HR Director; Retail

HR Director (Retail)

Fort Worth, TX, US

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

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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.

• 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…