Place of Business:
FirstCash, Inc.

Position Description:

Join the Team at FirstCash Holdings, Inc. as a Human Resources Assistant!

The Human Resources Assistant supports the day-to-day HR operations assisting all aspects of the division, including employee relations, onboarding, and HR administration and assisting the Vice President of Human Resources. This is a full-time, on-site position.

Duties & Responsibilities:
• Support the Human Resource department through various project initiatives
• Assist with employee onboarding and offboarding processes, including documentation and system updates
• Support recruitment initiatives by assisting in processing pre-employment paperwork
• Maintain accurate and confidential employee personnel files in compliance with company policies and legal requirements
• Assist with the workers’ compensation and unemployment claims process
• Assist in the coordination of Workers Comp program
• Perform general HR administrative duties as assigned

Minimum Qualifications:

• Minimum 1 year of experience in Human Resources

• Solid organizational ability, attention to detail, and handle confidential information

• Some knowledge of employment law, HIPAA

• Able to multi-task and manage multiple priorities in a fast-paced environment

• Must be a self-starter who can work productively both independently and as part of a team

• Able to exercise effective judgment; relies on experience to accomplish goals and objectives

Click here to apply. 

Place of Business:
BNSF Railway

Position Description:

The Director of Talent Development will design and execute enterprise-wide talent strategies that strengthen BNSF’s leadership pipeline and elevate organizational capability. This role is responsible for succession and talent planning, high potential development, performance management, mentoring programs, selection and development assessments, and executive coaching.

Grounded in the BNSF Leadership Model, this role will source, analyze, and interpret talent and organizational data to implement practical, scalable solutions that build future ready leaders and ensure BNSF maintains a healthy pipeline for mission critical roles.

This role reports to the AVP of Talent Management and leads three direct reports and several professional consulting partners.

Duties & Responsibilities:

-Provide vision, leadership, and strategic planning for the design and implementation of enterprise-wide talent management programs, including succession planning, talent reviews, and high potential development pathways.

-Lead BNSF’s performance management philosophy, processes, and systems, ensuring alignment with enterprise goals and continuous improvement.

-Oversee enterprise mentoring programs, ensuring quality, scalability, and meaningful development outcomes.

-Manage and coordinate the use of validated talent assessments for selection, development, and leadership readiness.

-Provide executive coaching and partner with internal/external coaches to support senior leader effectiveness and development.

-Analyze, interpret, and present organizational talent data (succession indicators, performance trends, readiness ratings, assessment data) to inform decisions.

-Identify, interpret, and track program evaluation data to inform improvements to talent systems and leader development programming.

-Source, negotiate, and manage contracts with qualified consulting partners to support talent, assessment, and coaching initiatives.

-Conduct benchmarking and apply emerging trends in talent management, performance, and leadership readiness to BNSF’s programs.

-Partner with HR Matrix teams to ensure talent processes are coordinated, consistent, and supported across the organization.

Basic Qualifications:

-Bachelor’s in a related field (I/O Psychology, Human Resources, Organizational Development/Behavior).

-Eight or more years of talent management, organizational development, leadership development, or related HR experience.

-Three years of supervisory experience.

-Strong project management skills.

-Experience conducting needs assessments and implementing enterprise-wide talent or development programs.

Preferred Qualifications:

-Graduate degree in a related field (I/O Psychology, HR, Organizational Behavior).

-Experience with assessments, talent analytics, or leadership evaluation tools.

-Facilitation and coaching experience.

-Vendor/contract management experience.

What Will Set You Apart:

-Demonstrated success implementing enterprise wide talent management or succession programs with measurable results.

-Exceptional communication and influencing skills with the ability to engage and gain commitment from senior executives.

-Ability to manage multiple projects with strict deadlines.

-Ability to identify, interpret, and track success metrics for talent programs.

-A strong ability to assess organizational needs and adapt to an environment with a highly developed, yet evolving, culture.

