Scoutify
Load Trail Manufacturing

HR Director

Paris, TX In person Full-time

Human Resources Director – Load Trail Trailer Operations

Position Summary

The HR Director is the senior Human Resources leader responsible for developing and executing the people/talent strategy across multiple plants representing approximately 1,000 employees and $300 million in annual production output. This includes operations in Mexico, Como, Sulphur Springs , Sumner, Indiana, Iowa, Transportation and Crazy Trailer World.

This position serves as a strategic business partner to the executive leadership team and plant leadership, ensuring the organization has the workforce, leadership capabilities, culture, systems, and employee practices necessary to achieve operational, financial, safety, quality, and growth objectives.

The HR Director provides leadership across all aspects of Human Resources, including organizational effectiveness, talent acquisition, employee relations, compensation and benefits, performance management, leadership development, workforce planning, labor relations, compliance, and succession planning.

This position will be located at the Sumner, Texas Load Trail headquarters main office. Office hours will be 8 to 5 Monday through Friday.

Core Responsibilities

  • Strategic HR Leadership
  • ·Develop and execute a multi-site HR strategy aligned with business objectives and operating plans.
  • ·Serve as a trusted advisor to the leadership team, plant managers, and functional leaders.
  • ·Translate business goals into workforce, talent, organizational, and leadership strategies.
  • ·Establish consistent HR standards, policies, and practices across all six plants while allowing for legitimate local requirements.
  • ·Provide HR leadership that is scalable during business growth, restructuring, acquisitions, expansions, and other organizational changes.
  • ·Develop and monitor HR KPIs and provide meaningful analysis to senior leadership.
  • Multi-Site Leadership
  • ·Provide direct HR leadership across six manufacturing facilities.
  • ·Lead, coach, and develop the plant-level HR leadership team.
  • ·Establish clear accountability, goals, and performance expectations for HR personnel.
  • ·Ensure consistent execution of HR programs and policies across approximately 1,000 employees.
  • ·Regularly visit each facility and maintain strong relationships with plant leadership and employees.
  • ·Identify common workforce issues and implement enterprise-wide solutions.
  • Workforce Planning & Talent Acquisition
  • ·Develop workforce plans aligned with production requirements, business growth, and plant capacity.
  • ·Ensure the organization can attract and retain skilled manufacturing talent.
  • ·Establish recruiting strategies for hourly production, skilled trades, engineering, maintenance, supervisory, and professional positions.
  • ·Monitor staffing levels, turnover, vacancies, overtime, absenteeism, and labor availability.
  • ·Build pipelines for critical and hard-to-fill positions.
  • ·Develop strategies to reduce time-to-fill and improve quality of hire.
  • Employee Relations & Culture
  • ·Establish a high-performance, accountable, and respectful workplace culture.
  • ·Provide leadership on complex employee relations matters, investigations, disciplinary actions, and workplace conflicts.
  • ·Ensure consistent and legally compliant application of policies.
  • ·Partner with plant leadership to address morale, engagement, attendance, turnover, and productivity issues.
  • ·Establish mechanisms for employees to raise concerns and ensure issues are addressed appropriately.
  • ·Develop initiatives that improve employee engagement, retention, and organizational culture.
  • Leadership Development & Succession Planning
  • ·Establish leadership-development programs for supervisors, managers, plant leaders, and high-potential employees.
  • ·Develop succession plans for critical leadership and technical positions.
  • ·Identify high-potential talent and create individual development plans.
  • ·Strengthen the organization's internal leadership pipeline.
  • ·Coach leaders on performance management, employee relations, communication, and effective people leadership.
  • ·Establish consistent leadership competencies and expectations across the six plants.
  • Performance Management
  • ·Own the company's performance-management philosophy and processes.
  • ·Ensure managers establish clear expectations and provide meaningful performance feedback.
  • ·Improve accountability for both individual and organizational performance.
  • ·Identify performance trends and organizational capability gaps.
  • ·Partner with leadership on performance improvement plans and corrective actions.
  • Compensation, Benefits & Workforce Economics
  • ·Develop and maintain competitive compensation structures across the organization.
  • ·Conduct regular market analysis for hourly and salaried positions.
  • ·Partner with Finance and executive leadership on labor-cost planning and workforce budgets.
  • ·Analyze overtime, absenteeism, turnover, wage rates, and other workforce costs.
  • ·Oversee compensation programs, incentive plans, benefits, and related HR programs.
  • ·Ensure compensation practices support recruitment, retention, performance, and financial objectives.
  • Labor Relations & Compliance
  • ·Ensure compliance with applicable federal, state, and local employment laws and regulations.
  • ·Lead or oversee labor relations strategy where applicable.
  • ·Maintain appropriate HR documentation and employment practices.
  • ·Partner with legal counsel on significant employment matters, investigations, claims, and litigation.
  • ·Maintain compliance with wage and hour, leave, discrimination, employment eligibility, and other applicable requirements.
  • Safety & Workers' Compensation Partnership
  • ·Partner closely with Operations and EHS leadership to strengthen the company's safety culture.
  • ·Support initiatives that reduce workplace injuries and improve employee safety.
  • ·Monitor workers' compensation trends and partner with leadership on corrective actions.
  • ·Ensure HR practices support safe staffing, training, accountability, and return-to-work programs.
  • Organizational Effectiveness
  • ·Evaluate organizational structures, spans of control, staffing models, and leadership effectiveness.
  • ·Partner with Operations to improve workforce productivity and organizational efficiency.
  • ·Support lean manufacturing, continuous improvement, and operational excellence initiatives through effective people practices.
  • ·Identify organizational capability gaps and develop solutions.
  • ·Lead change-management initiatives associated with new technology, automation, process changes, or organizational restructuring.
  • HR Systems, Data & Analytics

