Position Purpose:
The Director, Associate Relations is a people leader responsible for supervising and developing the AR Specialists and Managers ensuring the consistent, accurate, and effective execution of the Associate Relations function nationwide. This role provides team level governance, supports capacity and escalation management, and partners with field leadership. The Associate Relations Director focuses on execution and operational excellence to help identify process improvements to enhance efficiency and usability.
Key Responsibilities:
Leader Coaching & Enablement
Serve as head of Associate Relations function, with full accountability for performance management, goals setting, calibration, development planning and corrective action as needed.
Act as the final internal escalation point for complex or sensitive associate relations matters before involvement of HRBPs or Associate Relations leadership.
Provide team-level coaching on effective execution (HR policies, procedures and associate relations practices) and calibration to reduce variability in decision-making and execution quality.
Lead onboarding, training, and continuous development for Associate Relations associates, ensuring readiness to execute enterprise programs independently.
Conduct regular quality reviews of Associate Relations Team to identify trends, coaching opportunities, and systemic execution gaps, while monitoring workload balance and maintaining coverage.
Risk Identification & Feedback Loops
Monitor associate engagement trends, risk indicators, and execution gaps across assigned regions.
Proactively identify emerging risks and execution challenges and communicate findings to HRBPs and COEs.
Provide structured, data-informed feedback to improve enterprise programs, tools, and processes.
HR Program & Policy Execution
Execute enterprise HR policies, programs, and initiatives consistently across all supported locations.
Support communication and rollout of HR programs developed by COEs, ensuring clarity and adoption in the field.
Partner with COEs to support updates to all HR policies and associate handbook content, without redesign or customization.
Metrics & Continuous Improvement
Own team-level HR Execution metrics, including case quality, timeliness, consistency, escalation trends, engagement outcomes and recognition participation.
Track escalated issues to ensure timely follow-up and resolution and enable HRG operational efficiency.
Hold HRGs accountable for meeting defined performance and execution standards.
Identify systemic execution gaps and drive corrective actions through training, process refinement, or escalation to COEs.
Ensure follow-through on escalated issues and removal of execution barriers impacting HRG & Sr. HRG effectiveness.
Participate in enterprise HR initiatives and projects as assigned.
Direct Manager/Direct Reports:
Reports to: VP of HR
Direct Reports: Specialists, Manager, Senior Manager
Travel Requirements:
Must be able to travel up to 30% to attend meetings, branch visits
Physical Requirements
Ability to sit for extended periods
Ability to work at a computer and attend virtual and in-person meetings
Working Conditions
Professional office or remote environment
Operates in a dynamic, collaborative, and fast-paced environment.
Must manage multiple priorities efficiently while responding swiftly to employment-related inquiries and policy updates.
Minimum Qualifications
Proven experience supporting field leaders in a multi-location or regional environment
Working knowledge of federal, state, and local employment laws
Strong analytical, problem-solving, and risk assessment skills
Excellent verbal and written communication skills
Demonstrated ability to operate within defined decision rights and enterprise standards
High level of integrity, judgment, and professionalism
Preferred Qualifications
Advanced HRIS reporting and analytics capability
Experience leading and developing HR professionals
Experience supporting enterprise change initiatives
Demonstrated success driving consistency and reducing variability across locations
Proactive compliance mindset with strong execution discipline
Minimum Education:
Bachelor’s degree in Human Resources, Business Administration, or equivalent experience.
Preferred Education:
None.
Minimum Years of Work Experience:
Minimum of 6 years of professional HR experience, with a focus on associate relations and HR advisory services.
At least 3+ years of people management experience is preferred.
