executing proper disciplinary and termination protocol.

  • Regularly analyze benefits plans for market competitiveness, research, and recommend alternative options as necessary.

  • Consistently promote and perpetuate the school culture and values.

  • Develop HR programs and identify key HR metrics (employee engagement surveys, critical turnover) to analyze and solve problems that impact organizational effectiveness.

  • Partner with leadership to identify and address the critical needs of the school and achieve goals that support a long-range HR strategy.

  • Oversee and direct appropriate health, dental, and life insurance policies for school employees.

  • Oversee and direct an effective school employee retirement plan.

  • Oversee the complete employee life-cycle from recruitment to retirement.

  • Assists leaders in the staff (non-faculty) review process.


Professional Requirements

  • BA in human resources, business or a related field.

  • PHR/SPHR or SHRM-CP/SHRM-SCP certification preferred.

  • At least three years of experience and/or training, or an equivalent combination of education and experience.

  • HRIS knowledge is required.

  • Communicator: Strong interpersonal communication skills & ability to communicate well in a variety of venues and mediums.

  • Self-Starter: Ability to take initiative, work independently, and hold oneself accountable.

  • Organized and Deadline-Oriented: Ability to manage multiple projects with converging deadlines while maintaining a positive, can-do attitude.

  • Resourceful: Aptitude for thinking “outside the box,” and finding creative and effective means for meeting goals.

  • Creative: Ability to develop original ideas.

  • Problem-Solver: Capable of finding solutions to challenges

  • Flexible: Willingness to adjust schedules and priorities as needed.

  • Team Player: Ability to work collaboratively and effectively with others.

  • Lifelong Learner: Initiative to learn new skills, techniques, and ways to accomplish projects and goals.

  • Coachable: Willingness to take direction, receive suggestions, and be challenged.

  • Trustworthy: Commitment to abide by a strict code of conduct.

  • Confidential: Must have the ability to keep sensitive information private


Revised: January 2025