Find & Apply For Human Resources Manager Jobs in Euless, Texas

POSITION SUMMARY

The Director of HR & Compliance works directly with executive leadership to develop, administer, and continuously improve the Company's compliance programs across franchise operations, multi-state human resources, employment claims and practices, open enrollment, recruitment, training, and risk management. This role coordinates with Operations, Human Resources, Legal, Construction, franchisors, insurance brokers, and outside counsel to ensure critical obligations are met and organizational risk is minimized. This is not a traditional administrative or transactional HR position. The successful candidate will audit and build scalable systems, improve processes, address labor and employment matters, create effective recruitment and employee recognition programs, develop training and compliance programs for store managers, exercise independent judgment, and oversee multiple projects. Staffing, scheduling, and payroll processing remain with the appropriate operating teams. The ideal candidate is exceptionally organized, detail oriented, and proactive, with the ability to manage multiple priorities while anticipating and resolving issues before they become significant problems. They are resourceful, exercise sound judgment, and handle confidential information with the highest level of professionalism and discretion. They build strong relationships across departments, communicate effectively with a wide range of stakeholders, and are committed to continuous improvement by identifying opportunities to strengthen processes, reduce risk, and support the Company's long-term success.

ESSENTIAL RESPONSIBILITIES

Human Resources Leadership and Employee Programs Lead the HR function, develop HR staff, and coach field managers on performance management, employee relations, discipline, investigations, and terminations. Develop and implement recruitment strategies for hourly, management, and corporate positions; establish employee recognition, engagement, and retention programs. Oversee onboarding, personnel records, HR policies, employee handbooks, training, and consistent documentation practices across locations. Monitor turnover, retention, time-to-fill, employee relations trends, and training completion; recommend and implement improvements. Employment Compliance & Claims Maintain practical knowledge of federal, state, and local employment laws in each operating state, including wage and hour, leave, accommodations, discrimination, harassment, and employee classification. Manage unemployment claims and appeals, including agency responses, documentation, witness preparation, hearings, and outcome tracking. Oversee workers' compensation claims, injury reporting, insurer/TPA coordination, claims trends, and prevention initiatives. Conduct or coordinate workplace investigations, compliance reviews, and manager training; engage counsel when appropriate. Business Compliance & Risk Management Coordinate franchise, corporate, licensing, insurance, and regulatory compliance; maintain critical deadlines, filings, records, and reporting systems. Oversee insurance renewals, claims tracking, safety and fleet initiatives, and compliance controls; identify risks and improve policies and processes. Support executive leadership with cross-functional projects, audits, and scalable operating procedures.

QUALIFICATIONS

Bachelor's degree in Human Resources, Business Administration, or related field; 7+ years of progressive HR experience, including 3+ years in HR leadership. Experience supporting multi-state, multi-location workforces; restaurant, hospitality, franchise, or retail experience strongly preferred. Demonstrated knowledge of employment laws and experience with employee investigations, unemployment claims and appeals, and workers' compensation. Proven success developing recruiting, employee recognition, engagement, and retention programs, especially for hourly workforces. Strong leadership, judgment, communication, analytical, and organizational skills; proficiency with HRIS, payroll, applicant tracking systems, and Excel. Ability to handle confidential matters with sound judgment and minimal supervision. Proven ability to develop, mentor, and train teams and influence managers without direct reporting authority. Self-motivated, able to prioritize, and comfortable working both collaboratively and autonomously in a fast-paced startup environment. SHRM-SCP or SPHR preferred (SHRM-CP or PHR also valued); certifications not required. Fluency in Spanish preferred but not required. Ability to travel periodically to restaurant locations.