Human Resources Manager

Schnellecke Logistics USA•Vance, AL

About The Position

The Human Resources Manager / HR Business Partner supports multiple operational locations and advises site, regional, and functional leaders. This is a business-oriented, operationally involved HR leadership role focused on translating business priorities into practical workforce strategies and strengthening people practices across assigned sites. The manager leads employee relations, workforce planning, recruiting execution, leadership coaching, compliance, culture, engagement, and talent development, while directly leading assigned HR and recruiting team members. The role partners closely with Operations and HR leadership to improve workforce decisions, retention, accountability, and consistency of the employee experience. It combines strategic partnership and hands-on support, including visibility in operational settings, handling complex employee relations issues, coaching leaders, improving processes, and using workforce and operational data to guide action. The position supports multiple locations, departments, business units, or operational sites. Work takes place in office and operational environments such as warehouses, logistics, manufacturing, distribution, or supply chain settings. Travel between assigned locations is typically approximately 20%, depending on site footprint and business need. Flexibility may be needed to support multiple shifts, urgent employee relations matters, investigations, employee concerns, and time-sensitive business needs. The role may involve prolonged computer work and navigating offices, warehouse areas, production areas, and other operational spaces. Applicable safety requirements and PPE standards must be followed in operational areas.

Requirements

Six or more years of progressive HR experience, including HR Business Partner, HR Generalist, Employee Relations, or HR leadership experience.
Three or more years of experience leading HR and/or recruiting team members.
Experience supporting high-volume hourly workforces in logistics, manufacturing, warehouse, distribution, supply chain, 3PL, or other multi-shift operational environments.
Strong experience with employee relations, investigations, documentation, corrective action, compliance, accommodations, and policy interpretation.
Ability to coach leaders through performance, accountability, communication, conflict, and employee-relations challenges.
Experience with workforce planning, staffing models, recruiting execution, retention strategy, and labor-risk analysis.
Strong analytical skills and ability to use HR and operational data to identify problems, explain trends, and recommend solutions.
Ability to influence leaders, build trust, communicate clearly, and maintain confidentiality.
Comfort working in fast-paced, visible operational environments where priorities can shift quickly.
Strong judgment, urgency, ownership, and follow-through.
Ability to travel between assigned locations as needed; travel is typically approximately 20%.
Ability to support multiple shifts, urgent employee-relations matters, investigations, employee concerns, or time-sensitive business needs as required.
Ability to perform prolonged periods of computer work and access and navigate offices, warehouse areas, production areas, and other operational spaces.
A bachelor’s degree in Human Resources, Business Administration, Organizational Development, or a related field is preferred; equivalent progressive HR experience may be considered.

Nice To Haves

Bachelor’s degree in Human Resources, Business Administration, Organizational Development, or a related field.
PHR, SPHR, SHRM-CP, or SHRM-SCP certification.

Responsibilities

Partner with site, regional, and functional leaders to understand business priorities, operational risks, staffing needs, customer demands, and growth plans, and translate them into practical HR actions.
Lead workforce-planning discussions covering headcount, staffing models, labor demand, shift coverage, vacancies, turnover, succession risk, and workforce stability; help leaders create action plans for staffing challenges.
Oversee recruiting priorities, hiring targets, pipeline visibility, open-position recovery, time-to-fill, temporary labor conversion, and quality-of-hire review in partnership with Talent Acquisition and Operations.
Lead or advise on complex employee relations matters, investigations, corrective action, accommodations, complaints, sensitive exits, policy interpretation, and documentation; promote fair, consistent, compliant practices.
Coach leaders on accountability, communication, documentation, performance management, conflict resolution, employee concerns, workplace expectations, and employee-relations risk.
Use turnover, absenteeism, staffing, engagement, time-to-fill, early-tenure exit, employee-relations, and leadership data to identify root causes and recommend practical solutions.
Prepare dashboards, scorecards, business summaries, and action plans tied to workforce and operational outcomes.
Standardize HR processes, escalation routines, documentation expectations, compliance practices, HR tools, reporting cadence, and leader-support routines across assigned locations.
Support engagement frameworks, listening routines, communication standards, and follow-up expectations; help leaders take ownership of the employee experience.
Develop change plans, leader-readiness tools, communication guidance, risk controls, and adoption routines for organizational transitions, growth, restructuring, or workforce changes.
Support talent reviews, succession planning, internal movement, promotion readiness, leadership pipeline development, and individual development planning.
Lead assigned HR and recruiting team members by managing priorities, coaching performance, developing capability, strengthening service delivery, and ensuring accountability for HR execution.
Travel between assigned locations as needed and maintain a visible HR presence across sites and shifts.
Follow applicable safety requirements and PPE standards while in operational areas.