Human Resources Manager

C1 Insurance Group•Dallas, TX

21d

About The Position

Our two sister companies—C1 and My Utilities—are growing quickly (100+ team members & counting), and we’re looking for a dynamic HR leader to help build the foundation for long-term success. Both businesses are led by the same executive team, with shared office space and shared HR infrastructure. This role is an opportunity to shape how our HR organization supports and grows our people for years to come. C1 Insurance Group is an independent insurance agency specializing in personal insurance solutions including home, auto, umbrella, and specialty coverage. We help clients make informed insurance decisions while providing exceptional service and long-term support. My Utilities has revolutionized one of the most stressful processes — moving into a new home — by making it easy to select and establish the core services customers need: electricity, internet, cable/TV, security, insurance, gas, and water. The HR Manager will serve as the first 100% dedicated Human Resources professional supporting both C1 Insurance Group and My Utilities. This is a hands-on, generalist role responsible for refining and building HR infrastructure, policies, and practices while managing day-to-day people operations. The ideal candidate is a builder who is equally comfortable rolling up their sleeves on administrative HR tasks and thinking strategically about how to scale people programs to support two growing, entrepreneurial organizations. This role reports to executive leadership and will need to balance shared priorities with the distinct culture, workforce, and needs of each business. Our HR Coordinator/Office Manager reports to this role.

Requirements

Bachelor's degree in Human Resources, Business Administration, or related field, or equivalent professional experience.
4+ years of progressive HR generalist experience required; 2+ years as an HR Manager strongly preferred; experience supporting multiple business units, brands, or entities is a strong plus.
Solid working knowledge of employment law, HR compliance, and best practices.
Proven ability to refine and build HR programs and processes.
Excellent interpersonal, communication, and relationship-building skills, with the ability to earn trust across two distinct company cultures.
High degree of discretion, sound judgment, and comfort handling confidential and sensitive information.
Strong organizational skills and ability to manage competing priorities across two companies.

Nice To Haves

PHR, SHRM-CP, or similar HR certification.
Experience in insurance, home services, utilities, or a related industry.
Experience with HRIS/payroll platforms (e.g., Bamboo, Gusto, ADP, or similar).
Experience supporting a small or mid-sized company with minimal dedicated HR infrastructure.

Responsibilities

Refine, build, and implement foundational HR infrastructure for both companies, including employee handbooks, policies, and procedures that comply with applicable federal, state, and local employment law.
Establish consistent, scalable HR processes (onboarding, offboarding, performance management, leave administration, etc.) that can flex to the needs of each company.
Select, implement, and manage HR systems (HRIS, payroll integration, applicant tracking) to support both organizations.
Ensure compliance with employment regulations, workplace safety standards, and required postings/filings across both entities.
Serve as a trusted, confidential resource for employees and managers on HR-related questions, concerns, and conflict resolution.
Partner with leadership to reinforce and evolve company culture in both organizations.
Plan and support employee engagement initiatives, recognition programs, and team-building activities.
Manage performance management processes, including goal setting, reviews, and coaching support for managers.
Administer compensation and benefits programs, including annual benefits enrollment, vendor relationships, and employee communications.
Process and advise around payroll-related HR functions in partnership with finance/payroll associates.
Maintain accurate, compliant employee records and HR files for both companies.
Track and report on key HR metrics (headcount, turnover, time-to-fill, etc.) to inform leadership decision-making.
Partner with managers to build intentional development plans and mentorship opportunities for employees.
Identify HR-related training needs and coordinate and/or deliver training on compliance, management skills, and professional development.
Support succession planning as both organizations grow.