Place of Business:
Republic Elite

Position Description:
In this full time, non-exempt, temporary assignment, the HR Assistant will provide support in the areas of benefits, onboarding, general HR administration and HRIS functions, ensuring accuracy, compliance, and a positive employee experience. The role involves assisting with benefits programs, coordinating onboarding for new hires, and maintaining HRIS data. This assignment will start ASAP and will end on Friday, August 28, 2026. Interested candidates should email their resume to: Karma Kelts, HR Director at kkelts@trajuscorp.com.Responsibilities:

Responsibilities: 
• Benefits Support:
• Provide support to Benefits Administrators relating to employee benefits programs, including health, dental, vision, retirement, and other benefits.
• Assist with reconciliation of monthly billing
• Develop relationships with brokers and other service providers as needed
• Assess and escalate risks to the Benefits Administrator
• Attend all Benefits related conference calls
• Provide guidance and support to employees on benefits-related questions and issues.
• Onboarding:
• Manage the end-to-end onboarding process in ADP Workforce Now, from creation of job requisitions to offer and New Hire Orientation.
• Prepare and distribute onboarding materials and welcome packages.
• Answer employee questions regarding company policies, procedures, and benefits.
• HRIS Management:
• Assist with maintaining the company's HRIS system (ADP Workforce Now), ensuring data accuracy and integrity.
• Assist with data analysis and reporting from the HRIS.
• Identify opportunities to improve the HRIS and streamline HR processes.
• General HR Support:
• Provide guidance and support to employees regarding HR policies and procedures.
• Collaborate with other HR team members to ensure effective HR operations.
• Maintain confidentiality and handle sensitive information with discretion.

Minimum Qualifications:
• Strong communication (written & verbal) and interpersonal skills: Must have the ability to effectively communicate with employees and management at all levels.
• Experience with ADP Workforce Now.
• Mid-level skills in Excel utilizing simple formulas and creating spreadsheets.
• Problem-solving and conflict resolution skills: Addressing employee concerns and resolving conflicts in a timely manner.
• Knowledge of multi-state labor laws and regulations
• Familiarity with the unique challenges and needs of a manufacturing workplace.
• Minimum of 2 years’ applicable work experience in HR, benefits, recruiting and onboarding experience.

Email your resume here. 

Place of Business:
Higginbotham HR Consulting

Position Description:
We are seeking an experienced Compensation Consultant / Senior Compensation Advisor to provide expert guidance in the design and implementation of competitive, compliant compensation programs for our clients which include for profit and nonprofit. This role will support the development of base salary structures, incentive compensation plans, and executive compensation programs while ensuring alignment with the organization’s business strategy, culture, and regulatory requirements.
The ideal candidate will bring deep expertise in compensation analytics, market benchmarking, executive total rewards, and wage and hour compliance. The position will be based in the downtown Fort Worth office.

Duties & Responsibilities:
Compensation Program Design
• Develop and recommend base salary structures and bonus/incentive programs that support
organizational strategy and market competitiveness.
• Provide expertise in executive total compensation, including long-term incentive (LTI) programs,
benefits,and executive perquisites.
• Evaluate and recommend compensation frameworks that align with workforce strategy and
organizational objectives.

Market Analysis & Benchmarking

• Conduct compensation benchmarking using national, regional, state, local, and industry
compensation surveys, as well as relevant public filings. .
• Define appropriate comparator markets and conduct job matching to benchmark positions
accurately.
• Analyze compensation data to develop salary ranges and incentive opportunities supported by
. sound analytical methods.
• Present and defend compensation analyses, methodologies, and recommendations to
leadership.

Survey Development:
• Design, develop, analyze, and publish compensation and benefits surveys.
• Ensure survey participation and reporting comply with antitrust guidance and safe harbor
requirements established by the Federal Trade Commission.

Wage & Hour Compliance:
• Serve as a subject matter expert on wage and hour regulations under the FLSA.
• Conduct exemption analyses and prepare supporting documentation using applicable
regulations, opinion letters, and related research.
• Evaluate and document exemption applicability for roles under Executive, Administrative,
Professional, Outside Sales, Computer Occupations, Section 7 (i), and Motor Carrier Act
Exemptions.

Overtime Compliance:
• Provide expertise in overtime compliance, including regular rate calculations, fluctuating
workweek methodology,and wage and hour recordkeeping requirements.

Minimum of 7-10 years experience in corporate compensation or compensation consulting.
• Bachelor’s degree in Finance, Human Resources, or related business discipline.
• Current Certified Compensation Professional (CCP) certification from WorldatWork.
• Current HR certification from either:
o Society for Human Resource Management (SHRM), or
o HR Certification Institute (HRCI).

Skills and Expertise:
• Compensation strategy and salary structure design
• Market benchmarking and compensation analytics
• Executive compensation and total rewards programs
• Compensation and benefits survey design and analysis
• Wage and hour regulatory expertise
• Ability to clearly communicate and defend compensation recommendations.
• Excellent writing skills
• Proficiency in Microsoft Excel

Salary:
$125,000-$150,000

Interested applicants submit resume to Ben Perryman

Place of Business:
Quick Roofing LLC

Position Description:

The Payroll Manager is responsible for overseeing and executing all aspects of payroll operations to ensure accurate, timely, and compliant payroll processing. This role requires a seasoned payroll professional with 10+ years of payroll experience, strong knowledge of wage and hour laws, and hands-on expertise with Paylocity. The Payroll Manager serves as the subject-matter expert for payroll systems, audits, and process improvements while maintaining strict confidentiality and compliance.

