Human Resources Manager

National DCP•Mount Holly, NJ

24d•Onsite

About The Position

National DCP is hiring a Human Resources Manager for its Westampton, New Jersey food and beverage distribution center operations. This on-site role provides ongoing HR support and consulting to assigned site leaders and employees across a broad range of HR matters, while serving as a change agent. The manager is expected to understand the company’s business, industry, culture, and competition and to align HR practices with operational priorities. The position partners with site leadership on workforce planning, employee experience, labor and employee relations, compliance, and business performance. It directly supervises at least one Human Resource Generalist and 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 centers in the U.S. 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 and mastery 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 to address complex workforce issues.
Self-directed and motivated; results- and process-oriented.
Strategic thinking and willingness to operate tactically day to day.
Ability to manage competing priorities and complete responsibilities within established budgets and deadlines.
Proficiency with Microsoft Office and HRIS systems.

Responsibilities

Partner with site leadership to align HR priorities with operational goals, workforce requirements, and business performance, and advise on employee relations, 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 that support workforce stability, labor needs, employee engagement, productivity, and changing operational priorities.
Evaluate HR policies, practices, and site processes and implement improvements to 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.
Manage complex employee and labor relations matters from intake through resolution, using sound judgment, consistent practices, appropriate documentation, and timely escalation.
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 risk, 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 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 building talent pipelines and continuity plans.
Directly supervise at least one Human Resource Generalist.
Travel periodically by air or car to other centers in the NDCP network in the U.S.