INFLUENCING WHERE THE BAR IS SET.
GREAT MANAGERS AREN'T BORN.
They're shaped by the HR partner in the room.
DuraServ is looking for an HR Manager who translates policy into practice, advises managers with confidence and judgment, drives adoption of new programs, and operates as a trusted partner in a fast-moving, acquisition-driven organization.
Please note: This is NOT a remote or hybrid role. This position is based on-site at DuraServ Corporate in Coppell, TX with up to 20% planned business travel.
Human Resources Manager | Corporate HR | Partner. Advise. Drive Adoption.
DuraServ Corporate | Coppell, TX | On-Site | Up to 20% Travel | Reports to Director of Human Resources
This Is an HR Partner Role — Not a Policy Administrator Role.DuraServ is a PE-backed national industrial services company growing through acquisition — which means the HR function is operating in a constant state of change. New businesses coming in. New managers being onboarded. New programs being rolled out. Existing teams navigating reorganizations, rapid growth, and shifting priorities. The HR Manager in this role is the person on the ground who makes all of that land correctly.
Reporting to the Director of Human Resources, you execute HR programs designed by specialist teams — Talent Management, Total Rewards, Talent Acquisition, and HR Operations — and translate them into practical guidance for line managers and their teams. You advise on employee relations with judgment and professionalism. You drive adoption of new technologies and processes. You use HCM data and dashboards to identify trends and risks before they escalate. And you partner on acquisition integrations as a core function of the role, not an occasional project.
If you've earned the trust of line managers by being the HR partner who brings solutions instead of roadblocks — this is where that credibility belongs.
What You'll OwnThe Partnership
- Build trusted partnerships with line managers and teams by understanding operational needs, translating HR programs into practical actions, and delivering responsive, consistent support within the centralized HR service model
- Advise managers on workforce and employee-relations matters using active listening, structured problem-solving, and sound professional judgment — you document issues and escalate higher-risk matters appropriately, not reflexively
- Guide managers through talent processes — onboarding, performance management, talent reviews, succession planning, development, engagement, and retention — using approved tools and decision criteria that drive consistent outcomes
The Execution
- Execute HR processes, programs, tools, and policies developed by specialist teams — following established standards while providing practical feedback to improve effectiveness and the manager experience
- Use HCM and HRIS platforms, digital workflows, case management tools, dashboards, and workforce reports to manage transactions, maintain accurate records, monitor service delivery, and develop data-informed recommendations
- Apply employment requirements, company standards, service levels, and process controls to daily work — identifying recurring issues and supporting root-cause analysis and continuous improvement
The Change & Integration
- Drive manager and team adoption of new or updated HR programs, processes, and technologies through clear communication, coaching, change reinforcement, and follow-up — you close the gap between what's been launched and what's actually being used
- Support assigned HR activities for acquisitions, integrations, reorganizations, and rapid growth initiatives by assisting acquired employees integrate into the DuraServ culture and ways of working
- Engage in corporate social responsibility initiatives and recognition programs that reinforce company values and strengthen the team member experience across a distributed workforce
You don't deliver HR programs. You make them work in the real world — with real managers, real timelines, and real organizational pressure.
- A trusted business partner — line managers come to you because you solve problems, give straight answers, and make the HR process easier rather than harder
- Strong on employee relations — you advise with judgment, document with discipline, and know the difference between a coaching conversation and a compliance issue
- Digitally fluent — you navigate HCM platforms, digital workflows, dashboards, and Microsoft 365 with comfort and use data to identify trends before they become risks
- Change-capable — you've driven adoption of new HR programs and technologies in organizations that didn't always make change easy; you know how to communicate, reinforce, and follow up until it sticks
- Acquisition-experienced — you understand what M&A integration looks like from an HR perspective and you've been the person who helped acquired employees land softly in a new culture
- Professionally credentialed and current — SHRM or HRCI certification preferred; you've invested in the discipline and you keep up with the landscape
Required
- 7+ years of progressive HR or related business experience, including demonstrated experience supporting line managers and executing HR programs within a centralized or shared-services model
- Demonstrated experience with HCM or HRIS platforms, digital workflows, case or service management tools, workforce reporting, Microsoft 365, and employee-relations support
- Experience supporting acquisitions, integrations, rapid organizational growth, or other significant business changes — this is a must at DuraServ given our M&A activity
Preferred
- Bachelor's degree in human resources, business administration, or a related field; equivalent combination of education and experience considered
- Professional certification from SHRM, HRCI, or a comparable credentialing organization
- Background in industrial services, field service, or multi-location organizations where HR delivery is distributed across a geographically dispersed workforce
- Competitive compensation commensurate with experience
- Full benefits package: medical, dental, vision, and 401K with company match
- Company-provided life insurance, short-term disability
- A broad HR scope — employee relations, talent management, program adoption, M&A integration, and workforce analytics all in one role
- Direct reporting line to the Director of Human Resources with visibility across the full HR function
- 20% travel that connects you to the regions and teams you support without consuming your schedule
- A growing, PE-backed organization where HR is treated as a strategic function — not a support function
If you've been an HR partner who earned a seat at the table by being useful — by translating policy into action, by giving managers advice that held up under pressure, by driving adoption when the organization was moving faster than it was comfortable with — you understand what this role asks.
DuraServ is a company in motion — acquiring, growing, integrating, and building. The HR Manager in this role doesn't wait for the dust to settle. They help set the bar for how the organization manages its people during the change, and they hold it there.
Influencing where the bar is set. That's what this role does — in every manager conversation, every program rollout, and every integration.
APPLY NOW — Senior HR Partners Wanted.
Hit Apply. Tell us what manager you've made better, what acquisition you've helped land, and what program you've made stick.
Please note: This is NOT a remote or hybrid role. This position is based on-site at DuraServ Corporate in Coppell, TX with up to 20% planned business travel.
About DuraServ
DuraServ is a national leader in commercial dock and door solutions, operating across the U.S. since 2001. Backed by Leonard Green and Partners, we are growing through acquisition and investing in the HR infrastructure that scales with us — and the HR Manager is a central part of that build.
DuraServ is an Equal Opportunity Employer.
NOTICE TO EXTERNAL RECRUITING AGENCIES & SEARCH FIRMS
DuraServ LLC and its affiliate businesses do not accept unsolicited resumes or candidate profiles from external recruiting/staffing agencies or search firms.
Any resume or candidate information submitted to any DuraServ employee — without a fully executed, written search agreement in place with DuraServ's Talent Management team — will be deemed the property of DuraServ LLC. No placement fee will be owed or paid, now or in the future, regardless of whether the candidate is subsequently hired.
Agencies seeking to be considered as an authorized vendor must have a current, countersigned agreement with DuraServ LLC prior to submitting any candidates. Agencies should not contact hiring managers, regional leadership, or any other DuraServ LLC employee directly.
DuraServ — Building Careers That Move Commerce Forward
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