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E-mail job posting in a Word format to info@fwhr.org.  
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Positions are placed on the website for 30 calendar days.   If ads are closed at customer's request before 30 days, fees will not be prorated, and no money will be refunded.

  • 12 Aug 2019 11:44 AM | Anonymous member (Administrator)

    Place of Business:
    Empire Roofing: Fort Worth, TX

    Position Description:
    This energized and enthusiastic bi-lingual person will report to the General Manager and Chief Financial Officer.  Our Director of Human Resources will originate and lead Human Resources practices and objectives that will provide an employee-oriented, high performance culture that ensures full compliance with applicable laws and regulations.  

    A successful candidate will direct the coordination of services, policies, and programs that foster employee engagement, productivity, accountability, and the recruitment and retention of a superior workforce. Initiating ideas for and providing oversight of strategic development of Human Resources for the Company will be essential.

    Activities include oversight and enhancement of the HR practices and procedures of 14 offices across the U.S., and two in Mexico. You will be supported by a small team which focuses on team building, recruiting, employee relations, payroll and benefits administration, employee-related communications, and ensuring compliance with all federal and state reporting requirements.

    Expected interactions include our executive management team, local office Partners and their teams, and our awesome employees.

    Primary Responsibilities:

    • Other duties, as described. (Wanted to get that one out of the way!)
    • Constant focus on culture and personal development of our employees.
    • Develop, administer and oversee all human resources policies, procedures, and programs to support the achievement of the organization’s business objectives ensuring that every aspect of human resources incorporate the vision, values, and culture of the organization.
    • Ensure that the company complies with federal, state, and local legal requirements by studying existing and new legislation; anticipating legislation; enforcing adherence to requirements; advising management on needed actions.
    • Lead and administer programs pertaining to talent management, succession planning, change management and organizational development. Develop and drive performance management processes, tools, communications and training programs.
    • Utilize existing company technology or evaluate and recommend technology solutions to automate and streamline HR processes.
    • Provide guidance and counsel to managers and employees in all human resources activities, to include employee relations, performance, discipline, termination disputes and other issues; protect the company from litigation by managing risk of suggested resolution activity, seeking legal counsel when appropriate.
    • Be an effective liaison between management and the employees.
    • Administer the employment process to include recruitment, interviewing, selection, hiring and onboarding, including college recruiting; oversee interviewing, testing and referral of job applicants.
    • Direct the preparation and maintenance of human resources reports and analytics as are necessary to carry out the functions of the department. Prepare periodic reports to management.
    • Counsel and advise executive management staff regarding overall company goals, business objectives, and fostering company culture. Serve as strategic advisor to the executive team on key human resources, organizational, and management issues.
    • Oversee the HRIS and payroll systems and ensure they continue to meet the business needs of the organization.
    • Determine and recommend employee relations practices necessary to establish a positive employer-employee relationship and promote a high level of employee morale.
    • Protect interests of employees and the company in accordance with human resources policies and government laws and regulations.

    Qualifications and Requirements:

    • Bi-lingual.  The ability to communicate in English and Spanish both written and verbal.
    • BA or BS degree in Human Resources, Business Management, Organizational Development, or another related discipline.
    • SPHR and/or SHRM-CP certification. · At least seven years of progressive HR experience in employee relations, performance management, benefits and compensation; management/employee training, recruiting, and organizational development/training; ability to utilize search engines so as to expedite recruiting.
    • Working within a multi-location institution is strongly preferred.
    • Superior interpersonal, marketing and presentation skills to work effectively with senior management and employees on understanding and embracing HR policies and procedures.
    • Ability to listen effectively to employer’s concerns across all levels within the organization; counsel, advise, and persuade based on experience.
    • Active affiliation with appropriate Human Resources networks and organizations and ongoing community involvement, preferred; possess ongoing affiliations with leaders in successful companies and organizations that practice effective Human Resources Management.
    • Excellent written and oral communication skills; strong analytical and problem-solving skills; effective leadership and mentoring skills; ability to recommend suggestions and make sound business decisions.
    • Demonstrated ability to work with all levels of management, employees, and multiple office locations. · Ability to manage a departmental budget prudently; strategic thinker
    • Proficient in MS Office and related HRIS; experience in payroll

    Compensation Package:

    • Highly Competitive, Experience-Based

    Benefits Offered:

    • Health Insurance
    • Dental/Vision Insurance
    • PTO
    • 401(k)

    *Standard Drug Screening and Background Checks may be performed.


