Director, Human Resources

National DCP•Mount Holly, NJ

4d•Onsite

About The Position

National DCP, LLC (NDCP) is hiring talented and driven professionals to join our growing team. We’re a $3 billion supply chain leader supporting over 10,000 Dunkin’ restaurants across the U.S. Our team powers one of the most recognized quick-service brands through innovative logistics, reliable service, and high-quality product distribution. Known for delivering real value and operational excellence, NDCP is at the forefront of supply chain management—and we’re looking for passionate individuals to help us keep moving forward. At NDCP, your work matters. We offer a collaborative, people-first environment where your ideas are heard and your growth is supported. From competitive pay and full benefits to career advancement opportunities, we invest in your success—because when you thrive, so do we. Join us and take the next step in a meaningful, rewarding career. The Director, Human Resources, provides ongoing Human Resources (HR) support and internal consulting to Company leadership and employees. Incumbent serves as a consultant to management and employees on a wide range of HR-related issues and serves as a change agent within the organization. The Director, Human Resources, maintains an effective level of business literacy and an understanding of the company’s industry, culture, and competition. Supervision exercised: A team of four HR Generalists in a multi-state Distribution Center network.

Requirements

Bachelor’s degree in human resources or organizational development required.
Minimum of 5 years’ experience with the resolution of complex employee relation issues in an operational environment.
Demonstrated knowledge and mastery of multiple human resource disciplines, including employee and union relations, diversity, performance management, organizational development, and federal and state employment laws. Strong familiarity with FMLA, labor relations, and related state and federal regulations.
Excellent interpersonal, consulting, conflict, and change management skills.
Professional level verbal and written communication and presentation skills.
Demonstrated knowledge of general business acumen associated with operational environments.
Ability to effectively develop and maintain effective working relationships in order to gain support and achieve results.
Effectively envision, develop, and implement new strategies to address complex workforce issues.
Self-directed and motivated.
Results and process oriented.
Strategic thinker with the ability and willingness to operate tactically on a day-to-day basis.
Ability to effectively manage competing priorities to accomplish assigned responsibilities within established budget and timelines.
Proficient in Microsoft Office and HRIS systems.
Travel required (domestic, approximately 25%)

Responsibilities

Partner with Company leaders to support application of various HR processes, including employee relations, labor relations and union avoidance, compensation, benefits, payroll, EEO, personnel records, training, performance management, and compliance with Federal and State employment regulations.
Serve as liaison with hiring/assimilation of new hires/exiting process.
Maintain a professional and legally compliant workplace environment by conducting prompt and thorough assessments and investigations when necessary. Consult with the senior members of the HR team in all investigations as needed.
Design and/or implement DCP business-related solutions in a service culture while supporting company-wide initiatives.
Participate in tactical and strategic planning for the Human Resources function as it relates to the DCP business environment.
Provide recommendations on policy changes; prepare strategy briefs as necessary to support these recommendations and new initiatives.
Coach and, when appropriate, advocate for employees.
Daily management, oversight, and development of the HR Specialists assigned to field operations (Westampton and Greensboro).
Manage and resolve complex employee relations issues.
Coach and train supervisors and managers on union avoidance practices in an effort to promote a positive employee relations environment.
Maintain in-depth knowledge of legal requirements related to day-to-day management of employees, reducing legal risks, and ensuring regulatory compliance. Partner with the external legal department, as needed/required, to address workplace-related matters.
Provide day-to-day performance management guidance to line management (coaching, counseling, career development, disciplinary actions).
Work closely with management and employees to improve work relationships, build morale, increase productivity, and employee retention.
Provide guidance on business unit restructures, workforce planning, succession planning, and ensure required support is provided.