Human Resources Manager

HumCap; Lewisville (TX); Hybrid; USD 70,000 - 90,000; Full time

Job summary

Humcap, Inc. in Lewisville, Texas is seeking a hands-on HR Manager to lead day-to-day HR operations for a ~200-employee multi-location workforce.

You will strengthen employee relations, ensure compliance, and coach leaders across states in performance management and policy enforcement. The role offers a hybrid work model with 2–3 days onsite and opportunities to grow toward broader HR leadership as the organization expands.

Qualifications

• Progressive HR experience with meaningful responsibility for employee relations and employment compliance.
• Demonstrated experience coaching managers through performance concerns, corrective actions, PIPs, investigations, and terminations
• Working knowledge of federal employment laws and experience supporting employees in multiple states
• Experience with payroll, benefits, leave administration, onboarding, offboarding, and employee records
• Ability to interpret policy, research unfamiliar issues, and elevate appropriately
• Confidence communicating with employees and leaders at all levels while maintaining discretion and confidentiality
• Strong organization, follow-through, judgment, and attention to detail
• Ability to work independently, prioritize competing needs, and operate without close day-to-day supervision
• Experience in industrial services, construction, distribution, field service, or another multi-location environment is helpful but not required
• Bachelor's degree in human resources, business, or a related field preferred
• PHR, SPHR, SHRM-CP, or SHRM-SCP certification preferred

Responsibilities

• Lead employee relations, investigations, corrective action, and PIP processes
• Coach managers on performance, conduct, attendance, documentation, and termination decisions
• Ensure HR policy adherence and documentation standards across locations
• Monitor federal, state, and local employment requirements across multiple locations
• Partner with employment counsel and leadership on high-risk matters and policy updates
• Administer and improve performance management processes with manager guidance
• Oversee onboarding and offboarding activities and ensure a compliant employee experience
• Support payroll processing through review, validation, and coordination with stakeholders
• Coordinate benefit administration, annual enrollment, leave programs, and employment verifications
• Support visa processes in partnership with employees and leadership
• Provide guidance on certified payroll and wage documentation requirements
• Partner with hiring managers on job postings, interviews, and hiring activities
• Maintain accurate employee records and use HR systems for reporting and compliance
• Recommend improvements to HR programs and employee experience initiatives

Skills

Employee relations

Policies enforcement

Leadership coaching

Documentation

HR systems

Education

Bachelor's degree in HR, business, or related field

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

Tools

Payroll systems

HRIS / HR systems

Benefits administration software

Job description

HR MANAGERLocLewisville, Texas Work ModelHybrid, 2-3 days onsite StatusFull-time, Exempt TravelLimited, approximately 2-3 trips annually

Position Overview

A growing, multi-location organization is seeking a hands-on HR Manager to serve as a trusted partner to employees, managers, and senior leadership. This role will lead day-to-day HR operations while strengthening employee relations, employment compliance, performance management, documentation, and manager accountability across a workforce of approximately 200 employees. The ideal candidate combines practical HR judgment with the confidence to coach leaders, enforce policies consistently, and proactively identify risk in a complex, multi-state environment.

THE OPPORTUNITY

This is an opportunity to step into the senior day-to-day HR role, operate with meaningful autonomy, and grow toward broader HR leadership as the organization continues to evolve.

Key Responsibilities

• Lead employee relations matters, including investigations, corrective action, performance improvement plans, conflict resolution, and sensitive workplace concerns
• Coach managers through performance, conduct, attendance, documentation, and termination decisions while ensuring consistent application of policy
• Hold leaders accountable for completing required documentation and following established HR processes
• Monitor federal, state, and local employment requirements across multiple locations and recommend updates to policies, practices, and procedures
• Partner with employment counsel and internal leadership on higher-risk employee matters, handbook updates, and compliance questions
• Administer and improve performance management processes, including manager guidance and documentation standards
• Oversee onboarding and offboarding activities and ensure a consistent, compliant employee experience
• Support payroll processing through review, validation, and coordination with internal stakeholders
• Coordinate benefit administration, annual enrollment activities, leave programs, unemployment requests, and employment verifications
• Support employment-based visa processes in partnership with employees, leadership, and external resources
• Provide guidance on certified payroll and prevailing wage documentation requirements
• Partner with hiring managers and recruiting resources on job postings, candidate interviews, selection, and hiring activities
• Maintain accurate employee records and use HR systems to support reporting, compliance, and efficient service delivery
• Recommend practical improvements to HR programs, policies, communication, and employee experience initiatives

What Success Looks Like

• Managers consistently follow performance management and documentation requirements
• Employee relations matters are handled promptly, fairly, and with appropriate risk awareness
• Policies and practices remain current and are applied consistently across the organization
• Payroll and employee records are accurate and dependable
• Employees and leaders receive responsive, practical HR guidance
• HR processes become more proactive, scalable, and clearly owned

Qualifications

• Progressive human resources experience with meaningful responsibility for employee relations and employment compliance
• Demonstrated experience coaching managers through performance concerns, corrective actions, PIPs, investigations, and terminations
• Working knowledge of federal employment laws and experience supporting employees in multiple states
• Experience with payroll, benefits, leave administration, onboarding, offboarding, and employee records
• Ability to interpret policy, research unfamiliar issues, and elevate appropriately
• Confidence communicating with employees and leaders at all levels while maintaining discretion and confidentiality
• Strong organization, follow-through, judgment, and attention to detail
• Ability to work independently, prioritize competing needs, and operate without close day-to-day supervision
• Experience in industrial services, construction, distribution, field service, or another multi-location environment is helpful but not required
• Bachelor's degree in human resources, business, or a related field preferred
• PHR, SPHR, SHRM-CP, or SHRM-SCP certification preferred

Leadership & Culture Fit

The successful candidate will be comfortable in a values-driven, service-oriented culture and will model respect, integrity, accountability, collaboration, and continuous improvement. This person should be approachable but firm, willing to challenge leaders constructively, and able to balance employee advocacy with sound business judgment.

Work Environment

• Hybrid schedule with approximately 2-3 days per week in the Lewisville office
• Occasional travel to support hiring or business needs in other locations
• Combination of strategic partnership and hands-on HR execution

Equal Opportunity Employer

The employer is committed to providing equal employment opportunities to all qualified applicants and employees. Employment decisions are made without regard to any status protected by applicable federal, state, or local law.