Fort Worth HR Job Board

HR Manager

Fri, 17 Apr 2026 18:03:05 GMT

Place of Business:
Sky Building Materials

Position Description:

We are seeking a HR Manager to support and improve our day-to-day operations across production, warehouse, and office teams. This role will be responsible for managing hiring, employee relations, policies, and overall workforce organization in a fast-paced manufacturing environment.

Duties & Responsibilities:

Manage recruiting (production, warehouse, and office staff)
Develop and enforce company policies, procedures, and discipline standards
Handle employee relations, attendance issues, and conflict resolution
Oversee onboarding, training, and employee documentation
Track and manage PTO, attendance, and payroll coordination
Ensure compliance with labor laws and workplace regulations
Support management with performance reviews and team development
Improve internal processes for communication and accountability
Maintain organized employee records and HR systems

Minimum Qualifications:

3–5+ years of HR experience (manufacturing or production environment preferred)
Strong knowledge of HR practices, labor laws, and compliance
Experience handling hourly workforce and shop employees
Ability to enforce policies while maintaining professionalism
Strong communication and organizational skills
Experience with HR systems (NetSuite or similar is a plus)
Bilingual (English/Spanish) preferred

Salary:
60 -70k DOQ

Email your resume directly to Darya.

HR Manager

Thu, 16 Apr 2026 17:42:17 GMT

Place of Business:
TexasBank

Position Description:
The Human Resources Manager is responsible for leading key HR functions that support employee development, compliance, and organizational effectiveness. This role oversees manager training, performance management, employee relations, policy administration, HR compliance activities, and a small HR team. The HR Manager ensures consistent, high-quality HR service delivery aligned with the bank’s mission, values, and regulatory requirements.

JOB DUTIES AND ESSENTIAL FUNCTIONS:

Provide leadership, coaching, and development for direct reports within the HR function.
Delegate and prioritize workload to ensure efficient and accurate HR service delivery.
Foster a collaborative, service-oriented HR team environment.
Monitor team performance, provide feedback, and support professional growth.
Implement and facilitate training programs for managers, including leadership development, performance management, and employee relations.
Partner with leadership to identify skill gaps and provide targeted development solutions.
Ensure managers are equipped to handle employee issues consistently and effectively.
Oversee employee change processes (promotions, transfers, status changes, compensation updates).
Ensure accuracy and timeliness of employee change reports and HRIS data (e.g., Paycom).
Collaborate with payroll and leadership to validate changes and maintain data integrity.
Develop, review, and maintain HR policies and procedures to ensure compliance and consistency.
Communicate policy updates and provide guidance to managers and employees.
Ensure policies align with regulatory requirements and organizational goals.
Lead the administration of the performance management process.
Support managers in goal setting, evaluations, and performance improvement plans.
Analyze performance trends and recommend enhancements to drive engagement and accountability.
Serve as a trusted advisor to managers and employees on workplace concerns.
Conduct thorough, fair, and timely investigations into employee relations issues.
Provide recommendations and ensure appropriate documentation and follow-up actions.
Ensure compliance with federal, state, and local employment laws and regulations.
Manage labor law poster requirements and updates across all locations.
Lead and support internal and external HR-related audits, including documentation and corrective actions.
Maintains regular and punctual attendance to support business operations and ensure reliability in meeting departmental needs.
Perform other duties and special projects assigned to support organizational objectives and enhance operational efficiency.

WORKING CONDITIONS:

Work is performed in a climate-controlled, air-conditioned office environment.

PHYSICAL DEMANDS:

Ability to sit for extended periods of time.
Occasional walking, standing, bending, squatting, twisting, and reaching.
Simple grasping and fine manipulation required for handling documents, tools, and computer peripherals with precision.
Extended periods of keyboarding necessary for data entry, report generation, and communication through digital platforms.

MINIMUM REQUIREMENTS:

Bachelor’s degree in Human Resources, Business Administration, or related field (or equivalent experience).
5+ years of progressive HR experience, including leadership or supervisory experience.
Strong knowledge of employment laws and HR best practices.
Demonstrated leadership and team development skills.
Proven ability to handle sensitive situations with discretion and sound judgment.
Excellent communication and interpersonal skills.
Strong organizational skills with attention to detail.
Ability to influence and build relationships across all levels of the organization.
Experience with HRIS systems (Paycom preferred).

