Vice President of Human Resources

Winston Water Cooler Management•Dallas, TX

10d•$150,000 - $185,000•Onsite

About The Position

The Winston Family of Companies, anchored by Winston Water Cooler, one of the most established plumbing supply distributors in the southern U.S., has experienced extraordinary growth over the past several years, expanding to 70+ locations and a diverse, multi-company workforce spanning several industry verticals. That momentum has created a remarkable opportunity: the chance to architect and lead an HR function worthy of the organization we have become. We are seeking a Vice President of Human Resources who is as energized by building as they are by leading. This is a role for someone who sees untapped potential where others see complexity, who is excited to establish strong foundations, modernize operations, and create people programs that scale with a growing enterprise. You will have wide latitude to assess, design, and implement across every core HR discipline.

Requirements

Bachelor's degree in Human Resources, Business Administration, or related field required; advanced degree or HR certification preferred.
10+ years of progressive HR experience, with at least 3–5 years in a senior HR leadership role (Director or VP level).
Demonstrated experience building or rebuilding HR infrastructure in a high-growth, multi-location organization.
Hands-on experience managing benefits programs, payroll oversight, and HR compliance simultaneously, not just one of these.
Comprehensive working knowledge of ERISA, HIPAA, COBRA, ACA, FMLA, ADA, FLSA, Section 125, NLRA, and multi-state employment law.
Experience managing benefits plan design, broker relationships, and alternative funding models (self-funded, level-funded, captives).
Strong payroll acumen with end-to-end understanding of payroll operations, compliance requirements, and risk management.
Demonstrated ability to navigate complex employee relations matters with fairness, consistency, and legal soundness.
Proficiency with HRIS/payroll platforms; Paycom experience is a significant plus.
Adaptable and decisive in a dynamic environment and able to prioritize effectively and move with confidence when the landscape is still taking shape.

Nice To Haves

PHR/SPHR or SHRM-CP/SHRM-SCP certification.
CEBS (Certified Employee Benefits Specialist) designation.
Experience leading an HRIS implementation, migration, or optimization initiative.
Multi-state employment law experience, particularly across TX, LA, OK, AR, NM, NV, FL, CA and surrounding southern states.

Responsibilities

Take strategic ownership of all benefit programs (medical, dental, vision, life, disability, HSA/FSA, 401(k), and voluntary offerings) and lead a comprehensive evaluation to maximize value, cost-efficiency, and employee experience.
Assess and advance plan design, including analysis of self-funded, level-funded, or captive options, to ensure Winston's benefits are competitive and financially sound.
Serve as the primary relationship owner with brokers, TPAs, carriers, stop-loss vendors, and benefits consultants.
Own Open Enrollment end-to-end: strategy, communications, compliance documents, employee education, and system accuracy.
Lead implementation and ongoing management of the cafeteria plan (Section 125), required filings (5500s, PCORI, ACA reporting), and wellness initiatives.
Develop a benefits communications strategy that is clear, accessible, and resonant for both field and HQ employees across all Winston entities.
Establish a robust compliance posture across all 70+ locations, evaluating policies, documentation, posting requirements, leave administration, and classification to ensure the organization is fully protected and current.
Ensure all HR practices and documentation align with federal, state, and local employment law: FMLA, ADA, COBRA, ERISA, HIPAA, ACA, FLSA, NLRA, and applicable multi-state requirements.
Develop and maintain a comprehensive, up-to-date employee handbook and suite of HR policies that reflect Winston's culture and legal obligations.
Build and manage a proactive HR compliance calendar covering all filing, reporting, notice, and renewal deadlines.
Implement a regular internal review process to stay ahead of regulatory changes and continuously strengthen the organization's compliance position.
Serve as the internal subject-matter expert for employment law matters; partner with legal counsel on investigations, regulatory inquiries, and risk mitigation as needed.
Provide executive-level oversight of payroll operations ensuring accuracy, timeliness, and compliance at every step.
Assess current payroll processes and implement enhancements with particular attention to overtime practices, worker classification, garnishments, and multi-state tax compliance.
Collaborate with Finance and the payroll team and vendor to build strong controls, clear reconciliation workflows, and reliable escalation procedures.
Confirm proper worker classification (exempt/non-exempt, W-2 vs. 1099) and ensure full alignment with wage and hour requirements across all states of operation.
Oversee payroll tax compliance and all year-end reporting processes, including W-2s and ACA filings.
Champion full utilization and optimization of the HRIS/payroll platform (currently Paycom) to improve efficiency, accuracy, and manager empowerment.
Develop and implement a consistent, fair, and legally sound employee relations framework establishing clear investigation protocols, performance management practices, and documentation standards across all locations.
Serve as a trusted resource and escalation point for complex employee matters: performance management, workplace conflict, accommodation requests, and separations.
Build a structured offboarding process that ensures compliance, captures actionable feedback, and maintains positive employee experiences through transition.
Create and implement standardized HR workflows and documentation across all Winston locations including onboarding, job changes, leave of absence, accommodations, and offboarding to ensure consistency at scale.
Expand and optimize the use of Paycom to drive efficiency, strengthen data integrity, and enable meaningful manager self-service.
Lead, develop, and invest in the HR team setting clear expectations, providing mentorship, and creating a culture of accountability and continuous improvement within the function.