Human Resources Director

Director Of Human Resources

We are conducting a confidential search for an experienced Director of Human Resources to lead the HR function for an established organization in North Texas. This is a unique opportunity for an HR leader who enjoys both developing strategy and managing the day-to-day responsibilities of the department. The Director will serve as a trusted advisor to executive leadership while independently overseeing the full range of HR operations for a workforce of approximately 60–75 employees. This is a team-of-one HR position. The successful candidate must be equally comfortable advising senior leadership on organizational decisions and personally handling employee relations, recruiting, benefits, compliance, and HR administration. The position requires substantial experience with multi-state employment regulations, including direct, hands-on knowledge of California employment law and leave requirements.

Key Responsibilities / Strategic HR Leadership

• Serve as the primary HR advisor and strategic partner to executive leadership.
• Develop and implement HR initiatives aligned with business objectives.
• Advise leadership on workforce planning, organizational structure, succession planning, and employee development.
• Provide practical guidance on personnel decisions, organizational changes, and employment-related risks.
• Balance long-term HR strategy with the immediate operational needs of the business.

Employee Relations & Performance Management

• Manage employee relations matters, including workplace concerns, disciplinary actions, and conflict resolution.
• Conduct workplace investigations involving employee complaints, harassment, misconduct, and policy violations.
• Coach managers on performance management, employee development, and corrective action.
• Develop and administer performance improvement plans, performance reviews, and termination documentation.
• Ensure consistent and legally compliant employment practices across locations.

Employment Law & Compliance

• Maintain compliance with federal, state, and local employment laws, with particular emphasis on California employment regulations.
• Apply working knowledge of California wage and hour requirements, protected leave, employee accommodations, and termination practices.
• Administer and oversee compliance with FMLA, CFRA, ADA, California Pregnancy Disability Leave, workers' compensation, and applicable state leave programs.
• Maintain employee handbooks, policies, procedures, and required employment notices.
• Oversee I-9 compliance, E-Verify, personnel records, and record retention.
• Coordinate with outside legal counsel when necessary.

Recruiting & Workforce Planning

• Independently manage full-cycle recruiting, including sourcing, interviewing, candidate selection, offers, and onboarding.
• Partner with hiring managers to identify staffing needs and establish hiring priorities.
• Maintain job descriptions, compensation guidelines, and recruiting procedures.
• Coordinate with external recruiting partners when appropriate.

Compensation, Benefits & Leave Administration

• Administer compensation programs, salary adjustments, merit increases, promotions, and bonus processes.
• Coordinate employee benefits administration, enrollment, and communications with applicable benefits partners.
• Manage employee leave requests, accommodations, and return-to-work matters.
• Ensure accurate documentation and consistent administration of compensation and benefit policies.

HR Operations & Administration

• Serve as the organization's primary point of contact for all HR-related matters.
• Manage employee onboarding, offboarding, background checks, and personnel documentation.
• Maintain HRIS records, employee information, reporting, and data accuracy.
• Coordinate with Payroll, Accounting, IT, and operational leadership.
• Develop useful HR reporting and metrics for executive leadership.
• Maintain confidential employee records and ensure effective day-to-day HR service delivery.

Employee Development & Workplace Culture

• Develop practical management training and employee development programs.
• Support employee engagement, recognition, and retention initiatives.
• Improve internal communication and promote a professional, productive workplace.
• Identify opportunities to strengthen management practices, employee experience, and organizational effectiveness.

Required Qualifications

• Bachelor's degree in Human Resources, Business Administration, or a related discipline; equivalent experience may be considered.
• 10+ years of progressive human resources experience, including at least five years in an HR leadership capacity.
• Demonstrated, hands-on experience with California employment law is required.
• Experience supporting employees across multiple states.
• Proven ability to independently manage a broad HR function without a dedicated HR support team.
• Substantial experience in employee relations, workplace investigations, performance management, and employment compliance.
• Working knowledge of compensation, benefits administration, recruiting, and employee leave programs.
• Experience developing and maintaining HR policies, employee handbooks, and compliance procedures.
• Proficiency with HRIS platforms such as Dayforce, ADP, Workday, or comparable systems.
• Strong judgment, discretion, communication skills, and the ability to work effectively with executive leadership.

Preferred Qualifications

• SHRM-CP, SHRM-SCP, SPHR, or comparable professional certification.
• Experience in logistics, transportation, freight forwarding, customs brokerage, distribution, or a related operational industry.
• Experience working with an internationally owned organization or within a matrixed corporate structure.
• Experience establishing or improving HR processes in a small to midsize organization.

The ideal candidate is an experienced, practical HR leader who understands that a smaller organization requires a different approach to human resources. This person can participate in executive-level discussions about workforce strategy, organizational planning, and employment risk, then turn around and personally manage an employee investigation, review a California leave request, recruit for an open position, or update an HR policy. Success in this position requires someone who is strategic without being removed from daily operations, independent without being isolated, and confident handling both sensitive employee matters and complex compliance requirements. Prior experience as a sole HR leader, or as the senior HR professional in a lean organization, would be particularly valuable.

Compensation: $110,000–$125,000 annually Location: Plano / North Texas Search: Confidential | Direct Hire