Click here to apply.

HR Manager

Tue, 07 Apr 2026 15:36:33 GMT

Place of Business:
ACH Child and Family Services

Position Function:
The HR Manager is a key contributor to the Human Resources team, responsible for supporting and advancing organizational goals through effective people strategies and operational excellence. This role requires a well-rounded HR professional with strong experience in benefits administration and working knowledge across recruitment, employee relations, compliance, performance management, and compensation. The HR Manager plays a critical role in fostering a positive, compliant, and high-performing work environment while ensuring HR processes are efficient, employee-centered, and aligned with the organization’s mission.

Requirements:

Education: Bachelors degree in degree in Human Resources, Business Administration, Psychology, or a related field preferred.

Experience: Three to five years of experience in benefits administration and working knowledge across recruitment, employee relations, compliance, performance management, and compensation Experience working with HRIS systems and benefits platforms required. Working knowledge of applicable employment laws and regulations, including ACA, FMLA, ADA, Section 125, and workers’ compensation.

Functional:

Strong communication, interpersonal, and problem-solving skills.
Proficiency in Microsoft Office, particularly Word and Excel.
Demonstrated ability to manage multiple priorities, maintain attention to detail, and work both independently and collaboratively.

Key Expectations/Responsibilities

Employee Relations, Compliance & Organizational Support

Partner with HR team members to address employee concerns, including investigations, conflict resolution, and corrective actions.
Provide guidance and coaching to supervisors and staff on HR-related matters.
Ensure compliance with federal, state, and local employment laws and organizational policies.
Support leave administration, accommodations, and workers’ compensation processes.

Talent Acquisition, Onboarding & Workforce Development

Lead full-cycle recruitment efforts, including sourcing, screening, interviewing, and onboarding.
Develop and implement strategies to attract, engage, and retain talent.
Support the recruiter in formulating and approving candidate and employee offers.
Oversee and support the organization’s intern program.

Benefits Compensation & Employee Experience

Serve as the primary liaison with benefit vendors, brokers, retirement administrators, and payroll.
Administer and monitor employee benefit programs, ensuring compliance and accuracy in reporting.
Coordinate annual benefits enrollment and benefits-related events, including the benefits fair.
Provide responsive support to employees regarding benefits and develop tools to enhance understanding of offerings.
Audit benefits processes and reports to ensure accuracy and continuous improvement.
Design and support employee wellness initiatives.
Support and help operationalize the organization’s compensation model, including job classifications, pay grades, and salary adjustments.
Partner with leadership to ensure compensation practices are equitable, competitive, and aligned with organizational philosophy and budget.
Assist in compensation analysis, audits, and reporting to promote consistency and data integrity.

Performance Management & Training Support

Support the performance management process and provide guidance to managers on performance-related matters.
Coach leaders on effective feedback, documentation, and employee development strategies.

HR Operations, Data & Continuous Improvement

Develop, update, and document standard operating procedures.
Cross-train HR team members to ensure continuity of operations.
Generate reports and analyze HR data to support decision-making and organizational insights.
Support broader agency initiatives and continuous improvement efforts.

The above noted job description is not intended to describe, in detail, the multitude of tasks that may be assigned but rather to give the employee a general sense of the responsibilities and expectations of his/her position. As the nature of business demands change so, too, may the essential functions of this position.

Education: Bachelors degree in degree in Human Resources, Business Administration, Psychology, or a related field preferred.

Experience: Three to five years of experience in benefits administration and working knowledge across recruitment, employee relations, compliance, performance management, and compensation Experience working with HRIS systems and benefits platforms required. Working knowledge of applicable employment laws and regulations, including ACA, FMLA, ADA, Section 125, and workers’ compensation.

Functional:

Strong communication, interpersonal, and problem-solving skills.

Proficiency in Microsoft Office, particularly Word and Excel.

Demonstrated ability to manage multiple priorities, maintain attention to detail, and work both independently and collaboratively.

