Director of People and Workforce Operations

Director of People & Workforce Operations (SHRM-SCP Preferred)

McAllen, Texas (Multi-Site U.S. Operations)

Build the Workforce. Shape the Culture. Drive the Numbers.

We are growing fast and we are looking for a high-impact leader to build and scale the people side of the business with the same discipline we apply to operations and finance.

This is not a traditional HR role.

You will own:

• Workforce performance

• Labor cost efficiency

• Payroll and benefits operations

• Safety, compliance, and training

• Culture and retention across multiple facilities

What You will Own

1. Workforce Performance & Accountability

• Build and implement KPI-driven performance systems across all roles

• Create scorecards tied to productivity, safety, attendance, and quality

• Train leaders to manage performance—not avoid it

• Drive a culture where expectations are clear and results matter

2. Labor Cost & Operational Efficiency

• Own labor as a key financial lever:

o Cost per pound/unit

o Labor % of revenue

o Overtime control

• Build staffing models aligned with production

• Partner directly with Finance and Operations to improve margins

3. Payroll Ownership (End-to-End)

• Fully own payroll operations through Paychex

• Ensure 100% accuracy, compliance, and timeliness

• Implement controls and audits

• Resolve issues quickly and professionally

4. Benefits Strategy & Administration

• Manage and optimize all employee benefit programs

• Improve employee understanding and participation

• Partner with brokers to control cost while staying competitive

5. Temp Labor Strategy (This Is Big)

• Take control of temp labor usage and agency relationships

• Define when temp vs full-time makes financial sense

• Reduce waste and improve conversion of top performers

6. Recruiting & Talent Pipeline

• Build a consistent pipeline across the Rio Grande Valley

• Develop relationships with schools, workforce programs, and local networks

• Create clear career paths from entry-level to leadership

7. Training, Safety & Compliance

• Implement structured onboarding and training programs

• Ensure consistent safety practices across all facilities

• Maintain full compliance with labor laws and OSHA standards

• Continuously improve and enforce the employee handbook

8. Culture & Retention

• Build a culture people want to stay in

• Launch recognition, incentive, and engagement programs

• Use data (not guesswork) to reduce turnover

What We are Looking For

You’re not just “in HR.” You think like an operator.

• 7–12+ years of experience in manufacturing, recycling, logistics, or industrial environments

• Bachelor's degree or equivalent experience in human resources or management

• Provide overall leadership and guidance by overseeing talent acquisition, employee career

development, succession planning, retention programs, training and leadership development

• Function as a strategic, human capital business advisor to the senior management team

• Develop initiatives, policies and programs to complement existing practices and create consistency

across the organization

• Oversee benefit and compensation plans to ensure cost efficiencies and attractiveness to retain top

talent

• Proven ability to build systems from scratch and scale them

• Strong financial and analytical mindset (you’re comfortable with metrics)

• Experience managing:

o PEOs (preferably Paychex)

o Payroll

o Benefits programs

o Temp labor/workforce planning

• Comfortable holding leaders accountable

• Bilingual (English/Spanish strongly preferred in this market)

Certifications

• SHRM-SCP strongly preferred

• (SHRM-CP, SPHR also considered)

What Success Looks Like (First 12 Months)

• Labor cost is measurable, controlled, and improving

• Payroll runs flawlessly—every cycle

• Temp labor usage is optimized and intentional

• Turnover is down, retention is up

• Performance management is real—not just paperwork

• Employees understand expectations and how to grow

Compensation & Upside

• Competitive base salary

• Performance-based bonus tied to:

o Labor cost improvements

o Retention metrics

o Operational efficiency

• Long-term growth opportunity with the company

Why This Role Matters

This role sits at the intersection of:

• Operations

• Finance

• People

Done right, it will directly impact profitability, scalability, and culture.

Who This Is NOT For

• Someone looking for a purely administrative HR role

• Someone uncomfortable with accountability or metrics

• Someone who prefers maintaining systems instead of building them

Who This IS For

• A builder

• A problem solver

• A leader who wants to leave a visible mark on a growing company

Apply

If you’re ready to build something meaningful and be measured by results, we would love to talk.