Human Resources Manager

DuraServ Corp•Coppell, TX

10d•Onsite

About The Position

DuraServ is seeking an HR Manager to translate policy into practice, advise managers with confidence and judgment, drive adoption of new programs, and operate as a trusted partner in a fast-moving, acquisition-driven organization. This is an on-site role at DuraServ Corporate in Coppell, TX, with up to 20% planned business travel. The HR Manager will act as an HR Partner, not a policy administrator, in a PE-backed national industrial services company that is growing through acquisition. This means the HR function operates in a constant state of change, with new businesses, managers, and programs being onboarded, and existing teams navigating reorganizations, rapid growth, and shifting priorities. The HR Manager will be responsible for making these changes land correctly. Reporting to the Director of Human Resources, the role involves executing HR programs designed by specialist teams (Talent Management, Total Rewards, Talent Acquisition, and HR Operations), translating them into practical guidance for line managers and their teams, advising on employee relations with judgment and professionalism, driving adoption of new technologies and processes, and using HCM data and dashboards to identify trends and risks. Partnering on acquisition integrations is a core function of the role.

Requirements

7+ years of progressive HR or related business experience, including demonstrated experience supporting line managers and executing HR programs within a centralized or shared-services model.
Demonstrated experience with HCM or HRIS platforms, digital workflows, case or service management tools, workforce reporting, Microsoft 365, and employee-relations support.
Experience supporting acquisitions, integrations, rapid organizational growth, or other significant business changes.
A trusted business partner — line managers come to you because you solve problems, give straight answers, and make the HR process easier rather than harder.
Strong on employee relations — you advise with judgment, document with discipline, and know the difference between a coaching conversation and a compliance issue.
Digitally fluent — you navigate HCM platforms, digital workflows, dashboards, and Microsoft 365 with comfort and use data to identify trends before they become risks.
Change-capable — you've driven adoption of new HR programs and technologies in organizations that didn't always make change easy; you know how to communicate, reinforce, and follow up until it sticks.
Acquisition-experienced — you understand what M&A integration looks like from an HR perspective and you've been the person who helped acquired employees land softly in a new culture.

Nice To Haves

Bachelor's degree in human resources, business administration, or a related field; equivalent combination of education and experience considered.
Professional certification from SHRM, HRCI, or a comparable credentialing organization.
Background in industrial services, field service, or multi-location organizations where HR delivery is distributed across a geographically dispersed workforce.

Responsibilities

Build trusted partnerships with line managers and teams by understanding operational needs, translating HR programs into practical actions, and delivering responsive, consistent support within the centralized HR service model.
Advise managers on workforce and employee-relations matters using active listening, structured problem-solving, and sound professional judgment — document issues and escalate higher-risk matters appropriately.
Guide managers through talent processes — onboarding, performance management, talent reviews, succession planning, development, engagement, and retention — using approved tools and decision criteria that drive consistent outcomes.
Execute HR processes, programs, tools, and policies developed by specialist teams — following established standards while providing practical feedback to improve effectiveness and the manager experience.
Use HCM and HRIS platforms, digital workflows, case management tools, dashboards, and workforce reports to manage transactions, maintain accurate records, monitor service delivery, and develop data-informed recommendations.
Apply employment requirements, company standards, service levels, and process controls to daily work — identifying recurring issues and supporting root-cause analysis and continuous improvement.
Drive manager and team adoption of new or updated HR programs, processes, and technologies through clear communication, coaching, change reinforcement, and follow-up.
Coordinate assigned HR activities for acquisitions, integrations, reorganizations, and rapid growth initiatives.
Engage in corporate social responsibility initiatives and recognition programs that reinforce company values and strengthen the team member experience across a distributed workforce.