Place of Business:
Texas Tech University

Location:
Lubbock, TX

Position Description:
Directs, plans, coordinates and supervises the operations and activities of a specialized unit or small department; develops and implements policies and procedures, administers the budget, organizes tasks and sets priorities. Serves as liaison with university personnel and community at large. Works under general supervision with broad latitude for initiative and independent judgement.

About the University:
Founded in 1923, Texas Tech University began with a mission to serve the needs of West Texas, but its impact has always reached far beyond. Today, Texas Tech, located in Lubbock (pop. 300,000+), is home to a vibrant community of more than 42,000 students.Texas Tech's 1,800-acre campus showcases Spanish Renaissance architecture and is home to one of the country's largest public art collections. Its 13 colleges include a prestigious School of Law and a distinguished School of Veterinary Medicine. These programs equip students with the skills and knowledge needed to excel in their respective fields. Built on the values of West Texas - hard work, grit and authenticity - the university graduates students who are deeply engaged in service to their communities and well-positioned to succeed in the world. Texas Tech is committed to achieving research and scholarly accomplishments that compare favorably to the member institutions of the Association of American Universities (AAU). For more than 100 years, Texas Tech has been a premier destination for those seeking a world-class education and a unique, personalized experience as a member of the Red Raider family.

About the Department and/or College:
The Compensation and Operations area of Human Resources partners with campus departments to ensure organizational structures, positions, and compensation practices support departmental needs and advance the University's mission.

All qualified applicants will receive consideration for employment without regard to race, color, religion, sex, national origin, age, disability, genetic information or status as a protected veteran. je-cbdf2e0dd806445a84266f6b9c658fca

Major/Essential Functions:
The Director of Compensation provides leadership and expertise for the University's staff classification and compensation programs, serving as the primary resource on job architecture, market-based compensation, and workforce planning. This position oversees the evaluation and classification of staff positions, ensuring consistent application of the University's job architecture framework while maintaining internal equity and external market competitiveness. Through data-driven analysis and collaboration, this role supports informed decision-making, advances the University's compensation philosophy, and helps attract, retain, and develop a high-performing workforce.

Essential Job Functions

In this position, you will:

- Manage the daily operations of the Compensation Office, providing leadership, supervision, coaching, and performance management for two Position Management Analysts while promoting teamwork, accountability, continuous improvement, and exceptional customer service.

- Establish priorities, assign workload, monitor project progress, and ensure timely and accurate completion of position management, classification, and compensation activities.

- Lead the review and evaluation of staff position descriptions to ensure accurate placement within the University's job architecture framework, including the appropriate job family, job subfamily, career stream, and job level.

- Serve as the University's primary resource on job architecture by consulting with campus departments on position classification, organizational design, and the consistent application of classification standards.

- Partner with college and departmental leadership to assess workforce needs and develop staffing and classification solutions that align with operational goals and the University's compensation philosophy.

- Develop and deliver training for employees, managers, and executive leaders on the University's job architecture framework, market-based compensation structure, and position classification process.

- Prepare comprehensive analyses and executive-level recommendations for classification and compensation exception requests, including assessments of organizational impact, market competitiveness, internal equity, and budget considerations to support informed decision-making by senior leadership.

- Conduct compensation analyses for new and existing positions, including market comparisons, internal equity reviews, salary placement recommendations, and cost projections to support hiring, retention, and organizational planning.

Required Qualifications:
Bachelor's degree in related area required plus five years progressively responsible management experience. Additional education may substitute for experience on a year for year basis.

Preferred Qualifications:

- SHRM or HRCI certification

- Previous supervisory experience

Salary: $95,500 - $124,200 - $152,800

Click here to apply. 

Place of Business:
City of Port Arthur, TX

Location:
Port Arthur, TX

Position Description:
Are you a strategic and service-driven human resources leader who can modernize policies, guide organizational change, and support a diverse workforce? If so, apply to be the City of Port Arthur’s next Director of Human Resources! We’re looking for an exceptional, collaborative leader who is:

• Experienced in public sector human resources and civil service systems
• Skilled in labor relations, policy development, and organizational alignment
• A strong communicator and trusted advisor to executive leadership

Port Arthur is a coastal Texas city with a diverse, small-town feel and a strong industrial backbone. Known for its rich Cajun culture, scenic waterways, and deep roots in the petrochemical industry, Port Arthur offers residents an affordable lifestyle with access to nature, culture, and economic opportunity. Located approximately two hours east of Houston along the Gulf Coast, the city provides access to beaches, wildlife refuges, and state parks, along with numerous festivals and cultural attractions.

