Human Resources Assistant Jobs in Dallas, TX

Job Overview
We are seeking a dynamic and proactive Human Resources Generalist to join our team and drive our HR initiatives forward. In this vital role, you will serve as a key partner in managing human capital processes, fostering a positive workplace culture, and ensuring compliance with employment laws. Your energetic approach will help us attract top talent, develop our workforce, and streamline HR operations to support our organizational goals. This position offers an exciting opportunity to make a meaningful impact through strategic HR management and employee engagement.

The HR Generalist runs the people function and supports general office administration at Nucentra's Dallas operation and builds the HR support base the company needs as it grows.

Nucentra is a start-up integrating heavy industrial equipment. The workforce is a mix of direct employees and contract labor, drawn from a wide range of backgrounds. The HR Generalist has to run a tight ship on cost and compliance while still building a culture where people are held to a clear standard, treated fairly, and looked after.

This is a hands-on role, not a large-company HR management position. The Generalist recruits, onboards, administers, supports managers, handles employee matters and keeps the office running, and does most of it personally.

Primary accountability

Build and run a people function that keeps Nucentra compliant, staffed and disciplined, and a culture on the floor where people know the standard and know that the company cares about them.

Key skills and experience required

Industrial workforce HR

HR experience in manufacturing, heavy equipment, construction or a similar industrial setting: shift-based hourly workforces, skilled trades, safety-driven discipline, and the practical realities of a shop floor.

Contract labor and staffing agencies

Has managed a workforce that is partly contract: selecting and managing staffing agencies, negotiating rates and terms, handling co-employment risk, converting contractors to employees, and keeping agency headcount, cost and performance visible.

Start-up and cost discipline

Comfortable building HR from a limited base with limited benefits. Knows how to attract and keep people with a fair deal, clear expectations and a good place to work rather than a rich package, and how to stretch a small budget.

Culture, discipline and care

Able to hold a diverse workforce to a consistent standard on attendance, conduct and safety while being the person employees trust to be fair. Firm on the rules, warm with the people.

Office administration

As needed, runs a small office: facilities, vendors, supplies, visitors, travel, records and the Office Administrator who handles the day-to-day.

Key responsibilitiesRecruiting and workforce supply

• Coordinate recruiting for approved positions: post openings, screen candidates, coordinate interviews, prepare approved offers and pre-employment requirements.
• Manage staffing agencies and contract labor providers: agreements, rates, worker onboarding, performance issues, timekeeping and invoice review with Finance.
• Maintain a clear view of direct and contract headcount, cost and open positions, and advise management on when to convert contract roles to direct hires.
• Hiring decisions remain with the responsible manager and management.

Onboarding and training coordination

• Coordinate onboarding for employees and contract workers: employment documentation, payroll and benefits enrollment, IT accounts and equipment, HSE and job-specific training.
• Maintain onboarding checklists and make sure no one starts on the floor without the required safety induction.

Employee relations, culture and discipline

• Be the accessible first point of contact for employee questions and concerns.
• Support managers and supervisors with performance, attendance and conduct matters, and keep discipline consistent across shifts and between direct and contract workers.
• Build and maintain the basic culture practices: clear expectations, recognition, communication, and a fair process when things go wrong.
• Work with HSE so safety discipline and HR discipline reinforce each other.
• Escalate significant employee-relations matters to management and outside employment counsel when appropriate.
• Support performance-review processes.

Employee administration, payroll and benefits

• Maintain accurate employee records, organization charts, PTO and training and certification tracking.
• Coordinate payroll inputs with the payroll provider and review exceptions. Finance retains payroll financial review and payment controls.
• Administer benefit enrollment and changes, coordinate with brokers and providers, and answer routine questions.
• Look for low-cost ways to improve the employee deal within budget.

Compliance

• Maintain required employment records, postings, I-9s and policy acknowledgements.
• Support compliance with applicable federal and Texas employment requirements, including for contract labor arrangements.
• Coordinate workers' compensation administration with HSE and Finance.
• Work with outside HR or employment counsel where specialized expertise is required.

Offboarding

• Coordinate separations for employees and contract workers using an offboarding checklist.
• Coordinate immediately with IT for access removal and with the agency where a contract worker is released.
• Coordinate return of company property and final-pay and benefits processes with Finance and payroll.

Office administration

• As needed oversee the Office Administrator and the day-to-day running of the office: facilities, supplies, vendors, visitors, mail, travel and records.
• Manage office service contracts and vendors within budget.
• Keep the office and front-of-house presentable and organized for customers, auditors and visitors.

HR process development and metrics

• Develop practical HR policies and a handbook appropriate for Nucentra's size and workforce mix.
• Establish consistent recruiting, onboarding, performance, discipline and offboarding processes.
• Maintain basic HR metrics: direct and contract headcount, turnover, absenteeism, open positions, time to fill, agency cost.

Decision authority

• Administers established HR policies and processes and directs the work of the Office Administrator and the HR Specialist.
• May engage staffing agencies and office vendors within approved budgets and the approved DOA.
• Does not independently approve new headcount, compensation changes, hiring, termination or material changes to employee policy but champions for the right company policy and treatment of each other. Those decisions require management approval.
• Has direct access to the leadership for significant employee-relations, compliance or ethical concerns.

Qualifications and experience

• Bachelor's degree in Human Resources, Business or a related discipline preferred.
• Approximately 5–8 years of generalist HR experience, with at least 3 years in a manufacturing, heavy equipment, construction or similar industrial environment.
• Direct experience managing contract labor and staffing agency relationships.
• Experience in a start-up, small or fast-growing company where HR had to be built rather than inherited.
• Experience directing remote or shared-services HR support.
• Working knowledge of federal and Texas employment requirements, including those affecting contract and agency workers.
• Recruiting, onboarding, payroll coordination and benefits-administration experience.
• Strong judgment, confidentiality and the presence to be respected on the shop floor.
• SHRM-CP or PHR helpful but not required.

Pay: $45,000.00 - $55,000.00 per year

Benefits:

• Paid time off

Work Location: In person