Certifications: Not required
Preferred: SHRM-SCP, SPHR, or equivalent certification
Competencies:
People Leadership & Team Development
Associate Relations & Case Management
Policy Execution & Consistency
Risk Identification & Escalation
Frontline Leader Coaching
Enterprise Execution Discipline
HR Program Implementation
Metrics Awareness & Continuous Improvement
Strong judgment, confidentiality, and professionalism
Work Location:
Hybrid or in-office
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Job Location: SRS Distribution - McKinney
7440 State Highway 121 McKinney, TX 75070-3104
As an Equal Employment Opportunity (EEO) employer SRS Distribution Inc., including all its subsidiaries, provides job opportunities to qualified individuals without regard to actual or perceived race, color, creed, religion, national origin, sex, gender, age, disability, gender identity, sexual orientation, citizenship status, uniform service, veteran status, marital status, genetic information, physical or mental disability, or any other characteristic in accordance with applicable federal, state, and local EEO laws. If you are an individual with a disability or a disabled veteran and require a reasonable accommodation in applying for any posted position, please contact Human Resources at US: 855.556.3221, or by email to: [email protected] with the nature of your accommodation request and include the Business name, location and title of the job opening. Please allow one (1) business day for a reply. All employment offers are contingent upon successful completion of a background check and drug screen, as permitted by law.
Competitive weekly/bi-weekly pay, discretionary bonuses, 401(k) with company match, Employee Stock Purchase Plan, paid time off (vacation, sick, volunteer, holidays, birthday, floating), medical/dental/vision, flexible spending accounts, company-paid life and short-term disability, plus optional long-term disability, and additional life insurance. All benefits subject to eligibility.
Should a Candidate be submitted to fill a position by a recruiting or staffing services agency (“Agency”), the Company has no obligation to pay the Agency any fee for submission, offer, placement or any service without a fully executed contract of service covering the engagement.Skills Required
- Bachelor's degree in Human Resources, Business Administration, or equivalent experience
- At least 6 years of professional HR experience focused on associate relations and HR advisory services
- Experience supporting field leaders in a multi-location or regional environment
- Working knowledge of federal, state, and local employment laws
- Strong analytical, problem-solving, and risk assessment skills
- Excellent verbal and written communication skills
- Ability to operate within defined decision rights and enterprise standards
- High integrity, judgment, and professionalism
- At least 3 years of people management experience
- Experience leading and developing HR professionals
- Advanced HRIS reporting and analytics capability
- Experience supporting enterprise change initiatives
- SHRM-SCP, SPHR, or equivalent certification
SRS Distribution Compensation & Benefits Highlights
The following summarizes recurring compensation and benefits themes identified from responses generated by popular LLMs to common candidate questions about SRS Distribution and has not been reviewed or approved by SRS Distribution.
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Strong & Reliable Incentives — Variable compensation in sales and incentive programs for drivers create meaningful earnings upside beyond base pay. Top performers in sales report materially higher total compensation than base.
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Equity Value & Accessibility — An employee stock purchase plan and broad employee equity participation point to accessible ownership opportunities. A large distribution of equity value to thousands of employees underscores tangible upside beyond cash pay.
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Healthcare Strength — Multiple medical and dental plan options, vision, HSA/FSA, and company‑paid life and disability indicate robust core coverage. Added supports like an EAP and virtual doctor care expand the health and wellbeing offering.
SRS Distribution Insights
What We Do
SRS Distribution is the fastest growing distributor of building products in the United States. Our talented team of industry experts focus all efforts on delivering the highest quality products and services to bring true value to every contractor. This commitment is evident in two exclusive SRS offerings developed with customers in mind: TopShield, our premium product line covering any roofing project end-to-end, and Roof Hub, our real-time project management tool that offers operational insights and updates on the go or from your desk. As a people-first company, SRS offers highly motivated and engaged employees a career path in an entrepreneurial inclusive culture where the corporate office works for the field and not the reverse. Not only does SRS care deeply about customers and employees, but also the communities in which we operate. Raise the Roof Foundation supports veterans and military families, disaster relief efforts and I local assistance for children and families in crisis. SRS is a private company led by a management team of industry veterans who understand the needs of the professional roofing contractor. SRS has grown rapidly through acquisition and the opening of multiple new locations since our February 2008 inception. SRS enjoys strong investor and banking relationships and a solid balance sheet to enable us to remain a high-growth company in the years ahead. SRS also aims to become the most attractive distribution partner to our many valued suppliers by forming collaborative relationships built on trust and friendship that date back many decades. SRS has a very narrow product focus with roofing making up almost 95% of sales. This focus allows us to enjoy a broader and deeper inventory of roofing products at each location than many of our competitor
