Director, Human Resources

The Friedkin Group•Houston, TX

21d

About The Position

The Director of Human Resources partners closely with GST executive leadership to align talent strategies with business goals while fostering a people-centered, collaborative, and high-trust culture. This role serves as a dynamic and approachable strategic advisor, providing hands-on HR consultation, coaching, and employee relations support across corporate and field teams. The Director leads with empathy and adaptability, driving organizational effectiveness through strong communication, collaboration, and continuous improvement across talent acquisition, associate development, performance management, engagement, rewards, and change initiatives. In partnership with Shared Services, this role ensures responsive, supportive HR service delivery while championing an inclusive environment that empowers leaders.

Requirements

Bachelor's Degree from a four-year college or university, required.
10+ years practical human resources or related experience; or equivalent combination of education and experience, required.
7-9 years leadership experience in a Human Resources, required.
Proficiency with Microsoft Office Suite.
Excellent organizational skills and attention to detail.
Ability to maintain effective interpersonal relationships.
Ability to recognize, analyze, and solve a variety of problems.
Ability to maximize partnerships by successfully leveraging other departments as necessary.
Demonstrates drive for results, strong business acumen and customer focus.
Excellent critical thinking and decision-making skills.
Knowledge of budget control methods, policies, and procedures.
Excellent communication skills both written and verbal.
Ability to develop and implement human resources programs, policies and procedures.
In-depth knowledge of federal and state leave related regulations including FMLA, ADA (including the interactive process), PDA and wage and hour compliance.
Knowledge at advanced level of Federal/State/Local regulations affecting employment and human capital management.
Excellent interpersonal and communication skills, with the ability to build trust and influence at all levels.
Provides direct coaching and consultation to key business partners and overall employee population to build and develop greater organizational capability.
Familiarity with change management methodologies and experience driving effective change management and implementation plans including communications plans.
Must have strong knowledge of HR practices including performance management, total Compensation, benefits management, employee relations, recruiting, change management, problem resolution, training and organizational development.

Nice To Haves

Master's Degree preferred.
PHR or SHRM-CP Upon Hire, preferred.
SPHR or SHRM-SCP Upon Hire, preferred.

Responsibilities

Partner with Executive leadership to develop and execute an HR strategy aligned with GST’s business objectives.
Provide strategic guidance to support organizational growth and align workforce with company vision
Lead and develop the GST-HR team, fostering a high-performance, results-driven culture.
Direct the delivery of HR services, including talent acquisition, associate relations, training, performance management, and development planning.
Serve as a strategic advisor to senior leadership on organizational design, workforce planning, succession planning, and leadership effectiveness.
Develop and implement communication strategies to drive associate engagement and ensure alignment with organizational goals.
Monitor and align HR performance metrics with team and business unit goals, drive improvements in execution and service delivery.
Coach leaders at all levels on talent development, people decisions, performance management, and team effectiveness.
Guide managers on employee relations issues, internal investigations, adverse actions, and legal proceedings (e.g., EEOC, DOL).
Lead the evolution of performance management, goal alignment, and feedback systems to drive clarity, accountability, and results.
Promote cross-functional communication, collaboration, and teamwork across the organization.
Drive employee engagement, retention, and change management initiatives during periods of growth and organizational change.
Partner closely with Legal and Compliance to ensure HR practices align with employment law, regulatory requirements, and risk management standards
Supervise and manage HR staff, including hiring, training, performance evaluation, and employee relations in compliance with company policies and applicable laws.