·Ensure effective use of HRIS and related HR technology.

·Establish standardized HR reporting across all six plants.

·Overtime

  • ·Open positions
  • ·Safety/workers' compensation
  • ·Employee engagement

·Training

  • ·Labor cost
  • ·Internal promotions/development opportunities
  • ·Succession readiness
  • ·Use data to identify trends and drive management decisions.

Key Performance Measures

  • The HR Director should be accountable for measurable improvement in:
  • §Employee turnover and retention
  • §Hourly staffing and vacancy levels

§Absenteeism

  • §Overtime and labor-cost management
  • §Time-to-fill critical positions
  • §Quality of hire
  • §Employee engagement
  • §Leadership effectiveness
  • §Internal promotion and succession readiness
  • §Employee relations trends
  • §Workers' compensation performance
  • §HR compliance
  • §Training and workforce capability
  • §HR service consistency across all six plants

Leadership Expectations

The HR Director is expected to operate as a business leader/partner first and HR functional expert second.

The successful leader will

  • ·Understand manufacturing economics and operational drivers.
  • ·Spend meaningful time in the plants rather than operating exclusively from a corporate office.
  • ·Hold plant leaders accountable for people-related performance.
  • ·Balance employee advocacy with business requirements.
  • ·Make decisions using data and business impact.
  • ·Build strong relationships with Operations, Finance, EHS, Quality, Engineering, and executive leadership.
  • ·Develop the next generation of plant and HR leaders.
  • ·Create consistency without unnecessarily centralizing decisions.
  • ·Anticipate workforce risks before they become operational problems.
  • Reports to: COO
  • Direct reports may include
  • ·Plant HR Managers / HR Business Partners
  • ·Talent Acquisition leadership

Requirements

Human Resources Director – Load Trail Trailer Operations

Position Summary

The HR Director is the senior Human Resources leader responsible for developing and executing the people/talent strategy across multiple plants representing approximately 1,000 employees and $300 million in annual production output. This includes operations in Mexico, Como, Sulphur Springs , Sumner, Indiana, Iowa, Transportation and Crazy Trailer World.

This position serves as a strategic business partner to the executive leadership team and plant leadership, ensuring the organization has the workforce, leadership capabilities, culture, systems, and employee practices necessary to achieve operational, financial, safety, quality, and growth objectives.

The HR Director provides leadership across all aspects of Human Resources, including organizational effectiveness, talent acquisition, employee relations, compensation and benefits, performance management, leadership development, workforce planning, labor relations, compliance, and succession planning.

This position will be located at the Sumner, Texas Load Trail headquarters main office. Office hours will be 8 to 5 Monday through Friday.

