Human Resources Director

ARGO is a leading provider of software and analytics solutions for both the financial services and healthcare industries. ARGO transforms business processes for financial service providers and healthcare organizations using proven business models and software innovation informed by real customer challenges, breakthrough technology, and rich analytics.

JOB SUMMARY
Lead the Human Resources function by developing and executing people strategies that support Argo's business objectives and culture. Responsible for the overall leadership, management, and effectiveness of Human Resources including employee relations, talent acquisition, compensation, performance management, organizational development, compliance, employee engagement, and HR operations. Serve as a trusted advisor to executive leadership while ensuring Human Resources programs, policies, and practices support the organization's strategic goals, employee experience, and long-term growth.

TIME ALLOCATION
Strategic HR Leadership, Workforce Planning & Organizational Development – 30%
HR strategy, organizational effectiveness, workforce planning, leadership development, change management, employee engagement, culture initiatives, and executive partnership.
Employee Relations, Leadership Coaching & Compliance – 25%
Employee relations, investigations, performance counseling, conflict resolution, policy interpretation, risk management, compliance, and leadership consultation.
Compensation, Performance & Talent Management – 20%
Compensation strategy, salary benchmarking, performance management, employee development, succession planning, retention initiatives, and talent programs.
HR Operations, Reporting & Administration – 15%
HRIS administration, workforce analytics, reporting, compliance documentation, audits, budgeting, vendor management, records administration, and process improvement.
Department Leadership & Special Projects – 10%
Leadership and development of HR staff, employee engagement initiatives, cross-functional projects, and strategic business initiatives.

EXPECTED WORK AND PERFORMANCE (ESSENTIAL FUNCTIONS)
This section is intended to provide a more detailed overview of what the expectations of the job are to include: work to be performed, expected performance results and how they will be measured, as well as connection to corporate strategy, values, and mission. Job duties and responsibilities include the following. Other duties may be assigned as needed.

• Serve as a strategic business partner and trusted advisor to executive leadership on organizational effectiveness, workforce planning, talent management, employee engagement, and culture initiatives.
• Lead and oversee all Human Resources functions including employee relations, compensation, performance management, talent acquisition, onboarding, offboarding, compliance, and HR operations.
• Develop, implement, and continuously improve Human Resources programs, policies, and procedures that support business objectives and ensure compliance with applicable employment laws and regulations.
• Partner with leaders to drive organizational development initiatives including succession planning, leadership development, workforce planning, and change management.
• Manage complex employee relations matters including investigations, conflict resolution, performance concerns, corrective actions, and policy interpretation.
• Oversee compensation programs including salary benchmarking, market analysis, job descriptions, performance review processes, and incentive plans to attract and retain top talent.
• Establish and analyze Human Resources metrics, workforce analytics, and reporting to support data-driven decision-making and continuous improvement.
• Provide strategic direction and oversight for talent acquisition activities including workforce forecasting, recruiting effectiveness, employment branding, talent pipeline development, and selection processes.
• Ensure effective administration of Human Resources operations including HRIS management, personnel records, compliance reporting, audits, record retention, budgeting, and vendor management.
• Lead, develop, and mentor Human Resources staff while fostering a high-performance, service-oriented culture.
• Lead employee engagement initiatives and partner with leadership to strengthen culture, communication, and organizational effectiveness.
• Maintain current knowledge of employment legislation, labor market trends, compensation practices, and industry developments impacting Human Resources and the technology workforce.
• Lead strategic Human Resources projects and initiatives that support organizational growth, operational effectiveness, and business success.

QUALIFICATIONS

• A Bachelor's degree in Business Administration, Human Resources, or a related discipline is required for the position.
• 10+ years progressive and diverse HR experience with required experience including, but not limited to, the following HR areas:
  • Employee Relations
  • Performance and Compensation Management
  • Talent Management (Job Descriptions, Retention, Employee Experience, and Career Development)
  • Organizational Development and Workforce Planning
• 5+ years' experience leading/managing an HR team.
• Thorough and proven knowledge/experience with employment laws, FLSA, FMLA, LOA, ADA, Worker's Compensation, EEO, and related employment regulations.
• Experience developing team KPIs, generating reports, and analytics.
• Experience with HRIS platforms, preferably ADP Workforce Now.
• SPHR or SHRM-SCP Certification required.
• Experience partnering directly with executive leadership on business strategy and organizational planning.

REQUIRED SKILLS/EXPERIENCE/KNOWLEDGE

• Strategic leader with high energy, drive for results, decisiveness, and passion for winning, coupled with compassion and a thoughtfully assertive approach.
• Unquestioned integrity and professionalism.
• Proven ability to design and implement enterprise-level Human Resources initiatives.
• Strong analytical and decision-making skills with the ability to solve complex business and employee issues.
• Highly effective verbal and written communication skills.
• Strong strategic thinking, problem-solving, and organizational skills.
• Ability to prioritize multiple responsibilities and effectively manage competing priorities.
• Proven ability to build relationships and influence leaders at all levels of the organization.
• Demonstrated ability to achieve results through collaboration, partnership, and effective stakeholder management.
• Strong team player and corporate-focused leader with a roll-up-the-sleeves attitude.
• Self-motivated, service-oriented, and results-driven.
• Creative, resourceful, accessible, and responsive.
• Positive attitude with a sense of urgency and passion for the work.
• Demonstrated ability to lead organizational change and influence business outcomes through people strategies.

PREFERRED SKILLS/EXPERIENCE/KNOWLEDGE

• Master's degree in Human Resources, Business Administration, Organizational Development, or a related discipline.
• Human Resources leadership within an information technology, software development, SaaS, fintech, cybersecurity, managed services, or professional services organization.
• Leadership of Human Resources functions within a multi-state employer environment.
• Implementation, optimization, and administration of Human Resource Information Systems, preferably ADP Workforce Now.
• Senior Human Resources leadership within organizations of 250+ employees.
• Support of technical employee populations including software engineering, infrastructure, cybersecurity, product development, professional services, or managed services teams.

ATTENDANCE/WORK LOCATION
The position is based in our Richardson, TX office. Daily physical presence in the office is required for interaction with co-workers, attending meetings, and for collaboration on projects.

PHYSICAL DEMANDS
While performing the duties of this job, the employee is regularly required to stand, walk; sit stationary; constantly operate computer keyboarding and office equipment. talk or hear, to communicate with employees, and/ or customers (must be able to exchange accurate information in various situations). The employee is required to regularly communicate with other employees, confer or coordinate with other employees.

DISCLAIMER
Nothing in this job description restricts management’s right to assign or reassign duties and responsibilities to this job at any time.

ADDITIONAL REQUIREMENTS:
Applicants for U.S. or Canadian based positions with ARGO must be legally authorized to work in the United States or Canada. Verification of employment eligibility will be required at the time of hire. Visa sponsorship is not available at this time for ARGO positions.

Pre-employment background screening will be conducted.