Benefits:- 401(k)
- 401(k) matching
- Competitive salary
- Dental insurance
- Health insurance
- Paid time off
- Vision insurance
The Director of Human Resources serves as the central HR authority and expert resource for GMi, supporting the People and Culture team and providing compliance, benefits, and policy guidance across all markets. This role owns the design, implementation, and administration of GMi human resources programs — ensuring that regulatory standards are met, vendor relationships are managed, and the P&C team has the direction and tools needed to serve employees effectively.
This is a company-wide, exempt position that requires deep knowledge of employment law, benefits administration, and HR compliance. The Director of Human Resources works closely with the VP of People and Culture and serves as the primary escalation point for Directors of People and Culture across all markets.
Skills/Qualifications: - 7–10+ years of progressive HR experience with demonstrated expertise in benefits administration, employment law compliance, and HR policy development in a multi-location organization.
- SHRM-CP or SHRM-SCP certification required; PHR or SPHR accepted in lieu.
- Hands-on experience with ERISA, HIPAA, EEO, FMLA, ADA, and PWFA compliance requirements.
- Experience administering ESOP and 401(k) plans, including vendor management and Form 5500 filing.
- Experience with self-insured health plans and reference-based pricing models preferred.
- Demonstrated ability to serve as an HR resource and escalation point for distributed, non-HR staff.
- Strong working knowledge of I-9 and E-Verify compliance; experience conducting internal audits.
- Proficiency with HRIS platforms; experience with Vista/Viewpoint by Trimble a plus.
- Experience supporting construction, specialty contracting, manufacturing, field services, or another distributed hourly workforce strongly preferred
- Bilingual in English and Spanish preferred, given the demographics of GMi field workforce.
- Bachelor's degree in Human Resources, Business Administration, or related field preferred but not required.
Job Duties & Responsibilities:
Benefits Administration and Vendor Management
- Serve as the primary point of contact for all benefits vendors, including the medical TPA, ESOP trustee, 401(k) recordkeeper, and ancillary carriers (dental, vision).
- Manage annual open enrollment end-to-end, including communications, elections, system updates, and billing reconciliation.
- Administer COBRA for group health plans and ensure timely notice and election processing.
- Prepare and file Form 5500 for applicable benefit plans; coordinate with plan auditors and ERISA counsel as needed.
- Monitor employee eligibility for benefit plans; review and process enrollment changes, cancellations, and qualifying life events.
- Educate and train P&C Directors on benefits programs so they can effectively support employees at the market level.
Regulatory Compliance and Employment Law
- Maintain compliance with all federal, state, and local employment laws and regulations, including ERISA, HIPAA, EEO, FMLA, ADA, PWFA, and FLSA.
- File the EEO-1 report annually and maintain all records, logs, and documentation required for EEO compliance.
- Ensure compliance with USCIS Form I-9 and E-Verify requirements; conduct periodic internal audits.
- Provide guidance on sexual harassment prevention, investigation procedures, and documentation standards; serve as a resource for DPCs handling employee relations matters.
- Oversee administration of the Drug Testing Policy and ensure compliance with applicable regulations.
- Prepare and maintain required documentation for workers' compensation cases in coordination with the Safety department.
HR Policy, Onboarding, and Offboarding Standards
- Develop, maintain, and distribute the GMi Employee Handbook and HR policies and procedures manual, ensuring accuracy and legal compliance.
- Establish and enforce consistent onboarding and offboarding standards across all markets, providing directions to P&C Directors on proper execution.
- Ensure Form I-9 completion, background checks, and drug screening are processed in compliance with GMi standards and applicable law.
- Maintain all employee personnel files and confidential HR records in accordance with retention requirements.
- Manage and track employee disciplinary documentation; coach and guide P&C Directors before disciplinary action is executed.
Compensation, Performance, and HR Systems
- Conduct periodic compensation benchmarking to ensure GMi pay ranges remain competitive in the Texas market.
- Oversee the annual performance review and compensation adjustment process; coordinate with P&C Directors to ensure timely and consistent execution.
- Maintain HR data integrity within Vista/Viewpoint, including employee records, compensation data, and reporting fields.
- Generate and distribute HR compliance reports and workforce analytics as needed by leadership.
- Track and ensure completion of mandatory training requirements, including sexual harassment prevention, across all employee populations.
Leave Management and Employee Relations
- Administer leave programs including FMLA, ADA accommodations, and PWFA; maintain accurate records and coordinate with managers on return-to-work.
- Serve as the HR resource and escalation point for P&C Directors on employee relations matters, complex terminations, and compliance questions.
- Monitor and ensure consistent handling of unemployment notices and hearings; represent GMi or prepare DPCs to represent at hearings as needed.
- Maintain and update the employee handbook provisions related to leave, attendance, and workplace conduct.
- Support a workplace culture consistent with GMi's values as an ESOP company, fostering employee ownership, accountability, and long-term engagement.
Accountability:
- The Director of Human Resources reports to the CFO.
Working Conditions and Physical Effort
Work Environment
- Combination of general office setting & remote.
Physical Demands
- Moderate physical activity. Requires handling of average objects up to 75 pounds or standing and/or walking for more than four (4) hours per day.
Travel
- Will travel often within the specified market and occasionally to other markets.
Position Type/Expected Hours of Work
- This is a full-time position. The workdays are Monday through Friday. Occasional evening and weekend work may be required as job duties demand.
The Director of Human Resources position is Exempt, per the FLSA Administrative Exemption.