The salary range for this position is $117,701 – $173,187, depending on experience and qualifications.

Please apply online: https://www.governmentresource.com/recruitment/port-arthur-tx-director-of-human-resources/

For more information, contact:
Marsha Reed, Senior Vice President
MarshaReed@governmentresource.com | 806-789-9641

Duties & Responsibilities:
The Human Resources Department provides comprehensive personnel services including recruitment, classification and compensation, benefits administration, employee relations, training, and risk management. The department also supports civil service functions and labor negotiations. The ideal candidate for the new Director of Human Resources will be a knowledgeable and ethical human resources leader with strong experience in public sector HR and civil service systems. This individual will bring expertise in federal and state employment laws and demonstrate the ability to collaborate effectively with City leadership and department directors.

Required qualifications include:

• Bachelor’s degree in human resources, business, public administration, or a related field

• 8–10 years of progressively responsible HR experience

• Minimum of 5 years in a senior management or leadership role

• Ability to obtain a professional HR certification if not already held

Preferred qualifications include:

• Master’s degree in a related field

• Professional certifications such as SHRM-CP, SHRM-SCP, PHR, SPHR, or IPMA-CP

• Experience in municipal or public sector HR

• Experience with civil service systems and collective bargaining

Salary: $117,701 – $173,187

Click here to apply. 

Business:
Target Hospitality

Location:
Vernon, TX

Position Description:
job Title: On Site Human Resource Business Partner
Reports To: Human Resource Manager
Level: Salaried

Schedule: 5 weeks on 2 weeks off rotation, or per as manager discretion and business need.

Scope: Serves as the dedicated on-site Human Resources partner for an assigned lodge community, living and working alongside the team on rotation. This role owns employee relations, investigations, and supervisor coaching at the site level; partners with Talent Acquisition and Operations on staffing, onboarding, and retention; and ensures policy and employment law are applied consistently across every department. Where corporate HR sets the framework, this role makes it real for the people actually working the rotation.

Who We Are

Target Hospitality is a leading provider of specialty rental and hospitality services, delivering turnkey workforce housing, culinary, and facility management solutions to remote and challenging environments across North America. We take pride in building not just accommodations, but communities — and that same commitment to people extends to our own team.

We believe that a great guest experience starts with a great employee experience, and we invest in the people who make that happen every day.

Primary Responsibilities:

On-Site HR Partnership

• Accountable and responsible for maintaining a safety culture, following all SOPs, JSAs, and policies and procedures as set out by Target Hospitality.
• Serve as the on-site HR partner to the Lodge Manager and department leadership, providing day-to-day guidance on people matters.
• Be visible and accessible across the lodge — in the kitchen, housekeeping areas, front desk, and maintenance shop — rather than working solely from an office.
• Build trust with a workforce living on site for weeks at a time, and act as a credible point of contact for employees raising concerns.

Employee Relations

• Conduct workplace investigations into complaints, policy violations, and conduct issues, and document findings and outcomes thoroughly.
• Advise supervisors on corrective action, performance management, and disciplinary decisions, ensuring consistency and defensible documentation.
• Mediate conflicts between employees and between departments, recognizing the added pressure of a live-on-site rotational environment.
• Escalate significant employee relations matters, legal exposure, and emerging patterns to the Director of Human Resources.

Staffing, Onboarding, and Retention

• Partner with Talent Acquisition on site staffing plans, requisition priorities, arrival coordination, and rotation coverage.
• Support new hire onboarding and orientation on site, and ensure new employees receive follow-up during their first rotations.
• Conduct stay interviews, exit interviews, and new hire check-ins, and use what surfaces to reduce preventable turnover.
• Track and analyze site turnover trends, and partner with Operations leadership on retention actions.

