Human Resources Manager

National DCP•Westampton, NJ

2d•$120,000 - $130,000•Onsite

About The Position

The Human Resources Manager provides ongoing HR support and consulting to assigned site leadership and employees on a broad range of HR matters and serves as a change agent. The role requires business literacy and an understanding of the company’s industry, culture, and competition. Based at an on-site food and beverage distribution center in Westampton, New Jersey, the position partners with site leadership and directly supervises at least one Human Resource Generalist. The position reports to the Chief Human Resources Officer. The schedule is Monday through Friday during daytime hours, with periodic travel by air or car to other U.S. centers in the NDCP network. Compensation is an exempt salary of $120,000–$130,000 plus a 10% bonus.

Requirements

Bachelor’s degree in human resources or organizational development.
At least 5 years of experience resolving complex employee relations issues in an operational environment.
Demonstrated knowledge of multiple HR 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 management, and change management skills.
Professional-level verbal and written communication and presentation skills.
Knowledge of general business acumen associated with operational environments.
Ability to develop and maintain strong working relationships to gain alignment and achieve results.
Ability to envision, develop, and implement strategies for complex workforce issues.
Self-directed and motivated; results- and process-oriented.
Strategic thinker willing and able to operate tactically on a day-to-day basis.
Ability to manage competing priorities and meet responsibilities within established budgets and deadlines.
Proficiency in Microsoft Office and HRIS systems.

Responsibilities

Partner with site leadership to align HR priorities with operational goals, workforce requirements, and business performance, advising on employee and labor relations, compensation, benefits, payroll, training, performance management, and employment compliance.
Lead site workforce activities throughout the employee lifecycle, including staffing coordination, selection support, onboarding, assimilation, internal movement, and offboarding.
Respond to employee concerns and conduct objective, thorough, well-documented workplace investigations; consult senior HR leaders and legal counsel as appropriate.
Develop and execute tactical and strategic HR plans supporting workforce stability, labor needs, employee engagement, productivity, and changing operational priorities.
Evaluate HR policies, practices, and site processes and implement improvements that support consistency, efficiency, employee experience, and compliance.
Provide timely, fair, and confidential employee guidance while balancing employee needs with operational and business requirements.
Lead, coach, and develop assigned HR team members; set priorities, clarify accountability, monitor service levels, and build team capability.
Manage complex employee and labor relations matters from intake through resolution, using sound judgment, consistent practices, timely escalation, and appropriate documentation.
Coach and train supervisors and managers on leadership, union awareness, policy application, employee communication, documentation, conflict resolution, and people management.
Maintain knowledge of federal, state, and local employment requirements; identify and mitigate people-related risks, maintain accurate records, and coordinate with legal resources as needed.
Guide leaders on 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 addressing root causes with leaders.
Drive workforce and succession planning by analyzing staffing, turnover, absenteeism, skills gaps, and critical-role coverage, and partnering with leaders on talent pipelines and continuity plans.
Directly supervise at least one Human Resource Generalist.