Are you looking for a great career, with excellent pay and benefits, and a schedule that allows you to enjoy family and hobbies outside of work?
We're a 75-year old, family-owned company passionate about our mission of Impacting Lives through Exceptional Service.
GSC Enterprises, Inc. is a family-owned wholesale grocery distributor based in Sulphur Springs, Texas. As we approach our 80th anniversary, we are looking for a strong, values-driven leader to join our corporate team as Vice President of Human Resources & Employee Engagement.
This is a key leadership role responsible for helping set the tone for the company and translating GSC’s Purpose, Values, and Culture into everyday behavior, leadership practices, and decision-making. The VP of Human Resources & Employee Engagement will work closely with executive leadership to support our workforce, strengthen employee engagement, and ensure our HR programs continue to serve both our employees and the business well.
This position will lead the HR team in overseeing payroll, benefits, employee relations, compliance, recruiting, training, and HR operations for approximately 800 employees across our distribution centers. This role will also continuously evaluate health insurance and benefits programs to ensure they remain competitive, cost-effective, and aligned with employee needs.
In addition, this leader will design and lead employee engagement initiatives that build morale, connection, and pride across the organization. Planning and executing GSC’s annual Leadership Summit will be a key responsibility of the role, along with other events and communication efforts that reinforce who we are as a company.
This is an in-office role based in Sulphur Springs, Texas, and will require living in or relocating to the area. If you are an experienced HR leader who is ready to make a meaningful impact, we would love to hear from you.
Position Summary
The VP of Human Resources & Employee Engagement is responsible for leading and directing the organization's Human Resources function, including employment practices, employee relations, compensation, benefits, training, compliance, HR systems, policy development, leadership development, organizational health, employee engagement, employee services, and brand experience.
This position develops and recommends Human Resources policies, programs, and objectives for the organization and coordinates implementation through division management, HR staff, and other leaders across the company. The VP of Human Resources & Employee Engagement serves as a strategic advisor to leadership while also ensuring the day-to-day HR function operates effectively, consistently, and in compliance with applicable laws and company policies. This position will work closely with the CEO to set the tone for the company and translate our Purpose, Values, and Culture into everyday behavior and decision-making.
Key Result Areas
The VP of Human Resources & Employee Engagement is accountable for results in the following key areas:
1. HR Strategy and Policy Leadership – Develops, recommends, and implements Human Resources policies, procedures, and programs that support the organization's business objectives, employee needs, and compliance obligations.
2. Compliance and Risk Management – Ensures HR policies, practices, records, and programs comply with applicable federal, state, and local employment laws and regulations. Consults with legal counsel, outside advisors, and company leadership as needed.
3. Employee Relations, Engagement, and Organizational Support – Provides guidance, coaching, and support to managers, supervisors, and employees on employee relations matters, conflict resolution, performance concerns, disciplinary action, complaints, and employment-related issues. Leads employee engagement initiatives, including surveys, recognition programs, and culture-building efforts that strengthen organizational health.
4. Compensation, Benefits, and Retirement Programs – Oversees the development, administration, communication, and evaluation of company compensation structures, pay policies, benefits programs, retirement plans, and related employee services.
5. Recruiting, Staffing, and Retention – Establishes and oversees recruiting, hiring, onboarding, placement, and retention practices that support the organization's staffing needs and promote consistency across divisions.
6. Training and Leadership Development – Develops and oversees training programs that address organizational needs, strengthen leadership capability, and support consistent management practices across divisions.
7. HR Operations, Reporting, and Systems – Oversees HR records, reporting, audits, systems, job descriptions, required documentation, and other operational processes necessary to support effective and compliant HR administration.
8. HR Team Leadership – Provides leadership, direction, coaching, and accountability to HR staff and subordinate supervisors responsible for carrying out Human Resources functions across the organization.
9. Brand Experience Oversight – Leads the Brand Experience Manager and functions, including event production, apparel programs, online and social media presence, employee communications, content, and advertising.
Essential Duties and Responsibilities
Essential duties and responsibilities include the following. Other duties may be assigned.
- Develops, recommends, and implements Human Resources policies, procedures, objectives, and programs for the organization.
- Coordinates implementation of HR policies and initiatives through division management, facility leadership, HR staff, and other company leaders.
- Consults with legal counsel, leadership, and outside advisors to ensure HR policies and practices comply with federal, state, and local employment laws.
- Provides guidance and support to corporate, divisional, and facility HR personnel in areas including equal employment opportunity, employee relations, compliance, and HR best practices.
- Protects the interests of both employees and the company by administering HR policies fairly, consistently, and in accordance with applicable laws and regulations.
