Human Resources Manager- Distribution Center Operations

National DCP•Westampton, NJ

11d•Onsite

About The Position

The Manager, Human Resources provides ongoing Human Resources (HR) support and consulting to assigned site leadership and employees on a wide range of HR-related issues and serves as a change agent within the organization. The Manager, Human Resources maintains an effective level of business literacy and an understanding of the Company’s industry, culture, and competition. Reporting directly to the Chief Human Resources Officer.

Requirements

Bachelor’s Degree in human resources or organizational development required.
Minimum of 5 years’ experience with resolution of complex employee relations 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 strong working relationships to gain alignment 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 deadlines.
Proficient in Microsoft Office and HRIS systems.

Responsibilities

Partner with site leadership to align HR priorities with operational goals, workforce requirements, and business performance; provide practical guidance across employee relations, labor relations, compensation, benefits, payroll, training, performance management, and employment compliance.
Lead site-level workforce activities across the employee lifecycle, including staffing coordination, selection support, onboarding, assimilation, internal movement, and offboarding, to promote a consistent and positive employee experience.
Promote a respectful, professional, and compliant workplace by responding promptly to employee concerns and conducting objective, thorough, and well-documented workplace investigations; consult senior HR leaders and legal counsel as appropriate.
Develop and execute tactical and strategic HR plans that support workforce stability, labor needs, employee engagement, productivity, and changing operational priorities.
Evaluate HR policies, practices, and site processes; recommend and implement improvements that strengthen consistency, efficiency, employee experience, and compliance.
Provide employees with timely, fair, and confidential guidance while balancing employee needs with operational and business requirements.
Lead, coach, and develop assigned HR team members; establish priorities, clarify accountability, monitor service levels, and build capability to meet site needs.
Manage complex employee and labor relations matters from intake through resolution, applying sound judgment, consistent practices, timely escalation, and appropriate documentation.
Coach and train supervisors and managers on effective leadership, union awareness, policy application, employee communication, documentation, conflict resolution, and day-to-day people management.
Maintain current knowledge of federal, state, and local employment requirements; identify and mitigate people-related risk; maintain accurate records; and coordinate with internal or external legal resources when needed.
Guide leaders through performance management, including goal setting, feedback, coaching, development planning, attendance management, corrective action, and separation decisions.
Strengthen employee engagement, communication, morale, and retention by identifying workplace trends, facilitating action planning, and partnering with leaders to address root causes.
Drive workforce and succession planning by analyzing staffing levels, turnover, absenteeism, skills gaps, and critical-role coverage; partner with leaders to build practical talent pipelines and continuity plans.