HR Manager, Distribution Center: Recruiting & Workforce Operations

CSC Generation•Brownsburg, IN

3d•$70,000 - $90,000•Onsite

About The Position

Sur La Table is hiring an HR Manager to lead recruiting, workforce administration, and employee relations at its Brownsburg Distribution Center, which has approximately 120 employees year-round and scales to approximately 375 during peak periods. The role is the primary HR contact for distribution center employees and managers, partnering with leadership and broader HR teams. Success during the first six months includes establishing an effective seasonal hiring pipeline, maintaining a trusted hiring dashboard, ensuring accurate attendance and timekeeping, and using structured new-hire check-ins to identify actionable trends. The HR Manager owns full-cycle recruiting for distribution center roles, including seasonal and high-volume hiring; builds local sourcing pipelines; manages temporary staffing agencies; oversees attendance and workforce administration; and leads onboarding and the new-hire experience. The role also administers leaves in partnership with AbsencePro, provides initial response to workers’ compensation claims, supports performance management and compliance, coordinates safety and training activities, produces HR and labor reports, and leads engagement, recognition, and employee-relations activities. The position is based on-site in Brownsburg, Indiana, five days per week, with office hours that may vary according to business needs.

Requirements

3–5 years of progressive HR experience.
Proven experience owning full-cycle recruiting, including high-volume and seasonal hiring.
Bachelor’s degree in Human Resources, Business, or a related field, or equivalent experience.
Working knowledge of FMLA and leave of absence administration.
Solid understanding of federal and state employment law.
Strong Excel skills, including pivot tables.
Ability to use AI to improve decision quality, speed, and workforce effectiveness.
Proficiency in HRIS systems.
Strong organizational skills and ability to manage competing priorities while maintaining attention to detail.
Clear, confident written and verbal communication skills.
Intermediate proficiency in Microsoft Office, Outlook, and Smartsheet.
Available to work on-site five days per week; office hours may vary based on business needs.

Nice To Haves

Distribution center or warehouse experience.
Paylocity experience.
PHR or SHRM-CP certification.

Responsibilities

Own full-cycle recruiting for distribution center roles, including posting, screening, interviewing, offers, and Day 1 clearance.
Build a direct seasonal hiring pipeline through career fairs, community outreach, and local sourcing.
Track hiring progress, conduct regular leadership check-ins, and maintain a hiring dashboard.
Manage temporary staffing operations, including agency relationships, onboarding and offboarding, and hours submission.
Manage attendance tracking, timecard edits, call-off documentation, and consistent and accurate policy enforcement.
Own the new-hire experience, facilitate orientation, ensure systems and documents are ready before Day 1, and conduct structured 15-, 45-, and 90-day check-ins.
Administer leaves of absence in partnership with AbsencePro, including communications, approvals, and follow-ups.
Provide first response on workers’ compensation claims and escalate complex situations to the Sr. HR Manager with appropriate judgment and documentation.
Pull performance review completion and rating reports, keep distribution center leadership informed about timelines, and flag potential delays.
Coordinate monthly safety topics, annual training, and learning management system compliance reporting.
Produce HR reports covering headcount, rosters, terminations, OSHA, perfect attendance, and labor, and explain the implications of the data.
Run recognition programs, engagement initiatives, distribution center events, and exit interviews, identifying patterns leaders can act on.
Serve as the day-to-day HR contact for employees and managers, maintain accurate Paylocity records, and escalate employee relations concerns with sound judgment.