Director of Human Resources

Join an emerging national brand built on refreshingly human experiences. 

Role Summary:

• Title: Director of Human Resources Manager
• Compensation: $95,000 - $100,000/year salary Bonus
• Location: Hurst, TX - Hybrid Position
• Commitment: Full time
• Benefits: Health, dental, vision, 401K and participation in liquidity bonus program
• Bonus: Twice annually, calculated based on company EBITA goals
• Growth Opportunity: build the department that supports Red Door in becoming a place where people are recognized and celebrated, where we empower our leaders to reach their full potential and have fun as a team while doing it

Job Description:

As Director of HR you will be responsible for building and maintaining the People Department, setting goals and objectives quarterly and ensuring the execution of the department's strategy, in accord with Red Door's vision for building a people-centric organization. 

Responsibilities:

(1) Department Development

• Recruit and hire the team to support Red Door's growing HR needs
• Determine and deliver on department goals quarterly
• Design policies and features for the benefit of Red Door and it's employees
• Develop a standard for the department that supports company strategy
• Determine KPI's for the department that support overall company objectives
• Analyze HR data, metrics, and statistics and apply this data to make recruitment, retention, and legal compliance recommendations

(2) HR Management

• Manage the hiring process, including orientation and onboarding support for top talent
• Work with benefits broker to secure the best plans and rates possible while ensuring compliance
• Identify areas to improve in leadership and management training and work with training partners to implement changes
• Ensure job descriptions are up to date and compliant with all local, state, and federal regulations
• Monitor compensation strategy for all employees based on market research and pay surveys, working closely with CFO and CEO to keep compensation strategy up to date
• Ensure the organization's compliance with local, state, and federal regulations and put processes in place to ensure future compliance standards are met
• Establish and administer safety protocols in locations and design shop
• Reviews, tracks, and documents compliance with mandatory and non-mandatory training, continuing education, and work assessments. This may include safety training, anti-harassment training, professional licensure and aptitude exams and certifications
• Maintain knowledge of trends, best practices, regulatory changes, and new technologies in human resources, talent management, and employment law
• Maintain compliance with federal, state, and local employment laws and regulations and recommend best practices; reviews policies and practices to maintain compliance

(3) Communication and Culture

• Plan and establish consistent communication of policies, training and procedures throughout the company
• Implement best practices for hiring and new hire orientation
• Develop and implement a program for employee recognition and celebration
• Handle employment-related inquiries from applicants, employees, and supervisors, referring complex and/or sensitive matters to the appropriate staff
• Attends and participates in employee disciplinary meetings, terminations, and investigations as needed
• Investigate employee issues and conflicts and bring them to resolution
• Consult and advise other departments on compliance-based concerns
• Maintain confidentiality in all leadership decisions as well as implement them when necessary

(4) Minimum Qualifications

• Bachelors degree in Human Resources, Business Administration, Related field, or comparable experience.
• At least five years of Human Resource experience in a National Organization environment
• SHRM-CP or SHRM-SCP highly preferred

What does success look like?

1. The department is well organized with a strong team and is providing solid support company-wide at all stages of the employee life cycle.
2. We are executing a strategy to recognize and celebrate people through the organization.
3. People systems are well-designed, well-communicated, and managed well throughout the year. 

How will we measure success?

• Employee retention
• Annual eNPS
• Execution of people-processes company-wide i.e. compliance, performance reviews, etc.