    Who We Are

    Empire Roofing provides a wide range of roofing related services for commercial, industrial, office, retail, and institutional properties. We work with the latest technology and the best quality equipment, including more than two hundred of our own service vehicles. Committed to the latest technology in roofing, Empire believes in doing it right the first time!

    Empire endeavors to use quality products and workmanship, provide timely service, utilize high safety standards and competitive pricing; and strives to present a professional appearance to achieve “Total Customer Satisfaction,” all while setting roofing industry standards.  As a team, we make this commitment; ALL customers will be satisfied.”

    Please contact Brad at 817.572.2250 or email brad@empireroofing.com.

    Meet The Empire Family!

  • 05 Aug 2019 2:05 PM | Anonymous member (Administrator)

    Place of Business:
    Tandy Leather

    Position Description:
    Ready Opportunity as a contract recruiter with Tandy Leather to drive the overall recruiting process to fill open positions, by sourcing (manage postings and other ways to find great talent), administering the overall selection process – including conducting resume screens, preliminary phone screens, presenting candidates to hiring managers and coordinating in person interviews - and coordinate employee first day meetings as requested with partnership of the HR department.  This is approximately a 2 month contract with option to extend as needed. 

    To apply, send resume to leann.day@tandyleather.com

  • 05 Aug 2019 2:03 PM | Anonymous member (Administrator)

    Place of Business:
    Tandy Leather

    Position Description:
    The HR Manager will report directly to the VP HR and is responsible for supporting the organization’s HR needs. This is an exciting opportunity to be part of a developing HR department and have a direct impact in a small company on the brink of a business transformation – we need a HR Manger who is willing to collaborate, ideate and execute in a “roll up his/her sleeves and get things done” environment.  This role will need to be hands-on and balance the strategic with the tactical while supporting the day to day HR needs for the company.

    The HR Manager will have varying levels of responsibility for HR Administration & Compliance, Training & Leadership Development, Performance Management, Recruiting, Employee Relations, and HR Reporting. The successful candidate will have the ability to build strong working relationships, influence key decision makers, and communicate effectively across multiple levels of the organization. Additionally, the HR Manager must promote and ensure a culture of caring, respect and fairness for all employees. 

    To apply send resume to leann.day@tandyleather.com

  • 31 Jul 2019 6:06 PM | Anonymous member (Administrator)

    Place of Business:

    Virtual Primary Responsibilities:

    • Pro-actively sources, targets and direct recruits candidates across all corporate functions and employee base for Corporate HQ.
    • Utilizes internal tools, ATS to build candidate database, review applicants, pre-screen, schedule and conduct phone and face to face interviews.
    • Construct and Advertise Open roles utilizing various media outlets
    • Partner with hiring managers to define needs, post, develop strategy and targets to acquire the top passive talent.

    Expectations for this role are work from home, must have computer and cell phone.

    This requirement is a contract only scenario for now,  but based on the level of growth the possibility for Direct Hire does exist. Will be 2 months contract at a minimum.


    • 3+ years of direct recruiting in Insurance, Claims Appraisers, Office Managers, Call Center, AVP - operations is highly preferred
    • Proven track record of success
    • Ability to hit the ground running

    True Hunters ONLY!!! This is not a post, screen, submit role but requires ingenuity, drive and the dreaded 'cold - calling' to pursue, build a pipeline of and present passive talent.

    Folks who have simple sourced and presented will not be a fit for this role but are encouraged to apply for other / future roles with PDA..

    Please inquiry to Gina.Gervais@pdaorg.net

    No agents please

  • 25 Jul 2019 11:41 AM | Justin Dorsey (Administrator)

    The Employee Relations Specialist is part of the Employee Relations team reporting to the Managing Director of Human Resources. The Employee Relations Specialist will advise, guide, and coach the Client’s corporate people managers on employment matters including policy interpretation, HR procedures, employee conflicts, engaging employees, performance management, and employee transitions within and/or out of the company. The Employee Relations Specialist will also conduct investigations into Employee Relations (ER) matters focusing on employee complaints, advising employee relations team on termination and coaching, and applicant/employee complaints. The Employee Relations Specialist will partner with the Employee Relations Team and Managing Director of Human Resources to ensure a fair and consistent approach to policies and procedures, thus promoting a positive ER culture within the business. The Employee Relations Specialist will work closely with Executive team, Talent Acquisition, Total Rewards, Benefits, Employee Relations Team, and Business Leaders.

