HR Manager/Director
Forthea Open · verified Oct 19, 2026 At a glance
Director-level HR Business Partner & Generalist role at Forthea. Houston · no salary stated · we estimate $157,500–$225,000 across the United States.
Forthea has not published a salary for this role. The figure below is our estimate, not theirs.
hrroles summary, based on the employer's posting.
What you'll do
- Run the annual review cycle, guide supervisors through employee conversations, and lead calibration and review meetings
- Set hiring plans, improve recruiting workflows, and personally find candidates for senior roles
- Administer positions, pay, benefits, and employment documentation while keeping policies aligned with legal requirements
- Oversee onboarding, exits, and employee changes, and build training and development plans for staff
- Set staffing benchmarks, delegate hiring work, and monitor recruiting targets and new-hire ramp time
What you bring
- At least seven years in progressive HR work, including three or more in a senior or function-leading role
- Hands-on ownership and administration of Rippling, plus experience managing people
- Experience with structured performance reviews, Topgrading or A-player hiring, and recruiting across varied roles
- Working knowledge of employment law, benefits operations, and compliance
Who this fits
This is a hands-on HR leadership role for someone who can set direction while running daily people processes. You'll work onsite in Houston and partner with executives and teams across a matrixed organization.
From the employer
Location: Houston, TX (Onsite) Experience: 7+ years
About the Role
We are looking for a rare HR leader who is equally comfortable setting strategy and rolling up their sleeves to run the day-to-day. This person owns the full HR function and operates as both the strategic architect and the hands-on administrator of every HR system and process below.
Success in this role demands high emotional intelligence, genuine self-awareness, and the instinct to both nurture talent and hunt for it. You will move fluidly across a fully matrixed organization, earning trust from senior leadership on down and serving as a true partner to the executive team and beyond. You are a self-starter with an entrepreneurial mindset who sees a gap, builds the solution, and drives it to completion without being asked twice. Above all, you are an exceptional developer of people.
Purpose
Owns the full HR function for the organization, including performance management, recruiting, compensation and benefits administration, employee lifecycle processes, staffing strategy, and training and development. Operates as both strategic owner and hands-on administrator of every HR system and process listed below.
Key Responsibilities
Performance Reviews & Management
- Owns the annual performance review process end-to-end.
- Leads team meetings, calibration sessions, and administrative review meetings.
- Coaches and supports supervisors on conducting effective individual review conversations.
- Owns retention strategy by ensuring every team member is the right person in the right seat.
- Drives organization-wide Topgrading toward a 90% A-player target.
Recruiting & Hiring
- Owns and continuously improves the recruiting process for all roles.
- Serves as administrative head of the hiring team, determining requisition strategy and fulfillment approach.
- Personally sources candidates for higher-level roles.
- Manages, develops, and refines all associated recruiting processes and tools.
- Ensures all background and reference checks are complete and extends offers only to A-player candidates.
HR Administration
- Owns and improves all position, compensation, and benefits administration processes.
- Ensures job descriptions, responsibilities, and competencies are accurate and current across the organization, with zero missing or outdated documentation.
- Owns benefits research, procurement, administration, and renewal cycles.
- Monitors changes in employment law and benefits regulations and ensures ongoing compliance of all policies and plans.
Team Member Setup, Exits & Changes
- Ensures all onboarding, offboarding, and mid-employment changes are processed according to org-unit standards.
- Zero missed steps across standard team member processes.
Team Staffing Targets
- Owns staffing targets, including Days Job Req Outstanding, Virtual Bench commitments, and related financial benchmarks.
- Builds staffing strategy and delegates execution to the team.
- Proactively requests resources and support as needed to hit targets.
Training & Professional Development
- Owns and improves onboarding and training for new team members and ongoing development for current staff.
- Creates or sources all training content and vets it for topic relevance, level-appropriateness, practical value, and format before rollout.
- Ensures required trainings are completed on impactful topics and content stays current. Outdated or poorly rated training is identified and revamped quickly.
- Builds and revises IDP plans for all new hires.
- Owns new-hire ramp time and internal promotion rate.
Qualifications
- 7+ years of progressive HR experience, including at least 3 in a senior or head-of-function role.
- Proficiency with Rippling, with direct experience owning and administering the platform.
- People management experience.
- Demonstrated experience with structured performance management and Topgrading / A-player hiring methodologies.
- Strong working knowledge of employment law, benefits administration, and compliance.
- Experience building and scaling recruiting processes across multiple role types.
What Sets You Apart
- An exceptional developer of people with high EQ and deep self-awareness.
- The instinct to both nurture existing talent and aggressively hunt for new talent.
- Ability to navigate a fully matrixed organization and build trust with senior leadership and every level below.
- A self-starter and entrepreneurially minded operator who acts as a trusted partner to the executive team and beyond.