HR Business Partner - Hazleton DC

American Eagle Outfitters•Hazle Township, PA

24d

About The Position

American Eagle Outfitters is hiring an HR Business Partner for its Hazleton, Pennsylvania Distribution Center, a new site opening in February 2027. The role partners with DC leaders to support talent acquisition and workforce planning, employee relations, leave administration, leadership development, regulatory compliance, safety, HR analytics, and HR systems. The position calls for a strong understanding of distribution center operations, including labor, safety, productivity, seasonal volume shifts, and 24/7 operations.

Requirements

At least 3 years of HR experience in a high-volume distribution center or 24/7 manufacturing environment.
Proven ability to manage high-volume recruiting, conduct hiring events, and support labor forecasting.
Working knowledge of FMLA, ADA, Workers’ Compensation, and Pennsylvania employment laws.
Experience conducting prompt, thoroughly documented workplace investigations and handling employee relations.
Demonstrated ability to coach and develop frontline supervisors and managers.
Ability to analyze attendance, turnover, and labor metrics to address operational challenges.
Clear, professional, and empathetic written and verbal communication skills across all levels.
Familiarity with HRIS and timekeeping platforms, such as Kronos/UKG.

Nice To Haves

HR certification such as SHRM-CP or PHR, or specialized training in compliance or investigations.
Professional fluency in Spanish.

Responsibilities

Partner with DC leadership on labor forecasting and plan and execute direct-hire recruiting events to maintain a talent pipeline for seasonal volume shifts and 24/7 operations.
Lead prompt, impartial investigations into policy violations, harassment, safety incidents, and attendance issues, and thoroughly document findings.
Administer the end-to-end leave process, including FMLA, Workers’ Compensation, and ADA interactive discussions, with complete documentation and alignment with applicable laws.
Coach and train shift managers and supervisors in leadership, performance management, and consistent policy enforcement.
Conduct regular HR audits, enforce state and federal labor regulations, and partner with Safety and Operations to support a compliant, accident-free environment.
Analyze turnover, attendance, and investigation case-volume metrics to identify operational issues and implement proactive workforce solutions.
Use HRIS, timekeeping, attendance-tracking, and leave-management systems such as Kronos/UKG to support data integrity and efficient shift operations.