    Please contact for additional information:

    Michelle Dembla

    Senior Recruiter



  • 15 Jul 2019 10:40 AM | Anonymous member (Administrator)

    Place of Business:

    Position Description:
    Ajilon is working with an established company in the DFW area. They have a need for a highly motivated individual to be a key asset to the company as their Human Resources Coordinator/Payroll Supervisor position. Do you have at least 5 years of experience in the field of human resources and have a drive to continually succeed and think strategically? Then look no further and please continue to read.

    Human Resources Coordinator/Payroll Supervisor Responsibilities:

    • Be a strategic business partner in growing and developing the organization.
    • Recruiting salary and hourly employees both managerial and operational.
    • Utilizing social media and LinkedIn for recruiting purposes.
    • Manage benefits administration and onboarding including open enrollment.
    • Responsible for weekly payroll including new employee set up, garnishments and PTO tracking.
    • Coordinates with hiring managers regarding hiring, training, annual reviews, and termination.
    • Explain benefits, FMLA, and employment law.
    • Update employee handbook and review with employees.


    • Bachelor’s degree required in related field
    • 5+ years of strategic Human Resources experience preferred
    • Strong work ethic regarding dependability and flexibility and adaptable as business needs arise.
    • Previous payroll processing experience is a must.
    • Managerial experience is a plus.
    • Extensive knowledge of HR, laws, regulations, and trends.
    • Experience dealing with complex HR issues and ensure compliance.
    • Construction experience preferred

    If you are interested in learning more about this contract to hire Human Resources Coordinator/Payroll Supervisor position in the DFW area, please email your resume to sloan.harris@ajilon.com. Thank You!

  • 10 Jul 2019 1:26 PM | Anonymous member (Administrator)

    Place of Business:
    SPH Analytics

    Reporting to the Chief Executive Officer, the Vice President Human Resources will lead our people strategy for the company inclusive of an approach that will leverage our human capital in a manner that will support and accelerate the success of the VP HR will partner closely with the CEO to influence and guide the corporate culture. 

    The ideal candidate must demonstrate a combination of strong business acumen within a similar environment and significant Human Resource functional knowledge to guide the development of HR strategies that will help attract, develop and retain the talent required to drive business success. This position requires an individual who can act as a senior consultant to the business and provide a pragmatic perspective based on business and organizational transformation, active collaboration, agility, and the ability to successfully partner with and advise senior business leaders and functional HR leads.

    The VP-HR will serve as a member of the senior leadership team and will develop and communicate strategies to support a capable, engaged and energetic employee community. Key areas of responsibility include compensation and benefits, performance management, talent management and development, total rewards and recognition, training and organizational effectiveness. Additionally, the VP HR will lead efforts for internal employee engagement and internal communications.

    Successful Candidate will have the ability to assume responsibility without direct supervision, exercise initiative and judgment, and make decisions within the scope of assigned authority. Must be willing to take a “roll up your sleeves” approach to day to-day work, as well as to act as a strategic advisor to the senior leadership team in furthering the organizations goals. High attention to detail, the ability to multitask, and to adapt to a changing work environment are key to success.

    The ideal candidate will be responsible for driving the people agenda within the business by operating as a strategic partner to the leadership team while also maintaining HR policies and processes and ensuring they are implemented in accordance with laws / regulations and company policies, practices and objectives. The candidate will provide HR support to leaders across the business lines, and will design, lead and coordinate the implementation of the HR and business agenda throughout the company.

    The VP HR serves as an ambassador for and will act according to SPH Analytics Code of Conduct, Values, Policies and ethical standards.

    Position Responsibilities:

    Organizational Leadership/Business Partnership:

    • Participate as a member of the senior leadership helping to broadly support planning the strategic direction of the business, developing long-range plans to achieve objectives and organizational achievement of organizational objectives.
    • Develop, maintain and lead our company wide human capital strategy.
    • Develop, maintain and lead our company wide culture agenda.
    • Develop, maintain and lead our compensation strategy and execution plans (inclusive of compensation guidance and benefits)
    • Provide leadership and guidance to design and implement organization wide change management.
    • Develop, maintain and lead our talent management strategy inclusive of hiring, on boarding and developing both individual contributors and leaders.
    • Develop and execute effective an annual performance review cycle and related personnel management and development initiatives throughout the year
    • Act as an internal consultant for management and employees to anticipate, identify and facilitate resolution of employee relations issues consistent with company policies/practices, legal considerations and company priorities.
    • Help establish the company wide personnel, contractor and benefits budgets.  Manage annual department budget; perform periodic cost and productivity analyses.
    • Leverage workforce analytics and various business metrics to track progress against performance expectations.
    • Maintain and administer (as appropriate) employee development, training and compliance management programs
    • Monitor, maintain and evolve personnel control programs and policies (e.g. employee handbook)
    • Conduct an annual employee engagement survey, analyze results (sharing as appriroate) and ensure we leverage lessons learned to effectively introduce improvements that support the voice of our teammates.
    • Provide advice and direction to company leaders on various aspects of HR, including management practices, performance management, organizational effectiveness, compensation, team member development, retention, employee relations and ethics compliance.