About Us:

Since 1984, Quick Roofing has been trusted by millions as one of America’s leading roofing companies. Our success is built on integrity, resilience, and a commitment to excellence. As we continue to grow, we’re looking for driven professionals to join our team—where your work makes an impact, your growth is supported, and your success is celebrated.

Reports to: Director of Human Resources

Location: Kennedale, TX - Onsite

Job Type: Full-time

Key Responsibilities:

· Manage end-to-end payroll processing for all employees, including regular, bonus, commission, and off-cycle payrolls

· Administer payroll using Paylocity, ensuring accurate setup, maintenance, and processing of employee data

· Ensure compliance with federal, state, and local payroll laws and regulations, including tax filings, garnishments, and wage/hour requirements

· Review and approve payroll reports, audits, and reconciliations prior to submission

· Partner with HR and Finance to ensure accurate employee records, benefits deductions, PTO balances, and compensation changes

· Serve as the primary point of contact for payroll-related inquiries from employees and leadership

· Oversee payroll tax filings, year-end processing (W-2s), and coordination with third-party vendors

· Develop, document, and improve payroll processes, controls, and procedures

· Prepare payroll reports and analytics for leadership as requested

· Support internal and external audits related to payroll

· Maintain strict confidentiality and data security standards at all times

Click here to apply. 

Place of Business:
Exponential Technology Group

Position Description:

Effectively manage the employee pre-employment process for assigned group(s) by coaching/developing managers on selection/interviewing skills, coordinating the offer approval process and ensuring background checks and drug testing is completed in accordance with Company policy. Interfaces in partnership with Talent Acquisition Specialist as needed.

Ensure new employees for respective group(s) are effectively integrated into Company by facilitating the Human Resources new hire orientation program. Conduct follow up with new employees and managers to ensure effective on-boarding.

Maintain a positive employee relations environment within group(s) and minimizes employee-related problems by providing individual counseling and advice to managers, supervisors and employees. Under the direction of the manager, investigates employee complaints (e.g. discrimination, harassment, unfair treatment) in a prompt and fair manner and recommends appropriate courses of action to resolve concern and minimize risk.

Ensure consistent application of Company Human Resources Policies and Procedures and employment/labor laws within supported group(s) by communicating and interpreting policies/procedures to managers, supervisors and employees. Monitor policy compliance and elevates concerns to manager as appropriate. Recommend new policies or policy/procedure changes as appropriate.

Under the direction of manager, works with supported group(s)’ Management to administer the Corrective Action/Performance Management Process in a fair and consistent manner. Gathers documentation and recommends for approval any involuntary separations to manager.

Effectively coordinate the exit interview process for assigned employees by scheduling exit interviews for departing employees. Proactively surfaces areas of concern to manager and recommends appropriate course of action and retention strategies.

Mitigate Company’s unemployment liability for employees by ensuring a prompt response to unemployment claims and by protesting chargebacks as appropriate.

Perform special programs/projects as assigned (e.g. Job Description Development, Annual Performance/Merit Review process, Employee Events, Analysis) in a timely and accurate manner. May cross-train in other specialty areas of the Human Resources team to round out experience and exposure.

Additional duties and projects as assigned.

Duties & Responsibilities:

• Knowledge and ability to comprehend, interpret and apply federal and state laws pertaining to human resources practices and procedures.
• Exhibit strong analytical and problem-solving ability.
• Possess excellent verbal and written communication skills including strong listening skills.
• Exhibit strong interpersonal/teamwork skills to build effective relationships with employees and managers.
• Possess a strong customer service orientation to respond to internal customer needs in a timely manner.
• Exhibit strong organizational and multi-tasking skills to handle multiple, competing priorities and duties (planned and unplanned).
• Knowledge of all Microsoft applications at the intermediate level preferred.
• A professional level certification from SHRM or HRCI is preferred.

Minimum Qualifications:

Bachelor’s Degree in a related field (e.g. Human Resources or Business) is strongly preferred. Four plus years of professional Human Resources experience with a particular focus on employee relations preferred, or equivalent combination of education and experience. Experience in distribution or electronics manufacturing an added plus.

Senior level Generalist should be able to demonstrate sound critical thinking ability, provide well thought out recommendations/guidance and operate more independently with less guidance needed.

Click here to apply.