Director of Human Resources
Reports to: General Manager, NCCO Brand Fulfillment
Functional Relationship: Chief Human Resources Officer, NCCO Group
Location: Fort Worth, Texas
Employee Type: Exempt, Full-Time, Salaried with Benefits, Primarily On-Site
Direct Reports: Human Resources Manager
Department Structure: Director of Human Resources, Human Resources Manager, and Human Resources Coordinator
Experience: Minimum seven years of progressive human resources experience, including at least three years of HR leadership and demonstrated experience supporting a multi-shift manufacturing environment
Position Summary
The Director of Human Resources is the senior people and human resources leader for NCCO Brand Fulfillment. This role is responsible for translating the company’s business strategy into practical workforce, organizational capability, leadership development, performance, culture, compensation, benefits, and employee-retention strategies.
Reporting directly to the General Manager, the Director of Human Resources is a key member of the NCCO Brand Fulfillment senior leadership team. The Director must operate as both a strategic business leader and an experienced, hands-on HR professional. The position is expected to provide long-term direction, build scalable systems, advise leadership, develop the HR team, and engage directly in operational details when necessary to ensure accurate execution and responsive support.
The Director maintains a strong dotted-line relationship with the NCCO Group Chief Human Resources Officer and is expected to collaborate actively with Enterprise HR and the other NCCO businesses. The Director should pursue alignment and standardization across policies, compensation, benefits, systems, compliance practices, and other HR programs wherever doing so benefits the enterprise and its employees. When the needs of NCCO Brand Fulfillment require a different approach, the Director is responsible for identifying, understanding, communicating, and advocating for that difference based on the interests of the business and its employees.
The Director leads a small HR team and must be knowledgeable and operationally capable across the full HR function. During normal staffing, routine payroll, benefits, leave, HRIS administration, recruiting, onboarding, and employee-service execution will primarily be led by the HR Manager and supported by the HR Coordinator. The Director maintains oversight, establishes standards, ensures appropriate controls, and must be capable of providing full backup or direct execution during absences, transitions, urgent situations, or periods of elevated workload.
This role is designed for a builder: a leader who can create structure, systems, processes, metrics, leadership capability, and a strong employee experience while helping a growing manufacturing and fulfillment organization become more scalable, accountable, and effective.
Essential Duties and Responsibilities
Senior Leadership and Enterprise Alignment
- Serve as an active member of the NCCO Brand Fulfillment senior leadership team and advise the General Manager on workforce, organizational capability, talent, culture, performance, compensation, and people risk.
- Translate business strategy and growth plans into an actionable people strategy, workforce plan, HR roadmap, and priorities.
- Participate actively in EOS meetings, annual and quarterly planning, budgeting, organizational design, and cross-functional initiatives, bringing forward clear recommendations, risks, and business implications.
- Maintain a strong functional relationship with the NCCO Group Chief Human Resources Officer and collaborate with Enterprise HR to align policies, benefits, compensation, systems, compliance, performance management, recruiting, and development practices.
- Represent and advocate for the specific needs of NCCO Brand Fulfillment when business or employee requirements justify a different approach.
HR Leadership and Service Delivery
- Lead and develop the Human Resources Manager and provide oversight of the Human Resources Coordinator, establishing clear responsibilities, priorities, decision authority, service standards, and accountability.
- Build an effective HR operating rhythm that provides visibility into workload, priorities, risks, performance, and follow-through.
- Ensure the HR team provides responsive, accurate, professional, and timely support, with appropriate cross-training and backup coverage for critical processes.
- Oversee payroll, benefits, leave administration, employee records, HRIS transactions, employee status changes, and other employee-lifecycle processes, providing direct support when staffing, urgency, or workload requires it.
- Partner with Finance and Accounting on payroll, benefits, budgeting, controls, reconciliation, and reporting.
- Lead the review and continuous improvement of the employee handbook, HR policies, procedures, forms, and service-delivery practices.
Workforce Planning, Recruiting, and Onboarding
- Develop a forward-looking workforce plan aligned with business growth, operational requirements, shifts, staffing models, critical roles, skill gaps, turnover, and succession needs.
- Build proactive talent pipelines for flexographic printing, automated manufacturing, maintenance, technical, supervisory, professional, and leadership positions.
- Establish consistent recruiting practices, including current job descriptions, candidate profiles, interview scorecards, selection criteria, candidate communication, and hiring accountability.
- Develop relationships with technical schools, workforce organizations, industry associations, recruiters, and other talent sources.
- Personally lead or support high-priority, technical, professional, sensitive, or leadership recruiting efforts.
- Establish a consistent onboarding process while ensuring managers remain accountable for job-specific training, performance expectations, and employee development.
Performance, Development, Culture, and Retention
- Establish practical performance-management systems and equip leaders to set expectations, coach employees, manage attendance, document concerns, recognize performance, and address problems promptly.
