Corporate Human Resources Manager

Pro-Vac•Houston, TX

6d•Onsite

About The Position

The Corporate Human Resources Manager is the strategic people leader for assigned operations, aligning HR efforts with business strategy and advising leaders on safety, service, and growth commitments. The role leads the HR team, builds strong relationships with Operations, and serves as a trusted advisor to executive leadership. The position owns HR service delivery across the assigned organization, including employee relations, compliance, learning and development, benefits, and compensation. It uses people data and operating feedback to identify trends, close gaps, and recommend practical solutions that support a safe, engaged, and productive field workforce. The manager leads the standardization, implementation, and continuous improvement of HR policies, processes, and systems across branches and states while accounting for local and customer requirements. The role partners with Operations, Safety, Fleet, Finance, Legal, Talent Acquisition, and executive leadership. Regular travel to branches and field locations is required, along with availability outside normal business hours for urgent employee-relations, safety, or operational needs. The working environment includes offices, branches, yards, shops, customer sites, and field locations.

Requirements

At least 8 years of progressive human resources experience, including at least 4 years as an HR Business Partner, HR Manager, or Senior HR Generalist supporting a multi-location workforce.
At least 3 years of experience managing or leading HR team members.
Working knowledge of federal and multi-state employment law, employee relations, and HR compliance.
Experience with benefits administration, compensation practices, and learning and development programs.
Experience advising senior leaders and building relationships with operations leaders in a field-based workforce.
Strong leadership, coaching, communication, change-management, and conflict-resolution skills.
Ability to translate business strategy into HR plans and use data to identify trends and drive decisions.
Proficiency with Microsoft Office, HRIS, applicant tracking, and reporting tools, and discretion when handling confidential information.
Valid driver's license with an acceptable driving record and ability to travel to branches and field locations.
Ability to travel regularly among branches, customer sites, yards, shops, and field locations, including occasional overnight travel.
Ability to be available outside normal business hours for urgent employee-relations, safety, or operational needs.
Frequently sit, stand, walk, communicate, and use a computer or mobile device for extended periods; occasionally bend, climb steps, access trucks or equipment, and lift or carry up to 25 pounds.

Nice To Haves

Bachelor's degree in human resources, business, or a related field; equivalent experience is considered.
SHRM-SCP, SPHR, or similar HR certification.
Experience in industrial services, construction, utilities, environmental services, or transportation.
Experience with DOT/FMCSA-regulated workforces, safety-sensitive hiring, and growth or acquisition environments.
Experience with HRIS and applicant tracking systems and standardizing HR processes across multiple locations.

Responsibilities

Serve as the primary HR strategic partner to assigned executives, operations leaders, and functional teams, aligning HR efforts with business objectives.
Analyze HR and operating metrics, including time to fill, turnover, overtime, headcount, and training completion, to identify trends and recommend solutions.
Participate in expansion, acquisition, and integration planning, including workforce transitions, policy alignment, and communications.
Build trusted relationships with Area Operations Managers, branch leaders, and field teams through regular visits, check-ins, and responsive support.
Coach leaders on performance management, employee relations, hiring decisions, and effective people leadership.
Respond to employee concerns and manager escalations, resolving issues and communicating clear next steps.
Lead, coach, and develop HR team members; set goals, priorities, and expectations; assign work; manage workload and capacity; and identify skill gaps or needed role changes.
Conduct one-on-ones, performance reviews, and development planning, and hold team members accountable for timely, accurate, and consistent work.
Provide training, shadowing, and hands-on support so team members follow established SOPs and system standards.
Ensure compliance with applicable federal, state, and local employment laws, including FLSA, FMLA, ADA, EEO, I-9, wage-and-hour, and prevailing-wage requirements where applicable.
Support DOT, FMCSA, and OSHA-related people requirements, including driver qualification and drug and alcohol testing, in partnership with Safety.
Oversee investigations and employee-relations cases, recommend consistent corrective action, maintain thorough documentation, and engage Legal on high-risk matters.
Maintain accurate personnel records and ensure assigned locations are prepared for internal, customer, and regulatory audits.
Lead implementation of new or revised HR policies, processes, programs, and systems, including change management, communication, and training.
Standardize HR processes and tools across branches and states while accommodating local and customer requirements.
Document SOPs, define service expectations and response times, and measure results against clear metrics.
Partner with Operations and Safety to assess training needs and develop leadership and skills programs for field and management roles.
Support structured new-manager training, build succession plans and development paths for critical roles, and promote internal growth and advancement.
Track training participation and effectiveness and adjust programs based on results.
Partner with Finance, carriers, and brokers on benefits administration, open enrollment, and employee communication.
Support pay structures, market pay reviews, pay equity, and offer guidance for hiring managers.
Advise leaders on compensation decisions, promotions, and retention strategies within approved budgets, ensuring benefits and pay practices comply with applicable laws and are consistently applied.
Advise executive leadership on people strategy, organizational design, employee relations, and potential risks.
Prepare HR reports, dashboards, and presentations, and recommend actions with clear business impact.
Support executive priorities, including leadership succession, communications, and special projects, while handling confidential matters discreetly.
Provide leaders with timely, well-prepared updates and reliable follow-through.