Core Responsibilities

  • Strategic HR Leadership
  • ·Develop and execute a multi-site HR strategy aligned with business objectives and operating plans.
  • ·Serve as a trusted advisor to the leadership team, plant managers, and functional leaders.
  • ·Translate business goals into workforce, talent, organizational, and leadership strategies.
  • ·Establish consistent HR standards, policies, and practices across all six plants while allowing for legitimate local requirements.
  • ·Provide HR leadership that is scalable during business growth, restructuring, acquisitions, expansions, and other organizational changes.
  • ·Develop and monitor HR KPIs and provide meaningful analysis to senior leadership.
  • Multi-Site Leadership
  • ·Provide direct HR leadership across six manufacturing facilities.
  • ·Lead, coach, and develop the plant-level HR leadership team.
  • ·Establish clear accountability, goals, and performance expectations for HR personnel.
  • ·Ensure consistent execution of HR programs and policies across approximately 1,000 employees.
  • ·Regularly visit each facility and maintain strong relationships with plant leadership and employees.
  • ·Identify common workforce issues and implement enterprise-wide solutions.
  • Workforce Planning & Talent Acquisition
  • ·Develop workforce plans aligned with production requirements, business growth, and plant capacity.
  • ·Ensure the organization can attract and retain skilled manufacturing talent.
  • ·Establish recruiting strategies for hourly production, skilled trades, engineering, maintenance, supervisory, and professional positions.
  • ·Monitor staffing levels, turnover, vacancies, overtime, absenteeism, and labor availability.
  • ·Build pipelines for critical and hard-to-fill positions.
  • ·Develop strategies to reduce time-to-fill and improve quality of hire.
  • Employee Relations & Culture
  • ·Establish a high-performance, accountable, and respectful workplace culture.
  • ·Provide leadership on complex employee relations matters, investigations, disciplinary actions, and workplace conflicts.
  • ·Ensure consistent and legally compliant application of policies.
  • ·Partner with plant leadership to address morale, engagement, attendance, turnover, and productivity issues.
  • ·Establish mechanisms for employees to raise concerns and ensure issues are addressed appropriately.
  • ·Develop initiatives that improve employee engagement, retention, and organizational culture.
  • Leadership Development & Succession Planning
  • ·Establish leadership-development programs for supervisors, managers, plant leaders, and high-potential employees.
  • ·Develop succession plans for critical leadership and technical positions.
  • ·Identify high-potential talent and create individual development plans.
  • ·Strengthen the organization's internal leadership pipeline.
  • ·Coach leaders on performance management, employee relations, communication, and effective people leadership.
  • ·Establish consistent leadership competencies and expectations across the six plants.
  • Performance Management
  • ·Own the company's performance-management philosophy and processes.
  • ·Ensure managers establish clear expectations and provide meaningful performance feedback.
  • ·Improve accountability for both individual and organizational performance.
  • ·Identify performance trends and organizational capability gaps.
  • ·Partner with leadership on performance improvement plans and corrective actions.
  • Compensation, Benefits & Workforce Economics
  • ·Develop and maintain competitive compensation structures across the organization.
  • ·Conduct regular market analysis for hourly and salaried positions.
  • ·Partner with Finance and executive leadership on labor-cost planning and workforce budgets.
  • ·Analyze overtime, absenteeism, turnover, wage rates, and other workforce costs.
  • ·Oversee compensation programs, incentive plans, benefits, and related HR programs.
  • ·Ensure compensation practices support recruitment, retention, performance, and financial objectives.
  • Labor Relations & Compliance
  • ·Ensure compliance with applicable federal, state, and local employment laws and regulations.
  • ·Lead or oversee labor relations strategy where applicable.
  • ·Maintain appropriate HR documentation and employment practices.
  • ·Partner with legal counsel on significant employment matters, investigations, claims, and litigation.
  • ·Maintain compliance with wage and hour, leave, discrimination, employment eligibility, and other applicable requirements.
  • Safety & Workers' Compensation Partnership
  • ·Partner closely with Operations and EHS leadership to strengthen the company's safety culture.
  • ·Support initiatives that reduce workplace injuries and improve employee safety.
  • ·Monitor workers' compensation trends and partner with leadership on corrective actions.
  • ·Ensure HR practices support safe staffing, training, accountability, and return-to-work programs.
  • Organizational Effectiveness
  • ·Evaluate organizational structures, spans of control, staffing models, and leadership effectiveness.
  • ·Partner with Operations to improve workforce productivity and organizational efficiency.
  • ·Support lean manufacturing, continuous improvement, and operational excellence initiatives through effective people practices.
  • ·Identify organizational capability gaps and develop solutions.
  • ·Lead change-management initiatives associated with new technology, automation, process changes, or organizational restructuring.
  • HR Systems, Data & Analytics

·Ensure effective use of HRIS and related HR technology.

·Establish standardized HR reporting across all six plants.

·Develop dashboards and KPIs covering

·Headcount

·Turnover

·Absenteeism

·Overtime

  • ·Open positions
  • ·Safety/workers' compensation
  • ·Employee engagement

·Training

  • ·Labor cost
  • ·Internal promotions/development opportunities
  • ·Succession readiness
  • ·Use data to identify trends and drive management decisions.

