HR Director (Retail)

LeoForce; Fort Worth (TX); On-site; USD 170,000 - 190,000; Full time

Benefits offered by this job

Bonus potential

Comprehensive benefits

Growth opportunities

Job summary

LeoForce is seeking an HR Director to lead people strategy across a fast-growing, multi-site retail organization in Fort Worth, TX. You will partner with senior leadership to strengthen the employee experience, develop leaders, mitigate risk, and build scalable HR processes.

The role reports to the VP of HR and covers employee relations, performance management, benefits, compliance, HRIS, and reporting. Requires 10+ years of HR leadership and CPA knowledge of ADP Workforce Now.

Qualifications

• 10+ years of progressive HR leadership in a multi-site organization.
• Retail or hospitality experience strongly preferred.
• Experience leading HR teams across multiple locations and business units.
• Broad HR management across ER, investigations, performance, talent, benefits, leave, compliance, HRIS, and planning.
• Bachelor's degree in HR, Business Admin, or related field; SHRM/SCP or PHR/SPHR preferred.

Responsibilities

• Translate business strategies into practical people strategies and workforce plans.
• Provide leadership for HR across multiple locations with scalable processes and standards.
• Coach and develop HR professionals; ensure responsive support to leaders and employees.
• Guide employee relations, investigations, performance management, and risk mitigation.
• Drive talent management, workforce planning, and retention initiatives.
• Oversee benefits, leave, compliance, HRIS governance, and analytics.

Skills

HR Leadership

Multi-site HR

HR Analytics

Employee Relations

Leadership Development

Education

Bachelor's degree in HR or related field

SHRM-SCP / SPHR / SHRM-CP / PHR certification preferred

Tools

ADP Workforce Now

Job description

HR Director (Retail)

Fort Worth, TX, US

Job Description

Experience: Director
Salary: $170,000 - $190,000 per year

Job Details

---------

As the Director of Human Resources, you will serve as a strategic and hands-on HR leader responsible for driving consistent people practices across a fast-paced, multi-site organization. This role partners directly with senior and operational leadership to align HR strategy with business objectives, strengthen the employee experience, develop leaders, mitigate risk, and build scalable HR processes that support continued growth.

The Director reports to the Vice President of Human Resources and provides leadership and direction across employee relations, performance management, talent management, benefits and leave administration, workers' compensation, HR systems, compliance, workforce planning, and HR reporting.

Key Responsibilities

• Strategic HR Leadership: Partner with executive and business unit leaders to translate business strategies into practical people strategies, workforce plans, organizational priorities, and HR initiatives across multiple locations and regions.
• Multi-site HR Management: Provide leadership, consistency, and oversight for HR practices across a geographically dispersed operation. Establish scalable processes, service standards, and accountability while recognizing the operational needs of individual locations.
• HR Team Leadership: Lead, coach, and develop HR team members and business partners. Set priorities, clarify roles, build HR capability, and ensure the team provides responsive, practical, and consistent support to leaders and employees.
• Employee Relations & Investigations: Provide senior-level guidance on complex employee relations matters, investigations, corrective action, performance concerns, workplace complaints, and separations. Coach leaders on sound decision-making, documentation, consistency, and risk mitigation.
• Performance Management & Leader Development: Drive effective performance management practices, annual appraisal processes, coaching and counseling, succession discussions, leadership development, and accountability practices that improve organizational performance.
• Talent Management & Workforce Planning: Partner with recruiting and operational leaders to identify workforce needs, strengthen talent pipelines, improve retention, support succession planning, and ensure talent strategies align with business growth and staffing requirements.
• Employee Engagement & Retention: Develop and execute strategies that strengthen workplace culture, employee engagement, communication, recognition, and retention. Analyze turnover and workforce trends and partner with leaders on targeted action plans.
• Benefits & Total Rewards: Provide leadership for employee benefit programs, including medical, dental, vision, retirement, leave, and related offerings. Partner with brokers and vendors on plan strategy, renewals, cost management, plan design, open enrollment, employee education, and ongoing administration.
• 401(k) & Compliance Oversight: Oversee retirement plan administration and required compliance activities, including applicable discrimination testing, Form 5500 reporting, EEO-1 reporting, and other annual filings or audits.
• Workers' Compensation & Leave Administration: Provide oversight and management guidance for workers' compensation, leave programs, and related employee matters, ensuring timely administration, appropriate documentation, and compliance with organizational policy and applicable law.
• HRIS & Process Optimization: Provide strategic oversight of HR systems, data integrity, reporting, security access, system governance, process documentation, testing, upgrades, integrations, and continuous improvement. Partner with vendors to troubleshoot issues and optimize system functionality.
• Mergers, Acquisitions & Growth: Lead or support HR integration activities for acquisitions, new locations, and organizational growth, including HRIS deployment, employee transitions, policy alignment, communications, benefits, and operational readiness.
• Reporting & Analytics: Develop and utilize HR metrics, dashboards, and reporting to identify trends, measure organizational health, support business decisions, and drive accountability. Ensure HRIS data is accurate, current, and reliable.
• Policy, Legal & Regulatory Compliance: Maintain current knowledge of federal, state, and local employment laws across the organization's operating footprint. Develop, implement, and consistently administer HR policies and practices that reduce organizational risk and support compliant operations.
• Change Management & Communications: Lead HR-related change initiatives and oversee employee communications to ensure programs, policies, benefits, compensation practices, and organizational changes are communicated clearly, accurately, and effectively.
• Vendor & Partner Management: Manage relationships with benefits brokers, HR technology providers, consultants, and other external partners. Review service levels, contracts, costs, and performance to ensure effective support of organizational objectives.
• Continuous Improvement & Project Leadership: Lead cross-functional HR projects, identify opportunities to simplify and improve processes, document best practices, and build sustainable solutions. Priorities may change rapidly; the ability to pivot quickly and effectively is essential.
• Additional Duties: Perform other duties and responsibilities as assigned by management.

