Human Resource Director

Description About Rasa Floors Since 1994, Rasa Floors has set the standard for make ready replacement flooring in the multifamily housing industry. We started with a single location and have grown into a national partner with more than 24 service centers across 20 states. Our reputation was built on speed, real availability, and genuine relationships, along with a culture that runs from the boardroom and the warehouses to our front-line representatives and managers. The Opportunity We are looking for our next Human Resources Director. This is a strategic leadership role, not a maintenance one. You will set the people strategy for a company that is growing fast across many states, lead and grow a team of two HR professionals, and be a trusted coach to supervisors and managers throughout the organization. Rasa has expanded quickly. In about a year, we went from operating in a small number of states to more than a dozen. That kind of growth makes deep multistate expertise essential. You will need to understand the real nuances of compliance, payroll, and HRIS setup in each new state, and build the infrastructure that keeps that expansion clean, compliant, and ready to scale. The person we are looking for will earn a seat at the leadership table and speak up for the workforce in the rooms where decisions get made. You will use data to tell the story of our people, clear away the barriers that slow HR down, and build the systems, programs, and credibility that let HR act as a real partner to the business. What You Will Do Lead the people strategy • Turn company goals into a clear, measurable people strategy that covers talent, culture, retention, and how the organization is structured. • Bring a workforce point of view to growth, expansion, and operating decisions, and make sure HR has a voice in them. • Build the business case for the HR investments we need and present your recommendations to leadership with clarity and conviction. Lead with data • Decide based on evidence. Track the people numbers that matter, including turnover, hiring speed, cost to hire, engagement, span of control, and flight risk, then turn them into action. • Build simple, honest reporting that gives leaders a clear picture of how the workforce is doing and where it is heading. • Use data to spot problems before they become crises, and to show whether HR programs are actually working. Clear the barriers in HR • Find and remove the bottlenecks, manual workarounds, and outdated steps that slow down hiring, onboarding, and everyday HR service. • Simplify and modernize the systems, policies, and workflows so the team can spend less time on paperwork and more time on real impact. • Make HR a function that employees and managers actually want to come to. Fast, responsive, and easy to work with. Lead and grow the HR team • Be the leader and true teammate your two direct reports are looking for. Someone who develops them, removes their obstacles, and genuinely invests in their growth. • Set clear expectations, give honest and timely feedback, and create real paths for the team to grow. • Roll up your sleeves and work alongside the team when the work calls for it. Lead by example, not just direction. Coach supervisors and managers • Be a trusted advisor to supervisors across the company on performance, employee relations, and people decisions. • Give front line and field leaders the tools, training, and judgment they need to lead their teams well. • Partner on the hard conversations and tough calls, protecting both the employee and the business. Build and run the multistate HR foundation • Own HR compliance in every state we operate in, including wage and hour rules, leave laws, paid sick time, final pay, required notices, and state by state posting and registration requirements. • Make sure payroll is set up correctly in each new state, covering tax registration, withholding, and unemployment, in close partnership with Finance and Payroll. • Configure and govern the HRIS so it supports a clean, scalable setup across states, with accurate data and workflows that hold up as we keep expanding. • Create a repeatable playbook for standing up HR, payroll, and compliance in each new state so future expansion is fast and clean. Own the HR fundamentals • Oversee the full employee experience, from recruiting and onboarding through compensation, benefits, performance, and offboarding. • Keep us compliant with federal and state employment law, and keep policy current in every state as the company grows. • Strengthen the culture, engagement, and retention programs that reflect Rasa's values and keep great people on the team. What You Will Bring • Seven or more years of HR experience that has grown in scope, including a few years leading and developing an HR team. • A track record of working as a strategic partner to senior leaders, shaping decisions rather than just carrying them out. • Real comfort with HR data and analytics. You can build the metrics and reporting, and you can tell a clear story with the numbers. • Strong, hands on knowledge of multistate employment law, payroll setup, and HRIS configuration, including the nuances of standing up HR operations as a company moves into new states. Experience supporting fast multistate growth is a real plus. • A history of simplifying and improving HR processes, systems, and service. • Genuine coaching and people development skills. You care about helping others grow. • Experience supporting a distributed, multisite, or field based workforce is a strong plus. • A bachelor's degree or equivalent experience. A senior HR certification such as SHRM SCP or SPHR is preferred. • Alignment with Rasa's values and a desire to lead with integrity in a culture that grows people of passion. What Success Looks Like in the First Year • HR has a clear people strategy backed by real numbers, and a regular seat in leadership conversations. • Both members of the HR team feel they have stronger direction, better development, and greater impact. • The key HR processes are noticeably faster and simpler, with the old barriers gone. • Supervisors across the company turn to HR as a trusted coach and resource. • Leadership has a clear, honest view of workforce health and what to do about it. • HR, payroll, and the HRIS are set up cleanly and compliantly in every state, with a repeatable playbook ready for the next expansion. Compensation and Benefits Rasa Floors offers a competitive total compensation package, including a performance incentive and a full benefits plan. Benefits include medical, dental, and vision coverage, paid time off, retirement savings, and the chance to shape and lead the HR function of a growing national company. We are happy to discuss compensation directly during the interview process. Work Model This is a hybrid role based at our Carrollton, TX office, with a mix of in office and remote work and occasional travel to our service centers as the business needs. Equal Opportunity Rasa Floors is an Equal Opportunity Employer. We celebrate diversity and are committed to creating an inclusive environment for all employees. Employment decisions are made without regard to race, color, religion, sex, national origin, age, disability, genetic information, or any other protected status.