Key Performance Measures

  • The HR Director should be accountable for measurable improvement in:
  • §Employee turnover and retention
  • §Hourly staffing and vacancy levels

§Absenteeism

  • §Overtime and labor-cost management
  • §Time-to-fill critical positions
  • §Quality of hire
  • §Employee engagement
  • §Leadership effectiveness
  • §Internal promotion and succession readiness
  • §Employee relations trends
  • §Workers' compensation performance
  • §HR compliance
  • §Training and workforce capability
  • §HR service consistency across all six plants

Leadership Expectations

The HR Director is expected to operate as a business leader/partner first and HR functional expert second.

The successful leader will

  • ·Understand manufacturing economics and operational drivers.
  • ·Spend meaningful time in the plants rather than operating exclusively from a corporate office.
  • ·Hold plant leaders accountable for people-related performance.
  • ·Balance employee advocacy with business requirements.
  • ·Make decisions using data and business impact.
  • ·Build strong relationships with Operations, Finance, EHS, Quality, Engineering, and executive leadership.
  • ·Develop the next generation of plant and HR leaders.
  • ·Create consistency without unnecessarily centralizing decisions.
  • ·Anticipate workforce risks before they become operational problems.
  • Reports to: COO
  • Direct reports may include
  • ·Plant HR Managers / HR Business Partners
  • ·Talent Acquisition leadership

·HR Operations/HRIS

·Learning & Development

·Compensation & Benefits

Summary

Human Resources Director – Load Trail Trailer Operations

Position Summary

The HR Director is the senior Human Resources leader responsible for developing and executing the people/talent strategy across multiple plants representing approximately 1,000 employees and $300 million in annual production output. This includes operations in Mexico, Como, Sulphur Springs , Sumner, Indiana, Iowa, Transportation and Crazy Trailer World.

This position serves as a strategic business partner to the executive leadership team and plant leadership, ensuring the organization has the workforce, leadership capabilities, culture, systems, and employee practices necessary to achieve operational, financial, safety, quality, and growth objectives.

The HR Director provides leadership across all aspects of Human Resources, including organizational effectiveness, talent acquisition, employee relations, compensation and benefits, performance management, leadership development, workforce planning, labor relations, compliance, and succession planning.

This position will be located at the Sumner, Texas Load Trail headquarters main office. Office hours will be 8 to 5 Monday through Friday.