Compliance and Administration

• Interpret and apply company policy and federal, state, and local employment law, including wage and hour, FMLA, ADA, and EEO requirements.
• Administer and track leaves of absence, accommodation requests, and return-to-work coordination.
• Partner with Safety and Risk on incident follow-up and workers’ compensation cases, supporting injured employees through the process.
• Maintain accurate employee records and site data in the HRIS, and audit for completeness and accuracy.
• Support compliance requirements for the international and visa-based workforce in coordination with the corporate HR team.

Training and Culture

• Deliver training to supervisors and employees on policy, harassment prevention, and people management fundamentals.
• Support engagement, recognition, and culture initiatives that make a long rotation feel worth returning to.
• Coach frontline supervisors — many of whom are first-time leaders promoted from within — on managing their teams.
• Additional duties may be assigned by a manager.

PHYSICAL DEMANDS

• Extended periods of sitting and computer use when performing casework, documentation, and reporting.
• Short- and long-distance walking required when moving between departments and buildings across the lodge.
• Use of stairs and step stools.
• Occasionally lift an average weight of 25 lbs with a maximum of 50 lbs. Where weights may exceed 50 lbs, the assistance of another person or a lifting aid is mandatory.
• Ability to access all areas of the lodge, including kitchens, laundry areas, dormitories, and maintenance spaces.

WORKING CONDITIONS AND ENVIRONMENT

• Ability to hear and understand verbal instruction as well as other sounds such as safety alarms and signals.
• Must be able to see without impairment and able to read small text such as product warning labels.
• Exposure to extreme hot and cold environments when moving between buildings and during outdoor walkthroughs.
• Ability to work within a rotational schedule of 6 weeks on and 2 weeks off, or as per business needs.
• Lodge locations are often remote, with limited amenities and services nearby.
• Ability to work safely and navigate within small, close quarters and congested areas.
• May be exposed periodically to elevated noise and surroundings.
• Must be available to respond to urgent employee matters outside of standard working hours.
• Requires discretion and the ability to maintain confidentiality in a small, close-knit residential community where privacy is limited.

Qualifications:

• Bachelor's degree in Human Resources, Business Administration, or a related field, or equivalent experience.

• 3+ years of progressive HR generalist or HR business partner experience supporting an hourly, frontline workforce.

• Demonstrated experience conducting workplace investigations and documenting outcomes.

• Working knowledge of federal and multi-state employment law, including wage and hour, FMLA, ADA, and EEO requirements.

• Experience advising supervisors on performance management and corrective action.

• Proficiency with HRIS systems and Microsoft Office, including Excel and Outlook.

• Sound judgment, discretion, and the ability to maintain confidentiality.

• Ability to build credibility quickly with both frontline employees and site leadership.

• Ability and willingness to live on site and work long rotations away from home.

• Must be able to pass a background check and urinalysis.

PREFERRED QUALIFICATIONS

• PHR, SPHR, SHRM-CP, or SHRM-SCP certification.

• Bilingual in English and Spanish.

• Experience supporting remote-site, camp, hospitality, construction, energy, or industrial workforces.

• Experience coaching first-time supervisors promoted from frontline roles.

Click here to apply. 

Place of Business:
Target Hospitality

Location:
Midland, TX

Position Description:
Serves as the dedicated Human Resources partner for assigned corporate departments, based out of the Target Hospitality corporate office. This role owns employee relations, investigations, and manager coaching for the corporate population; partners with Talent Acquisition and department leadership on staffing, onboarding, and retention; and ensures policy and employment law are applied consistently across every function.

Primary Responsibilities:

• Corporate HR Partnership
• Accountable and responsible for maintaining a safety culture, following all SOPs, JSAs, and policies and procedures as set out by Target Hospitality.
• Serve as the HR partner to assigned corporate department leaders, providing day-to-day guidance on people matters.
• Be visible and accessible across the corporate office rather than working solely from behind a desk, and build relationships across functions.
• Act as a credible and approachable point of contact for corporate employees raising concerns.
• Partner with the on-site HR Business Partners to ensure policies, programs, and employee relations practices are applied consistently across corporate and field populations.

Employee Relations

• Conduct workplace investigations into complaints, policy violations, and conduct issues, and document findings and outcomes thoroughly.
• Advise managers on corrective action, performance management, and disciplinary decisions, ensuring consistency and defensible documentation.
• Mediate conflicts between employees and between departments, and coach leaders through difficult conversations.
• Escalate significant employee relations matters, legal exposure, and emerging patterns to the Director of Human Resources.

