Reports To: President
Location: Hybrid Option (Houston, TX)
Travel: approx. 25–30% (Higher during initial integration phase)
The Opportunity
We are a newly merged and growing, integrated manufacturer and distributor of automotive service products and equipment with 400 employees nationwide. By combining a major product manufacturer with four regional go-to-market partners, we are integrating a national powerhouse serving the automotive and aftermarket sectors.
We are seeking a Human Resources Director to serve as a key member of the Management Team. This is a "player-coach" role for a builder. You will lead the HR function, manage a distributed team of five, and partner with external service providers to lead the function through post-merger integration. You will not just inherit a process; you will build the infrastructure that supports our national growth.
Year 1 Critical Objectives
To ensure alignment and performance, the successful candidate will deliver:
- Compliance: Lead a full HR Policy alignment review and implement any needed countermeasures to ensure 100% compliance.
- Integration: Work with external partners to fully implement a harmonized 401(k) plan and HR policies nationally.
- Benefits: Work with external partners to design and execute a unified Open Enrollment by June 2026.
- Technology: Work with external partners and lead an internal project team to deliver the configuration and national rollout of an integrated Payroll system and a new system of record.
- Compensation: Support the design and implementation of competitive and motivating variable compensation plans that drive performance. Ensure that the managing processes are implemented to align with Finance to ensure appropriate levels of internal controls.
Key Responsibilities
1. Strategic Leadership & Business Partnership
- Serve as the primary HR advisor to the Board and Management Team, translating business goals (vertical integration, national scaling) into talent strategies.
- Partner with Functional Leaders (Finance, Supply Chain, Sales, Manufacturing, Logistics) to integrate disparate workflows into a cohesive corporate structure.
- Manage and mentor a geographically distributed HR team (Generalists and Administrators), fostering a culture of high performance and service delivery.
2. Post-Merger Integration & Operations
- Payroll & Systems: Lead the migration to a unified payroll platform; ensure data integrity and operational continuity during the switch. Configure and implement an ATS to manage talent acquisition.
- Policy Harmonization: Review legacy policies from prior entities and draft a unified Employee Handbook that respects local regulations (e.g., CA, VA, FL labor laws).
- Compensation Design: Partner with Sales Leadership to align variable compensation plans. Establish rigorous internal controls for calculating and processing commission payments.
3. Total Rewards & Compliance
- Benefits Strategy: Work with our external partners to align benefit disparate plans and design a consolidated, cost-effective benefits package. Manage the broker relationship and lead the open enrollment process (Target: June 2026).
- Risk Management: Conduct robust HR policy and practices reviews and implement corrections. Manage workers' compensation and safety compliance across manufacturing and distribution sites.
- 401(k): Lead the merger of multiple 401(k) plans into a single, compliant offering, managing the fiduciary responsibilities and employee communication.
Candidate Profile
Required Qualifications:
- Experience: 10+ years of progressive HR experience, with at least 3 years in a leadership role (Senior HR Manager/Director level).
- Industry: Experience in Manufacturing, Distribution, or Industrial sectors is essential.
- M&A/Integration: Proven experience leading HR through mergers, acquisitions, or significant organizational restructures.
- Technical Proficiency: Experienced with HR and Payroll Technology (Workforce Now or similar) and modern ATS platforms.
- Multi-State Expertise: Strong command of federal and state labor laws, with a mandatory understanding of California employment law (wage & hour, leaves of absence).
- Bilingual English/Spanish preferred
The "Soft" Skills:
- Grit & Hands-On Approach: Willingness to roll up sleeves to audit payroll files or draft policies while simultaneously advising the Board.
- Financial Acumen: Ability to understand the P&L, manage vendor budgets, and design compensation plans that drive ROI.