Core Responsibilities

  • Strategic HR Leadership
  • ·Develop and execute a multi-site HR strategy aligned with business objectives and operating plans.
  • ·Serve as a trusted advisor to the leadership team, plant managers, and functional leaders.
  • ·Translate business goals into workforce, talent, organizational, and leadership strategies.
  • ·Establish consistent HR standards, policies, and practices across all six plants while allowing for legitimate local requirements.
  • ·Provide HR leadership that is scalable during business growth, restructuring, acquisitions, expansions, and other organizational changes.
  • ·Develop and monitor HR KPIs and provide meaningful analysis to senior leadership.
  • Multi-Site Leadership
  • ·Provide direct HR leadership across six manufacturing facilities.
  • ·Lead, coach, and develop the plant-level HR leadership team.
  • ·Establish clear accountability, goals, and performance expectations for HR personnel.
  • ·Ensure consistent execution of HR programs and policies across approximately 1,000 employees.
  • ·Regularly visit each facility and maintain strong relationships with plant leadership and employees.
  • ·Identify common workforce issues and implement enterprise-wide solutions.
  • Workforce Planning & Talent Acquisition
  • ·Develop workforce plans aligned with production requirements, business growth, and plant capacity.
  • ·Ensure the organization can attract and retain skilled manufacturing talent.
  • ·Establish recruiting strategies for hourly production, skilled trades, engineering, maintenance, supervisory, and professional positions.
  • ·Monitor staffing levels, turnover, vacancies, overtime, absenteeism, and labor availability.
  • ·Build pipelines for critical and hard-to-fill positions.
  • ·Develop strategies to reduce time-to-fill and improve quality of hire.
  • Employee Relations & Culture
  • ·Establish a high-performance, accountable, and respectful workplace culture.
  • ·Provide leadership on complex employee relations matters, investigations, disciplinary actions, and workplace conflicts.
  • ·Ensure consistent and legally compliant application of policies.
  • ·Partner with plant leadership to address morale, engagement, attendance, turnover, and productivity issues.
  • ·Establish mechanisms for employees to raise concerns and ensure issues are addressed appropriately.
  • ·Develop initiatives that improve employee engagement, retention, and organizational culture.
  • Leadership Development & Succession Planning
  • ·Establish leadership-development programs for supervisors, managers, plant leaders, and high-potential employees.
  • ·Develop succession plans for critical leadership and technical positions.
  • ·Identify high-potential talent and create individual development plans.
  • ·Strengthen the organization's internal leadership pipeline.
  • ·Coach leaders on performance management, employee relations, communication, and effective people leadership.
  • ·Establish consistent leadership competencies and expectations across the six plants.
  • Performance Management
  • ·Own the company's performance-management philosophy and processes.
  • ·Ensure managers establish clear expectations and provide meaningful performance feedback.
  • ·Improve accountability for both individual and organizational performance.
  • ·Identify performance trends and organizational capability gaps.
  • ·Partner with leadership on performance improvement plans and corrective actions.
  • Compensation, Benefits & Workforce Economics
  • ·Develop and maintain competitive compensation structures across the organization.
  • ·Conduct regular market analysis for hourly and salaried positions.
  • ·Partner with Finance and executive leadership on labor-cost planning and workforce budgets.
  • ·Analyze overtime, absenteeism, turnover, wage rates, and other workforce costs.
  • ·Oversee compensation programs, incentive plans, benefits, and related HR programs.
  • ·Ensure compensation practices support recruitment, retention, performance, and financial objectives.
  • Labor Relations & Compliance
  • ·Ensure compliance with applicable federal, state, and local employment laws and regulations.
  • ·Lead or oversee labor relations strategy where applicable.
  • ·Maintain appropriate HR documentation and employment practices.
  • ·Partner with legal counsel on significant employment matters, investigations, claims, and litigation.
  • ·Maintain compliance with wage and hour, leave, discrimination, employment eligibility, and other applicable requirements.
  • Safety & Workers' Compensation Partnership
  • ·Partner closely with Operations and EHS leadership to strengthen the company's safety culture.
  • ·Support initiatives that reduce workplace injuries and improve employee safety.
  • ·Monitor workers' compensation trends and partner with leadership on corrective actions.
  • ·Ensure HR practices support safe staffing, training, accountability, and return-to-work programs.
  • Organizational Effectiveness
  • ·Evaluate organizational structures, spans of control, staffing models, and leadership effectiveness.
  • ·Partner with Operations to improve workforce productivity and organizational efficiency.
  • ·Support lean manufacturing, continuous improvement, and operational excellence initiatives through effective people practices.
  • ·Identify organizational capability gaps and develop solutions.
  • ·Lead change-management initiatives associated with new technology, automation, process changes, or organizational restructuring.
  • HR Systems, Data & Analytics

·Ensure effective use of HRIS and related HR technology.

·Establish standardized HR reporting across all six plants.

·Develop dashboards and KPIs covering

·Headcount

·Turnover

·Absenteeism

·Overtime

  • ·Open positions
  • ·Safety/workers' compensation
  • ·Employee engagement

·Training

  • ·Labor cost
  • ·Internal promotions/development opportunities
  • ·Succession readiness
  • ·Use data to identify trends and drive management decisions.

Key Performance Measures

  • The HR Director should be accountable for measurable improvement in:
  • §Employee turnover and retention
  • §Hourly staffing and vacancy levels

§Absenteeism

  • §Overtime and labor-cost management
  • §Time-to-fill critical positions
  • §Quality of hire
  • §Employee engagement
  • §Leadership effectiveness
  • §Internal promotion and succession readiness
  • §Employee relations trends
  • §Workers' compensation performance
  • §HR compliance
  • §Training and workforce capability
  • §HR service consistency across all six plants

Leadership Expectations

The HR Director is expected to operate as a business leader/partner first and HR functional expert second.

The successful leader will

  • ·Understand manufacturing economics and operational drivers.
  • ·Spend meaningful time in the plants rather than operating exclusively from a corporate office.
  • ·Hold plant leaders accountable for people-related performance.
  • ·Balance employee advocacy with business requirements.
  • ·Make decisions using data and business impact.
  • ·Build strong relationships with Operations, Finance, EHS, Quality, Engineering, and executive leadership.
  • ·Develop the next generation of plant and HR leaders.
  • ·Create consistency without unnecessarily centralizing decisions.
  • ·Anticipate workforce risks before they become operational problems.
  • Reports to: COO
  • Direct reports may include
  • ·Plant HR Managers / HR Business Partners
  • ·Talent Acquisition leadership

·HR Operations/HRIS

·Learning & Development

·Compensation & Benefits

Job description provided by Load Trail.
View the original posting