Director of Human Resources

Hands-On Change Agent for a Scaling, Multi-State Law Firm Plano, TX (in person) Regular travel to FBFK offices across Texas and California Annual Performance Bonus: 15% target bonus, based on a combination of individual performance and Firm performance. Travel (25-50%): Regular travel between TX and CA offices Base Salary: $175,000–$205,000, DOE Director of Human Resources About FBFK You move fast. You read people and situations accurately, and you turn friction into cooperation. You’re outgoing, intuitive, and impatient in the best way — you get restless when things sit still, and you’d rather spin multiple plates yourself than hand off the messy work until someone has proven they can keep up. You earn trust quickly with partners and staff, and you hold your ground calmly when it matters. You’re also a detail-oriented perfectionist who gets it done right and on time, even under pressure. That’s exactly who we need. FBFK is a growing, multi-state business law firm — more than 150 legal professionals and staff across Texas and California — executing FBFK 2.0, an aggressive plan to scale our people, platform, and capabilities. We need a Director of HR who will own the day-to-day operation of the entire function, not just direct it, and who will run it independently. You will personally design, implement, and administer HRIS/payroll, compensation, performance management, benefits, and talent programs. You will recruit legal support talent alongside attorneys, keep multi-state — especially California — compliance tight, directly supervise the HR Manager and HR Coordinator, and serve as the credible, responsive face of HR to partners and firm leadership, often without a direct reporting line to the people you’re influencing. This is a high-velocity, high-accountability seat. If you prefer to strategize from a distance, delegate the messy work, or move at a measured pace, this will not be a fit. If you thrive when the environment is demanding, the stakes are real, and the plates are spinning, we should talk. About the Role The Director reports to the Chief Executive Officer and independently owns and manages the Firm’s HR function. This role is expected to manage CXO, Partner, and other stakeholder relationships effectively — communicating clearly, building credibility, and representing HR well. The Director directly supervises the HR Manager and HR Coordinator, managing their day-to-day work and priorities. The Director works closely with the Director of Operations in Plano and the Regional Operations Manager, California, who provides on-site HR support in the California offices. What You’ll Do Own and Administer Core HR Programs Take full-lifecycle ownership — design, implementation, and ongoing day-to-day administration — of the Firm’s core HR programs: HRIS/Payroll systems (all modules) Compensation programs — building, aligning, and maintaining Performance management programs and systems Benefits selection and administration Talent acquisition and retention programs This includes the routine, ongoing maintenance and administrative work required to keep each of these programs running accurately and on schedule, not only the initial design or rollout. In the first months, assess the Firm’s HR systems and improvement priorities and set the HR roadmap with the CEO. Manage the HR Team Directly supervise the HR Manager and HR Coordinator. Assign and oversee day-to-day work, set priorities, and develop both team members so the team can absorb a growing workload as the Firm scales. Recruit and Staff the Firm Partner with attorneys to understand staffing needs and manage recruitment of legal support professionals. Own the full recruiting process — job postings, sourcing, screening, and offer management — rather than delegating it entirely to the team. Build internal recruiting capacity and an applicant tracking process that reduce reliance on outside recruiter fees, and run a clear approval process for every new or replacement position. Set Consistent People Policies Establish and apply firm-wide PTO, attendance, and remote and hybrid work policies the same way in every office. Arrangements are documented and visible to office leadership, with no informal side arrangements. Own Employee Relations Personally handle sensitive employee relations matters and workplace investigations, including those involving attorneys, with clear documentation, timely closure, and office leaders kept appropriately informed. Maintain Compliance Maintain working knowledge of federal, state, and local employment law, with particular depth in California employment law given the Firm’s multi-state footprint. Keep the employee handbook, policies, and HR processes current and compliant, and personally handle the documentation and recordkeeping this requires. Own the compliance calendar for every office, including required postings, California workplace violence prevention and safety plans, harassment prevention training, leave notices, and open enrollment deadlines. Streamline and Maintain HR Systems Administer and continuously improve the Firm’s HRIS and related HR technology. Build and maintain workforce metrics and reporting — recruiting, retention, turnover, and headcount — that leadership can use directly. Manage Stakeholders Serve as the primary point of contact for attorneys, administrative leaders, and staff on people-related matters. Communicate effectively with the CEO, shareholders, and other stakeholders, earn the trust of the managing partner in each office, and represent HR as a responsive, credible partner across the Firm. Support Firm Programs Participate in the planning and execution of the Firm’s Summer Associate Program and support other professional development and internship initiatives. Collaborate Across Departments Coordinate with Finance, Operations, IT, and Marketing on cross-functional projects and initiatives that touch HR. Qualifications Required Human Resources leadership experience within a law firm is required. Experience owning an HR function independently, without day-to-day direction from a senior HR leader. Hands-on experience with the full lifecycle — design, implementation, and ongoing administration — of: HRIS/Payroll systems (all modules); Compensation programs (building, aligning, and maintaining); Performance management programs and systems (building, aligning, and maintaining); Benefits selection, administration, and compliance; Talent acquisition programs, retention programs, mentorship, and professional development/succession/career path programs Multi-state employment compliance experience required Creating and maintaining Employee Handbook, Company Policy, and Compliance programs Safety/Security/Wellness programs Experience directly managing HR staff, including day-to-day assignment and oversight of their work. Experience handling sensitive employee relations matters and workplace investigations from start to finish, including matters involving attorneys or other senior professionals. Project management and change management experience. Stakeholder management experience — able to manage relationships with senior leadership without a direct reporting line. Experience working in privately held, high-growth organizations. Working knowledge of California employment law and multi-state employment practices. Sound judgment and discretion in handling confidential and sensitive matters. Strong communication skills, including with attorneys and firm leadership. Willingness to travel regularly between Firm offices. Preferred SHRM-SCP, SPHR, or comparable HR certification. Experience reducing outside recruiting spend through building internal recruiting capabilities. International business experience is a plus. Why This Role FBFK is an entrepreneurial, full-service business law firm with more than 150 legal professionals and staff across Texas and California. The Firm is currently executing FBFK 2.0, a plan to scale its people, platform, and capabilities, and this role is central to that work. The Director will have real ownership of HR operations and a direct line to the CEO on how the function runs. Benefits The firm offers a comprehensive benefits package, including medical, dental, vision, 401(k), paid time off, and other Firm-sponsored benefits. Equal Employment Opportunity Ferguson Braswell Fraser Kubasta PC is an equal opportunity employer. We make employment decisions without regard to race, color, religion, sex (including pregnancy, sexual orientation, and gender identity), national origin, age, disability, genetic information, veteran or military status, or any other characteristic protected by federal, state, or local law. If you need a reasonable accommodation to apply or interview because of a disability or for religious reasons, please contact Human Resources and we will work with you. Employment with the Firm is at will. Nothing in this posting creates a contract of employment. #J-18808-Ljbffr FBFK Law