HR Director

Fellers•Grapevine, TX

16h

About The Position

Director of Human Resources provides senior-level leadership and strategic direction for all human resources functions across the organization. This role serves as a key advisor to executive leadership, translating business strategy into scalable people practices while ensuring operational excellence, compliance, and organizational effectiveness. The Director is accountable for end-to-end HR strategy, governance, and execution, including workforce planning, compensation and performance programs, compliance reporting, leadership development, change management, and employee engagement. This role owns both the long-term people roadmap and the day-to-day rigor required to operate a complex, changing organization.

Requirements

Minimum of 7–10 years of progressive human resources leadership experience, including strategic HR management.
Demonstrated experience partnering with executive leadership..
Strong background in compensation design, performance management, compliance, and change management.
Proven ability to lead complex projects and manage competing priorities.
Excellent verbal, written, and executive-level communication skills.
Strong analytical, organizational, and problem-solving capabilities.
Experience with HRIS platforms and data-driven reporting; Rippling experience a plus.

Nice To Haves

HR certification (PHR, SPHR, SHRM-CP, SHRM-SCP) strongly preferred.

Responsibilities

Lead and execute the company’s HR strategy aligned to business objectives and growth plans.
Partner with executive and senior leadership to support organizational design, workforce planning, and change management initiatives.
Prepare and deliver monthly executive-level HR reporting, including headcount, talent risks, and related people KPI’s.
Own HR budgeting, headcount forecasting, and approval processes.
Provide direct support and counsel to senior leadership on people, performance, and organizational matters.
Serve as the primary point of accountability for HR vendor management and external partnerships.
Design and manage compensation strategies including merit cycles, benchmarking, and internal equity reviews.
Develop, document, and roll out variable compensation and bonus plans across functions.
Partner with Finance and leadership to model workforce and compensation impacts tied to business performance.
Own leadership development and talent development strategy, including succession planning and 9-box assessments.
Lead performance management strategy and execution, including annual review cycles, calibration, merit allocation, and system configuration.
Oversee employee relations matters including investigations, corrective actions, documentation, and legal coordination.
Conduct and analyze exit interviews and provide actionable insights to leadership.
Maintain and evolve job descriptions, career paths, and role clarity across the organization.
Ensure compliance with all federal, state, and local employment laws and regulations.
Own annual and ongoing compliance reporting, including but not limited to EEO-1, CA Pay Data, wage reporting, 401(k) audit support, OSHA, DOL, and EEOC requirements.
Maintain up-to-date knowledge of employment law, regulatory changes, and HR best practices, translating them into policies and operational processes.
Develop and execute company-wide communication and engagement strategies.
Lead employee engagement initiatives, surveys, and action planning.
Own company-wide calendars and programs including town halls, team huddles, holiday schedules, and internal communications cadence.
Partner with Safety leadership to develop, finalize, and roll out safety strategies, SOPs, and training programs.
Provide execution oversight for multi-state payroll operations covering both hourly and salaried employee populations, ensuring accurate, timely processing and compliance with all federal, state, and local tax, wage, and hour requirements.
Ensure compliance with payroll-related regulations, including tax filings, wage reporting, garnishments, audits, and coordination with Finance and external vendors.
Oversee benefits administration and vendor relationships, including open enrollment, post-enrollment reporting, and ongoing plan governance.
Serve as executive owner for HR systems (including Rippling and NetSuite integrations), HR dashboards, payroll data integrity, and system-driven compliance.
Approve HR- and payroll-related invoices and manage HR spend in partnership with Finance.
Serve as the organizational lead for change management, ensuring people, process, and communication considerations are fully integrated into all major business initiatives.
Act as the internal corporate communications owner, developing and executing clear, consistent, and timely messaging for company-wide changes, initiatives, and leadership priorities.
Translate business strategy, system changes, and organizational decisions into employee-facing communications that drive understanding, adoption, and engagement.
Partner closely with executive leadership to advise on messaging, sequencing, and change impact, serving as a trusted communications and change counsel.
Establish communication frameworks, cadence, and standards to support operational changes, system implementations, and ongoing organizational evolution.