- Reviews and approves recommendations related to terminations, disciplinary actions, employee complaints, and appeals through the company's established complaint procedures.
- Serves as a mediator, counselor, and advisor in resolving disputes between employees, supervisors, and managers, using sound judgment, fairness, professionalism, and discretion.
- Designs and leads employee engagement initiatives, including engagement surveys, recognition programs, and culture-building efforts across divisions.
- Establishes, reviews, and maintains wage and salary structures, pay policies, performance appraisal programs, employee benefits programs, and employee services.
- Monitors compensation, benefits, and HR programs for effectiveness, internal consistency, legal compliance, and cost containment.
- Oversees the administration of the company's 401(k) retirement plan, including service on the plan's investment/guidance committee.
- Selects and coordinates the use of Human Resources consultants, vendors, benefit brokers, retirement plan administrators, training specialists, and other outside service providers.
- Establishes standard recruiting, hiring, onboarding, and placement practices and procedures.
- Oversees the maintenance, analysis, communication, and retention of HR records required by law, governing bodies, company policy, or other departments.
- Establishes reporting and audit procedures to measure the effectiveness of HR programs and determine whether established goals, standards, and timelines are being met.
- Establishes and oversees in-house management and leadership training programs that address company needs across divisions and departments.
- Leads the Brand Experience Manager and function, including event production, apparel programs, digital and social media presence, employee communications, content, and advertising.
- Keeps managers, supervisors, and executive leadership informed of significant HR issues, trends, risks, or problems that may impact the achievement of company objectives.
- Provides day-to-day leadership and oversight for the Human Resources Department.
- Maintains confidentiality and demonstrates professional ethics, sound judgment, tact, courtesy, and discretion in all HR matters.
Supervisory Responsibilities
This position manages subordinate supervisors and staff within the Human Resources Department, as well as the Brand Experience Manager and function, and is responsible for the overall direction, coordination, and evaluation of those employees and functions.
Supervisory responsibilities include interviewing, hiring, training, planning, assigning and directing work, appraising performance, coaching, rewarding, disciplining, addressing complaints, and resolving problems in accordance with company policies and applicable laws.
This position is responsible for the day-to-day operation of the Human Resources Department and provides guidance and support to divisional or facility HR departments as assigned.
Qualifications
To perform this job successfully, an individual must be able to perform each essential duty satisfactorily. The requirements listed below represent the knowledge, skill, and ability required.
Education and/or Experience
Bachelor's degree in Human Resources, Business Administration, or a related field preferred, plus a minimum of four (4) years of progressive Human Resources leadership experience, or an equivalent combination of education and experience. SHRM-CP, SHRM-SCP, PHR, or SPHR certification preferred.
Language Skills
Ability to read, analyze, and interpret professional journals, technical procedures, or governmental regulations and employment law. Ability to write reports, business correspondence, and procedure manuals. Ability to effectively present information and respond to questions from groups of managers, clients, customers, and the public.
Mathematical Skills
Ability to analyze and interpret compensation, benefits, and workforce data, including budgets, headcount metrics, turnover rates, and other statistical trends. Ability to apply basic algebraic and statistical concepts to HR reporting and analysis.
Reasoning Ability
Ability to define problems, collect data, establish facts, and draw conclusions. Ability to interpret an extensive variety of technical instructions in mathematical or diagram form and deal with several abstract and concrete variables.
Computer Skills
To perform this job successfully, an individual should have knowledge of Human Resources Information Systems (HRIS); payroll systems; database software; spreadsheet software; and word processing software.
Other Qualifications
- Practical, hands-on human resources experience, including exposure to multi-site or divisional operations.
- Ability to plan, coordinate, and direct the work of subordinate staff engaged in various professional, technical, and clerical functions of human resources and personnel administration.
- General knowledge of HR law and regulations.
- Available for overnight travel and occasional weekend or evening hours.
- Ability to build effective, trust-based relationships with employees and leaders across diverse personalities and organizational levels.
- Comfortable managing multiple, multifaceted projects alongside day-to-day responsibilities.
Physical Demands
The physical demands described here are representative of those that must be met by an employee to successfully perform the essential functions of this job. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions.
While performing the duties of this job, the employee is regularly required to sit; use hands to finger, handle, or feel; reach with hands and arms; and talk or hear. The employee is occasionally required to stand and walk. The employee must occasionally lift and/or move up to 25 pounds. Specific vision abilities required by this job include close vision and the ability to adjust focus.
Work Environment
The work environment characteristics described here are representative of those an employee encounters while performing the essential functions of this job. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions.
The noise level in the work environment is usually moderate.
