Head of Human Resources #1508

On behalf of our client, we are seeking a Head of Human Resources for a privately owned, multi-location retail services organization operating across Texas. This senior role will focus on strengthening the HR function while supporting the company’s continued expansion and long-term growth.

The business is active in several Texas markets and continues to broaden its presence across the state. The environment is dynamic, energetic, and people-focused, with a strong appreciation for individuals who bring commitment, enthusiasm, and ownership to their work. The Head of Human Resources will provide the strategic direction, compliance knowledge, operational structure, and systems leadership required for the company’s next phase of growth.

Key Responsibilities

HR Strategy and Executive Leadership

• Lead the creation, documentation, and implementation of HR policies and procedures across all business locations.
• Act as a strategic partner to ownership and senior leadership on workforce planning, organizational structure, and labor market trends.
• Build and manage a comprehensive HR strategy that supports the company’s growth plans and expanding store network.
• Provide proactive, clear, and confident advice on employment law, compliance requirements, and regulatory developments.

Talent Acquisition and Retention

• Create retention initiatives suited to high-volume retail, convenience, and food service environments.
• Lead recruitment strategy for frontline, supervisory, and management positions across multiple Texas locations.
• Redesign and strengthen the company’s recruitment and onboarding processes.

HR Systems, Payroll, and Operations

• Implement people analytics to improve insight into absenteeism, retention, workforce planning, labor productivity, and related metrics.
• Oversee accurate, timely payroll delivery across all locations while improving timecard and labor reporting processes.
• Review current HR, payroll, and onboarding systems, and provide recommendations on consolidation, platform selection, and implementation.

Compliance and Employee Relations

• Manage employee relations matters, including investigations, conflict resolution, workers’ compensation, unemployment claims, and leave administration.
• Review, redline, and advise on employment-related agreements, helping reduce reliance on external legal counsel for routine matters.
• Maintain full compliance with Texas and federal employment legislation, including FLSA, OSHA, Texas Workforce Commission requirements, wage and hour regulations, and at-will employment practices.

Compensation, Benefits, and Incentive Design

• Support the design and structure of formal bonus and performance incentive programs.
• Develop competitive compensation frameworks for hourly and salaried employees.
• Manage benefits administration and provide informed, current guidance to ownership on insurance and benefits matters.

Leadership Development and Team Management

• Build succession planning and internal capability for store managers and field leadership roles.
• Lead, coach, and develop the current HR team.
• Design and deliver training programs focused on customer service, operations, safety, leadership readiness, and related business needs.

Requirements

• Direct experience in the retail, convenience store, travel center, or multi-site fuel sector.
• Bachelor’s degree in Human Resources, Business Administration, or a related discipline.
• Strong background supporting large hourly and frontline employee populations in retail, convenience, hospitality, food service, or comparable environments.
• 15 or more years of progressive HR experience, including substantial experience at executive or enterprise leadership level.
• Hands-on experience working with multiple HR and payroll platforms, with the ability to assess and recommend systems confidently.
• SHRM-SCP, SPHR, or equivalent professional HR certification.
• Deep, current knowledge of Texas and federal employment law, including FLSA, OSHA, TWC requirements, and at-will employment.
• Experience in high-growth, privately held, or entrepreneurial business settings.
• Proven experience building and implementing HR policies, systems, and processes from the ground up.

Preferred Qualifications

• Experience working with legal counsel and agencies on HR and employment matters.
• Master’s degree in HR Management, Business Administration, or a related field.
• Background in multi-location retail or food service with a distributed hourly workforce.
• Familiarity with HR and payroll platforms such as Paychex, ADP Workforce Now, Paycom, Workday, Paycor, Success Factors, or similar systems.

Benefits

• Healthcare benefits provided.
• Base salary of $145,000 to $185,000, dependent on experience.
• Discretionary performance incentive.

Equal Employment Opportunity and Non-Discrimination Policy

Equal Employment Opportunity Statement: Both Haldren and our clients are Equal Opportunity Employers. For all positions, whether with Haldren or our clients, qualified applicants will receive consideration for employment without regard to race, skin color, religion, sex, sexual orientation, gender identity, gender expression, national origin, age, protected veteran status, disability, genetic information, or any other legally protected status.

Commitment to Diversity: Haldren and its clients are committed to fostering a diverse and inclusive work environment where all individuals are valued and respected.

Reasonable Accommodations: Both Haldren and our clients are committed to providing reasonable accommodations to individuals with disabilities and pregnant individuals. We engage in an interactive process to determine effective, reasonable accommodations.

Compensation Information: For client positions, compensation information is available in the job post. If not provided, it will be shared during the interview process in accordance with applicable laws. When required by law, salary ranges will be included in job postings. Actual salary may depend on skills, experience, and comparison to current employees in similar roles. Salary ranges may vary based on role and location.

Compliance with Laws: Both Haldren and our clients comply with federal, state, and local laws governing nondiscrimination in employment. This policy applies to all employment terms and conditions, including recruiting, hiring, placement, promotion, termination, layoff, recall, transfer, leaves of absence, compensation, and training.

Workplace Harassment: Both Haldren and our clients expressly prohibit any form of workplace harassment based on race, skin color, religion, gender, sexual orientation, gender identity or expression, national origin, age, genetic information, disability, or veteran status.

E-Verify Participation: Haldren and/or our clients may participate in E-Verify. Information about E-Verify participation will be provided during the application process where applicable.

Privacy and Pay Equity:

• California Residents: For more information about the categories of personal information we collect for recruiting and employment purposes, please review our Privacy Policy at www.haldren.com.
• Colorado, Nevada, New York City, California, and Washington Residents: Compensation information is available in the job post or will be provided during the interview process if not initially available.
• Both Haldren and our clients are committed to pay equity and conduct periodic pay equity analyses in accordance with applicable laws.

State-Specific Information:

• Rhode Island: We do not request or require salary history from applicants.
• Connecticut: We provide wage range information upon request or before discussing compensation.
• New Jersey: We do not inquire about salary history unless voluntarily disclosed.

Veteran Status: Both Haldren and our clients provide equal employment opportunities to veterans and comply with applicable state laws regarding veteran preference in employment. If you are a veteran, please inform us during the application process.

Use of Artificial Intelligence in Recruitment

Haldren and our clients may use artificial intelligence (AI) tools to assist in the recruitment and candidate evaluation process. These tools are used exclusively to support human decision-making by helping to review and assess candidate qualifications and materials. AI is never used to automatically reject, disqualify, or make final hiring decisions about candidates. All AI-assisted evaluations are reviewed by experienced recruitment professionals, and all hiring decisions are made by qualified human recruiters. Our use of AI is designed to enhance fairness, consistency, and efficiency while maintaining our commitment to equal employment opportunity and non-discrimination principles.

Genetic Information: In accordance with federal and state laws, both Haldren and our clients do not discriminate based on genetic information. We do not request or require genetic information from applicants or employees, except as permitted by law.

Local Laws: Both Haldren and our clients comply with all applicable local laws and ordinances regarding employment practices in the areas where we operate.