Human Resources Manager

PACE Supply•San Francisco, CA

13d•$120,000 - $165,000•Hybrid

About The Position

Human Resources Manager – Join Our Dynamic Team at PACE Supply!At PACE Supply, we’re more than just a wholesale distributor in the plumbing industry — we’re a family-oriented company passionate about fostering a collaborative, inclusive, and innovative workplace. We’re seeking a Human Resources Manager to partner with leaders and employees across our multi-state operations. This role is perfect for a strategic and hands-on HR professional who thrives in a fast-paced environment and wants to make a meaningful impact on our people and business.The HR Manager partners with leaders and employees within assigned branches, departments, and business units to support the effective delivery of Human Resources programs, policies, and services. This position works closely with management to address employee relations matters, performance management, workforce planning, talent acquisition, employee development, and compliance with company policies and employment laws.You will collaborate with specialized HR teams (Talent Acquisition, Total Rewards, Talent Development, HRIS & Compliance, and Payroll) to deliver consistent support and practical solutions. This role requires regular travel to branches and distribution centers to build strong relationships, conduct investigations, facilitate training, and ensure consistent application of HR practices across the organization.

Requirements

Bachelor’s degree in Human Resources, Business Administration, or related field (or equivalent experience).
Minimum of 5–7 years of progressive Human Resources Management experience.
Minimum of 5–7 years of strong employee relations experience.
Prior supervisory or people leadership experience required.
Experience supporting multi-site / multi-state operations and partnering effectively with leaders across geographically dispersed locations.
Strong working knowledge of California employment laws and regulations, with the ability to interpret and apply federal, state, and local laws.
Experience interpreting and applying wage and hour laws (overtime, meal and rest breaks).
Hands-on experience administering leave programs (FMLA, CFRA, ADA, Workers’ Compensation, etc.) and managing the interactive process for accommodations.
Demonstrated experience conducting thorough workplace investigations involving harassment, discrimination, retaliation, policy violations, and other employment-related matters.
Proven ability to coach and advise managers on employee relations, performance management, corrective action, conflict resolution, and terminations.
Strong analytical, problem-solving, and decision-making skills with the ability to assess risk and provide practical, business-oriented HR solutions.
Excellent verbal, written, interpersonal, and customer service skills with the ability to communicate effectively at all levels of the organization.
Advanced proficiency in Microsoft Office Suite (especially Excel, Word, Outlook, and PowerPoint) and HRIS systems.
Strong organizational and time management skills with the ability to manage multiple priorities and work independently in a fast-paced environment.
Ability and willingness to travel extensively (up to 35%, including overnight travel) to support branch locations, distribution centers, and company initiatives.

Nice To Haves

SHRM-CP or SHRM-SCP certification is a plus.
Bachelor’s Degree in Human Resources or related field.
5–7+ years of experience in an HR Business Partner (HRBP) role.
Experience in distribution, manufacturing, construction supply, logistics, industrial, or retail industries.
SHRM-CP or SHRM-SCP certification (SHRM Talent Acquisition Specialty Credential a plus).

Responsibilities

Partner with managers and employees to address workplace concerns, provide guidance on company policies, resolve employee relations issues, and support a positive work environment.
Build trusted advisor relationships with business leaders by understanding operational goals, workforce challenges, and business priorities.
Analyze HR data and reports to identify trends and recommend improvements to personnel policies and practices.
Maintain records and compile statistical reports on personnel-related data (hires, transfers, performance appraisals, absenteeism, etc.).
Conduct monthly/quarterly meetings with assigned branches/divisions to proactively address issues, improve processes, and develop the talent pipeline.
Manage and resolve complex employee relations issues. Conduct effective, thorough, and objective investigations.
Handle understaffing issues, disputes, terminations, and disciplinary procedures.
Maintain in-depth knowledge of legal requirements related to day-to-day employee management to reduce legal risks and ensure compliance.
Conduct exit interviews, analyze turnover trends, and provide recommendations to improve employee engagement and retention.
Advise and train managers on best practices in employee relations and grievance handling.
Recommend annual budgets for people-related programs and monitor expenses against approved budgets.
Participate in the company’s annual workforce planning process.
Design job descriptions and position profiles in partnership with hiring managers and the Talent Acquisition team.
Recommend candidate sourcing strategies by region/state.
Monitor and provide feedback on third-party staffing partners (headhunters and temp agencies).
Partner with Talent Acquisition and hiring managers on candidate evaluation and selection.
Assess organizational, departmental, and individual training needs and recommend development initiatives.
Plan and conduct new employee orientation programs.
Work with line management to identify and develop high-potential employees for future leadership roles.
Partner with the Total Rewards team to identify compensation trends and provide data-driven recommendations for pay rate reviews.
Lead annual open enrollment meetings across all assigned branches, departments, and divisions.