Staffing, Onboarding, and Retention

• Partner with Talent Acquisition on corporate workforce planning, requisition priorities, offers, and candidate experience.
• Support new hire onboarding and orientation for corporate employees, and ensure new hires receive structured follow-up through their first 90 days.
• Conduct stay interviews, exit interviews, and new hire check-ins, and use what surfaces to reduce preventable turnover.
• Track and analyze corporate turnover and headcount trends, and partner with department leadership on retention actions.
• Prepare and analyze recurring HR reporting for the HR Manager, including headcount, turnover, and open requisition status.

Compliance and Administration

• Interpret and apply company policy and federal, state, and local employment law, including wage and hour, FMLA, ADA, and EEO requirements.
• Administer and track leaves of absence, accommodation requests, and return-to-work coordination.
• Partner with Safety and Risk on incident follow-up and workers’ compensation cases, supporting injured employees through the process.
• Maintain accurate employee records and data in the HRIS, and audit for completeness and accuracy.
• Support pay administration by reviewing pay change requests against compensation guidelines and flagging inconsistencies for review.
• Support compliance requirements for the international and visa-based workforce in coordination with the broader HR team.

Training and Culture

• Deliver training to managers and employees on policy, harassment prevention, and people management fundamentals.
• Support engagement, recognition, and culture initiatives for the corporate population, including survey administration and action planning.
• Coach managers — including first-time leaders — on managing their teams.
• Additional duties may be assigned by a manager.

Qualifications:

• Bachelor's degree in Human Resources, Business Administration, or a related field, or equivalent experience.
• 3+ years of progressive HR generalist or HR business partner experience supporting assigned client groups.
• Demonstrated experience conducting workplace investigations and documenting outcomes.
• Working knowledge of federal and multi-state employment law, including wage and hour, FMLA, ADA, and EEO requirements.
• Experience advising managers on performance management and corrective action.
• Proficiency with HRIS systems and Microsoft Office, including Excel and Outlook.
• Sound judgment, discretion, and the ability to maintain confidentiality.
• Ability to build credibility quickly with employees at every level, from frontline to senior leadership.
• Strong organizational skills and attention to detail, with the ability to manage competing priorities across multiple departments.
• Must be able to pass a background check and urinalysis.

Preferred Qualifications:

• PHR, SPHR, SHRM-CP, or SHRM-SCP certification.
• Bilingual in English and Spanish.
• Experience supporting both corporate and frontline or field-based populations in hospitality, construction, energy, or industrial environments.
• Experience with visa-based or international workforce programs such as H-2B.
• Experience with Oracle HCM, UKG, or a comparable enterprise HR platform.

Click here to apply. 

Place of Business:
Target Hospitality

Location:
Pecos, TX

Position Description:
Job Title: On Site Human Resource Business Partner
Reports To: Human Resource Manager
Level: Salaried

Schedule: 5 weeks on 2 weeks off rotation, or per as manager discretion and business need.

Scope: Serves as the dedicated on-site Human Resources partner for an assigned lodge community, living and working alongside the team on rotation. This role owns employee relations, investigations, and supervisor coaching at the site level; partners with Talent Acquisition and Operations on staffing, onboarding, and retention; and ensures policy and employment law are applied consistently across every department. Where corporate HR sets the framework, this role makes it real for the people actually working the rotation.

Who We Are

Target Hospitality is a leading provider of specialty rental and hospitality services, delivering turnkey workforce housing, culinary, and facility management solutions to remote and challenging environments across North America. We take pride in building not just accommodations, but communities — and that same commitment to people extends to our own team.

We believe that a great guest experience starts with a great employee experience, and we invest in the people who make that happen every day.

Primary Responsibilities:

On-Site HR Partnership

• Accountable and responsible for maintaining a safety culture, following all SOPs, JSAs, and policies and procedures as set out by Target Hospitality.
• Serve as the on-site HR partner to the Lodge Manager and department leadership, providing day-to-day guidance on people matters.
• Be visible and accessible across the lodge — in the kitchen, housekeeping areas, front desk, and maintenance shop — rather than working solely from an office.
• Build trust with a workforce living on site for weeks at a time, and act as a credible point of contact for employees raising concerns.