Preferred Qualifications

• Experience: 10+ years of progressive Human Resources experience, with significant HR leadership responsibility in a multi-site, multi-unit, or geographically dispersed organization required.
• Industry Experience: Retail or hospitality experience is strongly preferred. Experience in another high-volume, customer-facing, multi-location operating environment will also be considered. Experience supporting sales professionals is desired.
• Leadership Scope: Demonstrated experience leading HR teams and partnering with operational leaders, managers, and supervisors across multiple business units, locations, or regions.
• HR Expertise: Broad HR management experience across employee relations, investigations, performance management, talent management, employee engagement and retention, benefits, leave administration, workers' compensation, compliance, HRIS, and workforce planning.
• Education: Bachelor's degree in Human Resources, Business Administration, Business Communication, or a related field strongly preferred. SHRM-SCP, SPHR, SHRM-CP, or PHR certification preferred.
• HR Systems: Enterprise-level HRIS experience required. Experience with ADP Workforce Now is required, including reporting, system optimization, data governance, testing, upgrades, and implementation support.
• 
  Benefits
  Strong working knowledge of employee benefits administration, broker and vendor relationships, open enrollment, plan design, cost management, employee communications, and retirement plan administration.
• Compliance: Strong knowledge of federal and state employment laws, equal employment opportunity requirements, and multi-state HR compliance. Experience supporting required HR reporting, audits, and testing preferred.
• Analytics & Technology: Advanced proficiency with Microsoft Office, including strong Excel and report-writing skills. Ability to translate HR data into meaningful business insights and action plans.
• Core Competencies: Exceptional leadership, communication, judgment, project management, organization, attention to detail, analytical thinking, problem-solving, and decision-making skills. Must be a proactive self-starter who can manage multiple changing and competing priorities in a fast-paced environment.

A bit about us

Lead HR at scale in a high- growth, multi-location environment where you’ll shape strategy, strengthen operations, and build the people infrastructure that supports continued expansion.

Our client is a fast-growing, customer-focused organization with a large multi-location footprint and an entrepreneurial, results-driven culture. As the business continues to expand through new locations and acquisitions, they are investing in scalable HR practices, leadership development, modern technology, and data-driven decision-making. They value proactive, practical leaders who can balance strategic thinking with hands-on execution.

Why join us

• High-impact leadership with direct exposure to senior and operational executives.
• Growth and acquisitions offering the opportunity to build scalable HR infrastructure.
• Broad HR ownership across employee relations, benefits, HRIS, compliance, talent, and analytics.
• Modernization opportunity to optimize ADP Workforce Now, reporting, and HR processes.
• Strong rewards package with competitive compensation, bonus potential, and comprehensive benefits.

#operations #multi-state #adp #multi-site #hr-director #tier2