Director of Workforce Relations

Director of Workforce Relations

Job Description

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Department: Human Resources

Job Status: Full-Time

FLSA Status: Salary-Exempt

Reports To: VP of HR

Location: The Woodlands, TX

Amount of Travel Required: Less than 25%

Work Schedule: Monday - Friday, 8 a.m. – 5 p.m.                           

Positions Supervised: HR Business Partners, HR Generalist

AIP: Level 4

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POSITION SUMMARY: The Director of Workforce Relations provides centralized leadership over the HR Business Partner function.  This role governs employee and workforce relations to ensure consistent, fair, and compliant application of policies and employment practices.

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The Director of Workforce Relations is a strategic HR leader responsible for fostering a positive and productive work environment by overseeing employee relations programs, conflict resolution, compliance with labor laws, and employee engagement initiatives. This role serves as a key advisor to senior leadership on employee relations matters and plays a critical role in shaping organizational culture and employee satisfaction.

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ESSENTIAL FUNCTIONS: (The following duties and responsibilities are all essential job functions, as

defined by the ADA, except for those that begin with the word "may.")

• Directly lead, coach, and develop HR Business Partners across affiliates.
• Establish standards, decision frameworks, and escalation protocols for HRBP delivery.
• Oversee investigations into employee complaints, grievances, and misconduct.
• Work closely with the Compliance team to ensure consistent application of policies.
• Provide final review and approval for disciplinary actions and terminations.
• Interpret HR policies and employment laws to ensure consistent application.
• Advise senior leaders on complex workforce issues, organizational changes, and risk mitigation.
• Analyze workforce trends and recommend proactive, risk-mitigating solutions.
• Partner closely with the Director of HR Operations and the Director of Compensation, Benefits & Payroll to ensure clarity of ownership and alignment
• Perform other related duties as assigned to assist with successful operations and business continuity.

POSITION REQUIREMENTS:

• Must be legally authorized to work in the United States without the need for sponsorship.
• Must be at least 18 years of age or older.
• Successfully passes background check, pre-employment drug screening, and any pre-employment aptitude and/or competency assessment(s).
• Proficiency in the spoken English language.
• Position requires in-person, predictable attendance.
• Valid U.S. Driver’s License required. Employment is contingent upon meeting company driving standards, including an acceptable Motor Vehicle Record (MVR) in accordance with Company policy.

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EDUCATION/EXPERIENCE LEVEL

• Bachelor’s degree in Human Resources, Business Administration, or related field (Master’s preferred).  An equivalent combination of education, specialized training, and relevant professional experience may be considered in lieu of a formal degree.
• 8–10 years of progressive HR experience, with a focus on employee relations.
• HR certification (e.g., SHRM-SCP, SPHR) strongly preferred.
• Deep knowledge of employment laws and HR best practices.
• Exceptional interpersonal, communication, and negotiation skills.
• Proven ability to manage sensitive issues with discretion and professionalism.
• Experience with HRIS systems and data-driven decision-making.

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QUALIFICATIONS, SKILLS, COMPETENCIES, AND ABILITIES

• Employee Relations Expertise: Deep understanding of employee relations strategies, conflict resolution, and workplace investigations.
• Legal & Compliance Knowledge: Strong grasp of federal, state, and local employment laws (e.g., FMLA, ADA, Title VII, NLRA).
• Communication Skills: Excellent written and verbal communication skills for handling sensitive conversations and drafting policies.
• Analytical Thinking: Ability to interpret data from employee surveys, turnover reports, and investigations to inform strategy.
• Leadership & Influence: Strong leadership presence with the ability to influence senior leaders and drive cultural change.
• Project Management: Skilled in managing multiple initiatives, deadlines, and cross-functional collaboration.
• Problem Solving: Navigate complex employee issues with discretion, fairness, and strategic foresight.
• Empathy & Emotional Intelligence: Build trust and rapport with employees and leaders while maintaining objectivity.
• Decision-Making: Make sound judgments in high-stakes situations involving legal, ethical, and organizational implications.
• Adaptability: Thrive in dynamic environments and adjust strategies based on evolving workforce needs.
• Confidentiality: Handle sensitive information with the utmost discretion and professionalism.

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PHYSICAL REQUIREMENTS/WORK ENVIRONMENT:

The physical demands and work environment described here are representative of those that must be met by an employee to successfully perform the essential functions of this job. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions.

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Frequently required to walk, sit, climb, bend, reach, and squat/kneel. The Director of Workforce Relations works primarily indoors and will be sitting for prolonged periods of sitting at a desk and working on a computer.  Must be able to access and navigate each department at the organization’s facilities.  The Director of Workforce Relations may be required to lift heavy objects; therefore, the Director of Workforce Relations must be able to lift 25lbs.

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Work hours may include early mornings, late afternoons/evenings, and weekends, depending on job demands.

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AAP /EEO STATEMENT:

The Company is committed to the cause of equal employment opportunity for all employees and applicants, thus abiding by all applicable state and federal laws.  Our practices regarding employment, job promotion, compensation, training, and termination do not discriminate on the basis of race, color, religious creed, age, sex, national origin, veteran's status, disability, pregnancy, genetic information, or any other legally protected status.  It is expected that all employees, both management and staff, will fully support these nondiscriminatory policies.

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The company has reviewed this job description to ensure essential functions and duties have been included. It is not intended to be an exhaustive list of all functions, responsibilities, skills, and abilities.

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Last Revised 02/2026.