Director, Human Resources

TopShelf Talent Group; United States; On-site; USD 120,000 - 190,000; Full time

Job summary

TopShelf Talent Group is assisting a manufacturing client in Irving/Coppell, TX to hire a Director of HR. This leader will oversee HR across three Texas locations, supporting ~800 employees including FTEs and temps, and manage a six-person HR team.

The role partners with executives on workforce planning, organizational design, and risk management. The Director will own HR strategy, compensation and benefits, compliance, talent acquisition, performance management, and HRIS operations, including

Qualifications

• Must have extensive HR leadership experience in manufacturing
• Experience leading investigations and employee-relations matters
• Knowledge of federal and Texas employment law and wage/hour compliance
• Experience managing HR budgets and multi-site HR operations

Responsibilities

• Lead and mentor a team of six HR professionals to achieve goals
• Ensure compliance with FMLA, ADA, EEO, FLSA, ERISA across three TX locations
• Audit HR policies and handbooks; update as laws change
• Serve as senior escalation point for complex employee relations matters
• Design and manage compensation structures and benefits programs
• Own full employee lifecycle including recruitment, onboarding, and offboarding

Skills

HR Leadership

Employee relations

Compensation & Benefits

Talent acquisition

Performance management

HR systems (Rippling)

Policy compliance

Budget management

Education

Bachelor's Degree in HR/Business Administration

Master's Degree in HR or MBA preferred

Tools

Rippling HRIS

Job description

Our manufacturing client is currently seeking a strong Director, HR to join their team in the Irving/Coppell area.

About the Role

Position Summary The Director of Human Resources is responsible for leading the Human Resources function across our client’s three Texas locations (all in DFW), supporting approximately 800 employees (~500 FTEs and ~300 Temp) in both a corporate and a multi-shift manufacturing environment. This role directs employee relations, employment law compliance, compensation and benefits, talent acquisition, performance management, and HR systems, and manages a team of six HR professionals. The Director of Human Resources partners with the executive team on workforce planning, succession planning, and organizational design, owns the HR department budget, and serves as the senior advisor to leadership on employee relations matters and employment law risk.

Responsibilities

• Lead, mentor, and manage a team of six HR professionals to achieve individual, team, and company goals.
• Ensure compliance with federal, state, and local employment law, including FMLA, ADA, EEO, FLSA, and ERISA.
• Audit company policies, the employee handbook, and HR practices on a regular cycle and update as law and business needs change.
• Serve as the senior escalation point for complex and sensitive employee relations matters across corporate and production environments.
• Lead internal investigations into harassment, discrimination, retaliation, and policy violations; document findings and recommend outcomes.
• Advise leaders on corrective action, performance management, terminations, and reductions in force.
• Manage relationships with employment counsel and respond to agency charges, audits, and claims.
• Own and evolve the company’s compensation structure, including the existing pay band framework and market benchmarking.
• Design and manage benefits programs, including broker and carrier relationships and the annual renewal and open enrollment cycle.
• Model and present the financial impact of compensation and benefits decisions to executive leadership.
• Ensure pay practices comply with federal and Texas wage and hour and pay equity requirements.
• Own the full employee lifecycle including recruitment strategy, onboarding, performance management, development, and offboarding.
• Build hiring capacity for high-volume hourly and production roles alongside salaried and technical hiring.
• Partner with executives on workforce planning, succession planning, and organizational structure as headcount scales.
• Establish performance management and training programs, including supervisor and frontline leader development.
• Drive company culture and employee engagement measurement across corporate and plant environments.
• Handle employee grievances and conflict resolution.
• Lead change management for reorganizations and other structural initiatives.
• Direct the optimization, configuration, and data integrity of the company’s HRIS (Rippling), including workflows, permissions, and integrations.
• Ensure accurate payroll, benefits, and time and attendance data flows and GL mapping.
• Establish, report, and present Key Performance Indicators (KPIs) including headcount, turnover, cost per hire, and labor cost.
• Build and manage the HR department budget.
• Maintain a visible presence on the plant floor, across shifts, and at each site.
• Additional duties as required by the company.

Qualifications

• Bachelor’s Degree in Human Resources, Business Administration, or a related field.
• 7 to 10 plus years of progressive Human Resources experience spanning employee relations, benefits, payroll, talent acquisition, and compliance.
• 3 to 5 plus years directly managing an HR team, including hiring, developing, and performance managing direct reports.
• Experience leading internal investigations, severe employee relations matters, and terminations.
• Experience in developing and managing budgets.
• SHRM-SCP or SPHR certification preferred.
• Master’s Degree (MBA or MA/MS in Human Resources) preferred.
• Human Resources leadership experience in manufacturing, CPG, or another multi-shift hourly environment preferred.
• Experience supporting an organization through rapid scaling, acquisition, or restructuring preferred.

Required Skills

• Hands-on experience administering and optimizing an HRIS platform; Rippling experience preferred but not required.
• Working knowledge of federal and Texas employment law.
• Proven ability to remain neutral and professional in emotional, sensitive, or volatile employee situations.
• Ability to advise and constructively challenge executive peers when a proposed action creates legal exposure or damages workforce morale.
• Absolute discretion with medical information, compensation data, investigations, and pending organizational changes.
• Ability to frame Human Resources decisions in terms of cost, risk, and operational impact.
• Strong analytical skills, including workforce data analysis and thorough risk assessments.
• Strong oral and written communication skills, including executive-level presentation.
• Excellent interpersonal and organizational skills.
• Ability to operate as both strategist and practitioner in a lean department.

Preferred Skills

• SHRM-SCP or SPHR certification preferred.
• Master’s Degree (MBA or MA/MS in Human Resources) preferred.
• Human Resources leadership experience in manufacturing, CPG, or another multi-shift hourly environment preferred.
• Experience supporting an organization through rapid scaling, acquisition, or restructuring preferred.

Equal Opportunity Statement

The company is committed to providing equal employment opportunities to all employees and applicants and to maintaining a work environment that is free from discrimination and harassment. All employment decisions are based on business needs, job requirements, and individual qualifications, without regard to race, color, religion, sex, national origin, age, disability, or any other status protected by applicable law.