    Employee Communications:

    • Partner with the CEO, Executive Leadership and Marketing communications to support internal communications throughout the organization.
    • Develop a communications strategy to ensure that employees remain informed, aligned and engaged with key business priorities.
    • Ensure we are providing company communications with appropriate timing and depth to ensure teammates are aligned, inspired and are well versed.

    Total Rewards Management:

    • In partnership with Legal and Finance, oversee the design and implementation of competitive total compensation programs
    • Identify trends, draw conclusions and evolve rewards strategy and programs in support of evolving business direction
    • Translate strategic priorities into operational reality, leading to execution of robust plans which yield measurable and sustainable results
    • Have strong strategic and operational planning capability

    Required Experience:

    • Prior relevant experience in a high growth, multi-location, multi-state company environment.
    • + years of experience in a senior level Human Resources position in a company (or division) with $50- $150M in revenue. (At least 12 years of broad ranging HR experience gained in a dynamic, matrix and change orientated business environment)
    • Expertise leading in organizations with a team comprised of both professional staff (e.g. software developers) and operational staff (e.g. call center agents).
    • Successful track record in organizational design and development, employee relations, compensation and benefits, employment, HRIS systems and employee training and development.
    • Experience working with an HR information database system - from both a technical and functional perspective, with strong working knowledge of Microsoft Office.
    • Understanding of applicable employee related state and national laws, standards and requirements.
    • Successful track record in leading large, rapid, multi-year organizational change efforts through proven employee communication and engagement strategies.
    • Experience in budget planning and HR strategy development in a growing business.
    • Ability to motivate and address employees company-wide. (Transformational leadership style. Energetic and motivated to drive change and high performance.)
    • Culturally savvy, proven ability to work alongside and get results in a diverse cultural environment.
    • Excellent consultation and coaching skills, with ability to influence at senior level as well a strong sense of collaboration, responsibility, accountability and enthusiasm.
    • Exceptional written and verbal communication skills.
    • Prior experience in a Private Equity backed organization is a plus.
    • Proven management skills, including a team that is regionally disperse.

    SPH offers:

    • A competitive salary commensurate with experience (inclusive of salary, bonus and equity)
    • Paid time off plus holidays
    • Comprehensive benefit plans
    • 401k plan with 401k Employer Match
    • Career growth opportunities
    • SPH is an Equal Opportunity Employer.

    Who We Are

    SPH Analytics (SPH), a leader in healthcare analytics and population health management, empowers clients to analyze and interpret their clinical, financial, and consumer experience data to maximize their performance. SPH’s Population Care™, Population Value™, and Population Engage™ solutions are built on the innovative Nexus™ Platform, providing insights and impact to integrated health networks, ACOs, hospitals, ambulatory care providers, physician groups, and health plans. SPH’s quality measure dashboards, financial risk measurement, healthcare survey and patient outreach solutions, and consulting services empower clients to meet the Triple Aim by improving population health, reducing overall cost of care, and improving the patient experience.

    SPH Analytics is a recognized leader in the industry, earning accolades as a top ranked population health vendor by KLAS, ranked the number one analytics firm out of the top 50 disruptive health IT companies by Black Book Research, and ranked number one in MACRA and MIPS Support Technology for Value-Based Care by Black Book Research. SPH Analytics has been providing insights to clients for more than 25 years and serves clients in all 50 states. Corporate headquarters are in metro Atlanta. SPH Analytics is a portfolio company of the $3 billion STG Partners.

    For more information, call 1-866-460-5681 or visit SPHAnalytics.com.

    Click here to apply.

Members and Non Members may post HR-related jobs in the greater North Texas area (or elsewhere if you think it is a particularly great gig!). Send your submissions to info@fwr.org. Please provide us with the following details: open position, company name, job description, and how individuals are to apply in Word format.

Jobs will be posted for 30 days. If you would like the post removed earlier please reach out to info@fwr.org

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Fort  Worth, Texas 76185



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