Director of Human Resources

Director of Human Resources
Plano, TX • on-site with regular travel to Firm's offices across Texas and California

You move fast. You read people and situations accurately, and you turn friction into cooperation. You're outgoing, intuitive, and impatient in the best way —you get restless when things sit still, and you'd rather spin multiple plates yourself than hand off the messy work until someone has proven they can keep up. Those who know you call you impatient, and they're right: you deliver information at speed and sometimes overwhelm others in the process. You're also a detail-oriented perfectionist who gets it done right and on time, even under pressure.
That's exactly who we need.
HumCap's client is a growing, multi-state business law firm —more than 150 legal professionals and staff across Texas and California —executing FBFK 2.0, an aggressive plan to scale our people, platform, and capabilities. We need a Director of HR who will own the day-to-day operation of the entire function, not just direct it. You will personally design, implement, and administer HRIS/payroll, compensation, performance management, benefits, and talent programs. You will recruit legal support talent alongside attorneys, keep multi-state —especially California —compliance tight, directly supervise the HR Manager and HR Coordinator, and serve as the credible, responsive face of HR to partners and firm leadership, often without a direct reporting line to the people you're influencing.
This is a high-velocity, high-accountability seat. If you prefer to strategize from a distance, delegate the messy work, or move at a measured pace, this will not be a fit. If you thrive when the environment is demanding, the stakes are real, and the plates are spinning, we should talk.About the RoleThe Director reports to the Chief Operating Officer, with a dotted line to the Fractional CHRO. This role is expected to manage CXO, Partner, and other stakeholder relationships effectively —communicating clearly, building credibility, and representing HR well.
The Director directly supervises the HR Manager and HR Coordinator, managing their day-to-day work and priorities. This role is one of four positions on the Firm's HR team:

1. Fractional CHRO —Reports to the COO
2. Director of Human Resources (this role) —Reports to the COO, with dotted line reporting to the Fractional CHRO
3. HR Manager —Reports to the Director of HR
4. HR Coordinator —Reports to the Director of HR

What You'll DoOwn and Administer Core HR Programs
Take full-lifecycle ownership —design, implementation, and ongoing day-to-day administration —of the Firm's core HR programs:

• HRIS/Payroll systems (all modules)
• Compensation programs —building, aligning, and maintaining
• Performance management programs and systems
• Benefits selection and administration
• Talent acquisition and retention programs

This includes the routine, ongoing maintenance and administrative work required to keep each of these programs running accurately and on schedule, not only the initial design or rollout.
Manage the HR Team
Directly supervise the HR Manager and HR Coordinator. Assign and oversee day-to-day work, set priorities, and develop both team members so the team can absorb a growing workload as the Firm scales.
Recruit and Staff the Firm
Partner with attorneys to understand staffing needs and manage recruitment of legal support professionals. Own the full recruiting process —job postings, sourcing, screening, and offer management —rather than delegating it entirely to the team.
Maintain Compliance
Maintain working knowledge of federal, state, and local employment law, with particular depth in California employment law given the Firm's multi-state footprint. Keep the employee handbook, policies, and HR processes current and compliant, and personally handle the documentation and recordkeeping this requires.
Streamline and Maintain HR Systems
Administer and continuously improve the Firm's HRIS and related HR technology. Build and maintain workforce metrics and reporting —recruiting, retention, turnover, and headcount —that leadership can use directly.
Manage Stakeholders
Serve as the primary point of contact for attorneys, administrative leaders, and staff on people-related matters. Communicate effectively with the CEO, shareholders, and other stakeholders as needed, even though this role does not report to them, and represent HR as a responsive, credible partner across the Firm.
Support Firm Programs
Participate in the planning and execution of the Firm's Summer Associate Program and support other professional development and internship initiatives.
Collaborate Across Departments
Coordinate with Finance, Operations, IT, and Marketing on cross-functional projects and initiatives that touch HR.What We're Looking ForRequired

• Human Resources leadership experience within a law firm is required.
• Hands-on experience with the full lifecycle —design, implementation, and ongoing administration —of:
• HRIS/Payroll systems (all modules)
• Compensation programs (building, aligning, and maintaining)
• Performance management programs and systems (building, aligning, and maintaining)
• Benefits selection, administration, and compliance
• Talent acquisition programs, retention programs, mentorship, and professional development/succession/career path programs
• Multi-state employment compliance experience required
• Employee Handbook, Company Policy, and Compliance programs
• Safety/Security/Wellness programs
• Experience directly managing HR staff, including day-to-day assignment and oversight of their work.
• Project management experience.
• Stakeholder management experience —able to manage relationships with senior leadership without a direct reporting line.
• Experience working in privately held, high-growth organizations.
• Change management experience.
• Working knowledge of California employment law and multi-state employment practices.
• Sound judgment and discretion in handling confidential and sensitive matters.
• Strong communication skills, including with attorneys and firm leadership.
• Willingness to travel regularly between Firm offices.

Preferred

• SHRM-SCP, SPHR, or comparable HR certification.
• Experience working with PE-backed organizations, or directly for a PE firm.
• International business experience is a plus.

Why This RoleOur client is an entrepreneurial, full-service business law firm with more than 150 legal professionals and staff across Texas and California. The Firm is currently executing a plan to scale its people, platform, and capabilities, and this role is central to that work. The Director will have real ownership of HR operations and a direct line to the COO and Fractional CHRO on how the function runs.

Base Salary: $175, 000–$205, 000, depending on experience and qualifications.
Travel (25-50%): Regular travel between TX and CA offices
Annual Performance Bonus: 20% target bonus, based on a combination of individual performance and Firm performance.
Comprehensive benefits package, including medical, dental, vision, 401(k), paid time off, and other Firm-sponsored benefits.