- Develop leadership and employee-development programs, succession planning, critical-role coverage, cross-training, mentoring, and internal advancement opportunities.
- Use Rippling and other internal or external resources to support scalable learning, performance management, and development.
- Partner with leadership to strengthen a culture aligned with NCCO’s RICIPE values and balance employee support and appreciation with accountability and business performance.
- Maintain regular visibility and engagement throughout the office, manufacturing, warehouse, and distribution areas and across multiple shifts.
- Analyze turnover, attendance, engagement, employee-relations, and leadership trends and recommend appropriate actions.
Employee Relations, Compliance, and People Risk
- Provide senior-level oversight of significant employee-relations matters, investigations, corrective actions, performance concerns, accommodations, and terminations.
- Personally lead or participate in sensitive, complex, high-risk, or leadership-level matters.
- Ensure employee concerns are addressed promptly, fairly, consistently, confidentially, and with appropriate documentation.
- Coach managers through employee-relations and performance matters while maintaining their accountability for leading employees.
- Maintain effective and compliant practices for investigations, discipline, attendance, leave, workers’ compensation, workplace conduct, wage and hour, employee records, and other employment requirements.
- Identify and escalate significant employee, legal, compliance, financial, or reputational risks and coordinate with the Chief Human Resources Officer, legal counsel, and external specialists as appropriate.
Compensation, Benefits, HRIS, and Data
- Provide strategic leadership and governance for compensation and benefits, partnering with the General Manager, Chief Human Resources Officer, and Finance on pay structures, internal equity, market competitiveness, merit, promotions, benefits, and incentive programs.
- Develop and manage the HR budget and ensure HR decisions reflect business priorities, financial discipline, employee needs, and sound judgment.
- Serve as the business and functional leader for Rippling, expanding its use across payroll, benefits, recruiting, onboarding, workflows, performance management, learning, reporting, and employee self-service.
- Establish appropriate system controls, data ownership, transaction review, and reporting accuracy.
- Develop and use practical HR metrics covering workforce levels, recruiting, turnover, attendance, payroll accuracy, onboarding, reviews, training, leave, employee relations, and succession.
- Lead continuous improvement, standardization, automation, and documentation across the HR function.
Qualifications, Skills, and Abilities
Education and Certification
- Bachelor’s degree in Human Resources, Business Administration, Organizational Development, Industrial Relations, or a related field required.
- SHRM-CP, SHRM-SCP, PHR, SPHR, or an equivalent recognized HR certification required.
- Senior-level HR certification such as SHRM-SCP or SPHR strongly preferred.
- Advanced degree is beneficial but not required.
Experience
- Minimum seven years of progressive human resources experience.
- Minimum three years of experience leading an HR function, HR team, or significant HR area.
- Demonstrated HR experience in a multi-shift manufacturing environment required.
- Experience supporting warehouse, distribution, printing, packaging, or related industrial operations strongly preferred.
- Broad working experience across employee relations, recruiting, payroll, benefits, leave, compliance, compensation, performance management, HRIS, and organizational development.
- Demonstrated experience building or materially improving HR systems, teams, processes, and operating practices.
- Experience operating within a multi-business enterprise or matrixed HR structure strongly preferred.
- Direct experience with Rippling is strongly preferred.
Leadership and Professional Capability
- Ability to operate as a strategic senior leader while remaining willing and capable of completing detailed HR work.
- Proven ability to lead and develop an HR team, build structure, clarify accountability, and deliver reliable results.
- Strong judgment, confidentiality, integrity, responsiveness, and follow-through.
- Excellent organizational skills and attention to detail.
- Strong analytical, problem-solving, and continuous-improvement capability.
- Ability to prioritize, delegate, follow up, and manage multiple competing demands.
- Strong business and financial acumen.
- Excellent written, verbal, facilitation, coaching, presentation, and conflict-resolution skills.
- Ability to build credibility with employees, frontline leaders, senior leadership, Enterprise HR, and external partners.
- Willingness to spend meaningful time throughout the operation rather than leading primarily from an office.
Work Environment and Availability
- This is a primarily on-site position based in Fort Worth, Texas.
- Regular presence throughout the office, manufacturing, warehouse, and distribution areas is required.
- Remote-work flexibility available based on business needs and responsibilities.
- The role must balance accessibility to employees working across multiple shifts.
- Occasional evening, after-hours, or weekend engagement may be required for urgent or unexpected business and employee matters.
- The position must be able to access and navigate all relevant areas of the facility.
Key Measures of Success
- A capable, cohesive HR team provides accurate, responsive, and trusted support.
- Workforce planning, recruiting, onboarding, and leadership development support the needs of the growing business.
- Payroll, benefits, leave, compliance, and employee-relations processes are reliable and well controlled.
- Rippling, HR metrics, policies, and procedures are effectively used and continuously improved.
- HR operates as both a strategic business partner and a strong employee-service function.