Employee Relations

• Conduct workplace investigations into complaints, policy violations, and conduct issues, and document findings and outcomes thoroughly.
• Advise supervisors on corrective action, performance management, and disciplinary decisions, ensuring consistency and defensible documentation.
• Mediate conflicts between employees and between departments, recognizing the added pressure of a live-on-site rotational environment.
• Escalate significant employee relations matters, legal exposure, and emerging patterns to the Director of Human Resources.

Staffing, Onboarding, and Retention

• Partner with Talent Acquisition on site staffing plans, requisition priorities, arrival coordination, and rotation coverage.
• Support new hire onboarding and orientation on site, and ensure new employees receive follow-up during their first rotations.
• Conduct stay interviews, exit interviews, and new hire check-ins, and use what surfaces to reduce preventable turnover.
• Track and analyze site turnover trends, and partner with Operations leadership on retention actions.

Compliance and Administration

• Interpret and apply company policy and federal, state, and local employment law, including wage and hour, FMLA, ADA, and EEO requirements.
• Administer and track leaves of absence, accommodation requests, and return-to-work coordination.
• Partner with Safety and Risk on incident follow-up and workers’ compensation cases, supporting injured employees through the process.
• Maintain accurate employee records and site data in the HRIS, and audit for completeness and accuracy.
• Support compliance requirements for the international and visa-based workforce in coordination with the corporate HR team.

Training and Culture

• Deliver training to supervisors and employees on policy, harassment prevention, and people management fundamentals.
• Support engagement, recognition, and culture initiatives that make a long rotation feel worth returning to.
• Coach frontline supervisors — many of whom are first-time leaders promoted from within — on managing their teams.
• Additional duties may be assigned by a manager.

Minimum Qualifications:

• Bachelor's degree in Human Resources, Business Administration, or a related field, or equivalent experience.

• 3+ years of progressive HR generalist or HR business partner experience supporting an hourly, frontline workforce.

• Demonstrated experience conducting workplace investigations and documenting outcomes.

• Working knowledge of federal and multi-state employment law, including wage and hour, FMLA, ADA, and EEO

Click here to apply. 

Place of Business:
Target Hospitality

Location:
Winnemucca, Nevada

Position Description:
Job Title: On Site Human Resource Business Partner
Reports To: Human Resource Manager
Level: Salaried

Schedule: 5 weeks on 2 weeks off rotation, or per as manager discretion and business need.

Scope: Serves as the dedicated on-site Human Resources partner for an assigned lodge community, living and working alongside the team on rotation. This role owns employee relations, investigations, and supervisor coaching at the site level; partners with Talent Acquisition and Operations on staffing, onboarding, and retention; and ensures policy and employment law are applied consistently across every department. Where corporate HR sets the framework, this role makes it real for the people actually working the rotation.

Who We Are

Target Hospitality is a leading provider of specialty rental and hospitality services, delivering turnkey workforce housing, culinary, and facility management solutions to remote and challenging environments across North America. We take pride in building not just accommodations, but communities — and that same commitment to people extends to our own team.

We believe that a great guest experience starts with a great employee experience, and we invest in the people who make that happen every day.

Primary Responsibilities:

On-Site HR Partnership

• Accountable and responsible for maintaining a safety culture, following all SOPs, JSAs, and policies and procedures as set out by Target Hospitality.
• Serve as the on-site HR partner to the Lodge Manager and department leadership, providing day-to-day guidance on people matters.
• Be visible and accessible across the lodge — in the kitchen, housekeeping areas, front desk, and maintenance shop — rather than working solely from an office.
• Build trust with a workforce living on site for weeks at a time, and act as a credible point of contact for employees raising concerns.

Employee Relations

• Conduct workplace investigations into complaints, policy violations, and conduct issues, and document findings and outcomes thoroughly.
• Advise supervisors on corrective action, performance management, and disciplinary decisions, ensuring consistency and defensible documentation.
• Mediate conflicts between employees and between departments, recognizing the added pressure of a live-on-site rotational environment.
• Escalate significant employee relations matters, legal exposure, and emerging patterns to the Director of Human Resources.

