Head of Human Resources

Paper Transport•Town of Ledgeview, WI

10d•Onsite

About The Position

Paper Transport is seeking a hands-on Head of Human Resources to own the people strategy for the company, from recruiting, hiring, onboarding, and training through employee development and retention. The role leads all human resources functions, including talent acquisition, performance and talent management, compensation and benefits, learning and development, employee relations, and compliance. It partners directly with the CEO, CFO, and Executive Leadership Team to align people strategy with company growth objectives, and leads and develops a high-caliber HR team. Success is measured by business outcomes such as faster hiring, lower turnover, faster time-to-productivity, and stronger leaders. The position is based at Paper Transport’s headquarters in De Pere, Wisconsin, and reports to the CEO. The role requires regular time at terminals and operating reviews, as well as travel to terminal locations across the Midwest and Southeast, approximately 10–15% of the time. Paper Transport operates truckload, intermodal, logistics, and brokerage services, with terminals across the Midwest and Southeast.

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.
Demonstrated success building HR processes that measurably improved hiring, retention, or performance, supported by 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.
Direct, practical, and credible communication style, with the 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.

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, with targets for hiring velocity, retention, and talent quality; report progress monthly to the CFO and CEO.
Partner with each Executive Leadership Team member on organization design, workforce planning, talent risk, and succession, spending regular time in terminals and operating reviews.
Lead, coach, and develop the HR team, build capabilities as the company grows, and establish service standards.
Design and run a fast, disciplined talent acquisition process for office and leadership roles, including structured interviews, work samples, behavioral assessment, hiring-manager accountability, and prompt offer turnaround.
Develop and strengthen 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, with role-specific plans and time-to-productivity targets and measurable training for frontline leaders and Driver Managers.
Run an accountable 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, including renewals, plan design, and cost management.
Build and own a people scorecard covering measures such as time-to-fill, quality of hire, turnover, cost of turnover, engagement, and HR cost per employee; use it to drive 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, dental, and vision insurance.
Employer contributions to a Health Savings Account.
Short-term and long-term disability coverage.
100% company-paid life insurance.
401(k) retirement savings with company match.
Paid time off and company-paid holidays.
Drive Your Wellbeing Program, including access to a third-party nurse partner at no cost.
Financial Counseling Program.
Employee Assistance Program.
Ongoing training and employee development opportunities.
Education Assistance Program for a master’s degree.
Company culture described as a family-like work environment.