Click here to apply.

HR Assistant

Fri, 27 Mar 2026 17:59:38 GMT

Place of Business:
FirstCash, Inc.

Position Description:

Join the Team at FirstCash Holdings, Inc. as a Human Resources Assistant!

The Human Resources Assistant supports the day-to-day HR operations assisting all aspects of the division, including employee relations, onboarding, and HR administration and assisting the Vice President of Human Resources. This is a full-time, on-site position.

Duties & Responsibilities:
• Support the Human Resource department through various project initiatives
• Assist with employee onboarding and offboarding processes, including documentation and system updates
• Support recruitment initiatives by assisting in processing pre-employment paperwork
• Maintain accurate and confidential employee personnel files in compliance with company policies and legal requirements
• Assist with the workers’ compensation and unemployment claims process
• Assist in the coordination of Workers Comp program
• Perform general HR administrative duties as assigned

Minimum Qualifications:

• Minimum 1 year of experience in Human Resources

• Solid organizational ability, attention to detail, and handle confidential information

• Some knowledge of employment law, HIPAA

• Able to multi-task and manage multiple priorities in a fast-paced environment

• Must be a self-starter who can work productively both independently and as part of a team

• Able to exercise effective judgment; relies on experience to accomplish goals and objectives

Click here to apply.

Director Talent Development

Tue, 17 Mar 2026 17:19:27 GMT

Place of Business:
BNSF Railway

Position Description:

The Director of Talent Development will design and execute enterprise-wide talent strategies that strengthen BNSF’s leadership pipeline and elevate organizational capability. This role is responsible for succession and talent planning, high potential development, performance management, mentoring programs, selection and development assessments, and executive coaching.

Grounded in the BNSF Leadership Model, this role will source, analyze, and interpret talent and organizational data to implement practical, scalable solutions that build future ready leaders and ensure BNSF maintains a healthy pipeline for mission critical roles.

This role reports to the AVP of Talent Management and leads three direct reports and several professional consulting partners.

Duties & Responsibilities:

-Provide vision, leadership, and strategic planning for the design and implementation of enterprise-wide talent management programs, including succession planning, talent reviews, and high potential development pathways.

-Lead BNSF’s performance management philosophy, processes, and systems, ensuring alignment with enterprise goals and continuous improvement.

-Oversee enterprise mentoring programs, ensuring quality, scalability, and meaningful development outcomes.

-Manage and coordinate the use of validated talent assessments for selection, development, and leadership readiness.

-Provide executive coaching and partner with internal/external coaches to support senior leader effectiveness and development.

-Analyze, interpret, and present organizational talent data (succession indicators, performance trends, readiness ratings, assessment data) to inform decisions.

-Identify, interpret, and track program evaluation data to inform improvements to talent systems and leader development programming.

-Source, negotiate, and manage contracts with qualified consulting partners to support talent, assessment, and coaching initiatives.

-Conduct benchmarking and apply emerging trends in talent management, performance, and leadership readiness to BNSF’s programs.

-Partner with HR Matrix teams to ensure talent processes are coordinated, consistent, and supported across the organization.

Basic Qualifications:

-Bachelor’s in a related field (I/O Psychology, Human Resources, Organizational Development/Behavior).

-Eight or more years of talent management, organizational development, leadership development, or related HR experience.

-Three years of supervisory experience.

-Strong project management skills.

-Experience conducting needs assessments and implementing enterprise-wide talent or development programs.

Preferred Qualifications:

-Graduate degree in a related field (I/O Psychology, HR, Organizational Behavior).

-Experience with assessments, talent analytics, or leadership evaluation tools.

-Facilitation and coaching experience.

-Vendor/contract management experience.

What Will Set You Apart:

-Demonstrated success implementing enterprise wide talent management or succession programs with measurable results.

-Exceptional communication and influencing skills with the ability to engage and gain commitment from senior executives.

-Ability to manage multiple projects with strict deadlines.

-Ability to identify, interpret, and track success metrics for talent programs.

-A strong ability to assess organizational needs and adapt to an environment with a highly developed, yet evolving, culture.