Staffing, Onboarding, and Retention

• Partner with Talent Acquisition on site staffing plans, requisition priorities, arrival coordination, and rotation coverage.
• Support new hire onboarding and orientation on site, and ensure new employees receive follow-up during their first rotations.
• Conduct stay interviews, exit interviews, and new hire check-ins, and use what surfaces to reduce preventable turnover.
• Track and analyze site turnover trends, and partner with Operations leadership on retention actions.

Compliance and Administration

• Interpret and apply company policy and federal, state, and local employment law, including wage and hour, FMLA, ADA, and EEO requirements.
• Administer and track leaves of absence, accommodation requests, and return-to-work coordination.
• Partner with Safety and Risk on incident follow-up and workers’ compensation cases, supporting injured employees through the process.
• Maintain accurate employee records and site data in the HRIS, and audit for completeness and accuracy.
• Support compliance requirements for the international and visa-based workforce in coordination with the corporate HR team.

Training and Culture

• Deliver training to supervisors and employees on policy, harassment prevention, and people management fundamentals.
• Support engagement, recognition, and culture initiatives that make a long rotation feel worth returning to.
• Coach frontline supervisors — many of whom are first-time leaders promoted from within — on managing their teams.
• Additional duties may be assigned by a manager.

Qualifications:

• Bachelor's degree in Human Resources, Business Administration, or a related field, or equivalent experience.

• 3+ years of progressive HR generalist or HR business partner experience supporting an hourly, frontline workforce.

• Demonstrated experience conducting workplace investigations and documenting outcomes.

• Working knowledge of federal and multi-state employment law, including wage and hour, FMLA, ADA, and EEO

Click here to apply. 

Place of Business:
Target Hospitality

Location:
The Woodlands, TX

Position Description:

Scope: Responsible for managing high-volume, full-cycle recruiting for hourly and salaried lodge positions across multiple sites, partnering with hiring managers to source, screen, and onboard qualified candidates quickly in support of operational staffing needs.

Who We Are:

Target Hospitality is a leading provider of specialty rental and hospitality services, delivering turnkey workforce housing, culinary, and facility management solutions to remote and challenging environments across North America. We take pride in building not just accommodations, but communities — and that same commitment to people extends to our own team.

We believe that a great guest experience starts with a great employee experience, and we invest in the people who make that happen every day.

Responsibilities:

· Work with lodge managers to set qualifications for each position

· Post ads on job boards and social media outlets

· Attend job fairs to meet talent in person

· Guide candidates through the application process and track their progress in our database

· Assist with the onboarding process

· Discussing and establishing qualification requirements and terms and conditions of employment with managers.

· Formulating detailed job descriptions and posting them.

· Conducting phone calls or meetings to create a shortlist of qualified candidates.

· Interviewing candidates on the shortlist and maintaining a database on employees for future vacancies.

· Mediating between candidates and hiring managers.

· Using web-based technology and social media to analyze hiring trends, post job vacancies, and following up with candidates during the hiring process.

· Producing reports on hiring plans and strategies.

· Measuring the results of candidate interviews and job placements using hiring metrics software.

· Revising HR policies and ensuring that fair employment practices are implemented.

· Analyzing recruitment software and the performance of recruitment agencies and recommending improvements or changes.

· Developing and implementing internal referral systems

· Analyzes the recruitment process performance, prepares the recruitment dashboards, presents dashboards, recommends changes to the recruitment process and implements changes

· Keeps the documentation of the recruitment process up to date

Qualifications:

· Required 3-5 years of work-related experience will be accepted in place of a degree.

· Preferred Bachelor’s degree in HR, business, psychology, or another related field.

· The ability to work within a team and to coordinate team activities.

· Excellent analytical skills to examine resumes and find the best-suited candidates.

· Clear verbal skills to communicate well with candidates and managers.

· Proficient writing skills to produce reports on hiring analyses.

· Leadership abilities to delegate tasks and train new employees.

· Strong negotiation skills when discussing terms and conditions of employment.

· In-depth knowledge of hiring strategies, labor laws, and employment equity.

· The ability to evaluate recruiting software packages and to recommend those which are best suited to the company.

· Ability to communicate effectively; written and orally in English

Click here to apply.