Head of Human Resources

Paper Transport•De Pere, WI

9d•Onsite

About The Position

Paper Transport is seeking a hands-on Head of Human Resources to lead the company’s people strategy and all HR functions. Based at the De Pere, Wisconsin headquarters, the role reports to the CEO and works directly with the Executive Leadership Team, CFO, and other senior leaders. It is responsible for the employee lifecycle—from recruiting, hiring, onboarding, and training through development and retention—and for aligning HR programs with company growth objectives. The position leads and develops the HR team and oversees talent acquisition, performance and talent management, compensation and benefits, learning and development, employee relations, and employment-law compliance. The role emphasizes measurable business outcomes, including faster hiring, lower turnover, shorter time to productivity, and stronger leaders. It involves regular time in terminals and operating reviews, plus travel to locations across the Midwest and Southeast approximately 10–15% of the time. The position also identifies and deploys AI and automation in HR processes and ensures compliance across the company’s operating states.

Requirements

Bachelor’s degree in human resources, business administration, or a related field, or equivalent experience.
At least 8 years of progressive HR experience, including leading an HR team or business-unit HR function in a multi-site organization.
Experience in a multi-site organization with a large frontline or hourly workforce, such as transportation, logistics, distribution, or manufacturing.
Demonstrated success building HR processes that measurably improved hiring, retention, or performance, with supporting results.
Track record of hiring and developing high-performing HR talent.
Strong knowledge of compensation design, benefits strategy, and benefits broker management.
Proficiency with HR metrics and analytics and ability to connect people data to business results.
Working knowledge of multi-state employment law and sound judgment in employee relations matters.
Ability to challenge senior leaders with data and earn trust with frontline employees and drivers.
Hands-on fluency with AI tools and modern HR technology, including examples of using them to improve speed, quality, or cost.
Bias for action and comfort making decisions quickly with imperfect information in a fast-moving environment.
Authorization to work in the United States.

Nice To Haves

Experience in a private equity-backed organization.
Experience in trucking or with an asset-based carrier, including familiarity with DOT/FMCSA requirements.
Experience with UKG or a comparable HRIS and a learning management system.
Experience with Culture Index or a similar behavioral assessment.
SHRM-SCP or SPHR certification.

Responsibilities

Build and execute a people plan tied to the company’s value creation plan, set targets for hiring velocity, retention, and talent quality, and report progress monthly to the CFO and CEO.
Partner with Executive Leadership Team members on organization design, workforce planning, talent risk, and succession; spend regular time in terminals and operating reviews.
Lead, coach, and develop the HR team, build capabilities as the company grows, and set service standards for supported functions.
Design and manage a disciplined talent acquisition process for office and leadership roles, including structured interviews, work samples, behavioral assessments, hiring-manager accountability, and timely offers.
Develop the employer brand in Northeast Wisconsin and terminal communities.
Share accountability with Driver Recruiting, Operations, and Safety for driver retention, including first-90-day onboarding, early-tenure turnover, and hiring and development of Driver Managers.
Own company-wide onboarding and training, including role-specific onboarding plans with time-to-productivity targets and practical, measurable training for frontline leaders and Driver Managers.
Run a performance and talent process with clear goals, frequent check-ins, and calibrated talent reviews.
Lead talent-upgrade, succession-planning, and leadership-development initiatives with defined metrics and bench planning.
Establish compensation philosophy and pay structures, and manage annual merit, incentive, and long-term incentive processes with Finance.
Direct benefits strategy and manage the benefits broker relationship, annual renewals, plan design, and benefits cost management.
Build and own a people scorecard covering measures such as time-to-fill, quality of hire, 90-day and annual turnover, cost of turnover, engagement, and HR cost per employee, and use it to inform decisions.
Identify and deploy AI and automation across recruiting, onboarding, training, and HR service delivery.
Ensure compliance with federal, state, and local employment laws across operating states.
Manage employee relations matters, including investigations and workforce changes.
Travel regularly to terminal locations across the Midwest and Southeast, approximately 10–15%.

Benefits

Bonus plan eligibility, up to 8% of salary.
Health insurance.
Dental insurance.
Vision insurance.
Employer contributions to a Health Savings Account.
Short-term disability and long-term disability coverage.
100% company-paid life insurance.
401(k) retirement savings plan with company match.
Paid time off and company-paid holidays.
Drive Your Wellbeing Program, with a third-party nurse partner available at no cost.
Financial Counseling Program.
Employee Assistance Program.
Ongoing training and employee development opportunities.
Education Assistance Program for a master’s degree.
Family-like work environment and company culture.