Human Resources Supervisor

Wild Fork Foods•Lenoir, NC

6d•Onsite

About The Position

The Human Resources Supervisor serves as the primary HR partner for the Distribution Center, providing day-to-day support to employees and leaders across the employee lifecycle. This hands-on role fosters a positive employee experience, drives engagement, ensures compliance with company policies and employment laws, and delivers HR programs that support operational excellence. As the on-site point of contact for employees and management, the supervisor provides guidance on employee relations, performance management, staffing, training, benefits, compensation, leave administration, policy interpretation, and workplace concerns. The role partners with Operations leadership and Corporate HR teams to execute People strategies and build a strong workplace culture. The position is primarily based within a Distribution Center, with regular presence on the warehouse floor and interaction with employees across multiple shifts. Occasional schedule flexibility may be required to support business operations, employee investigations, training, and peak operational periods.

Requirements

At least 5 years of progressive Human Resources experience.
Experience handling employee relations, investigations, performance management, and compliance matters.
Strong knowledge of employment laws and HR best practices.
Ability to build trust and credibility with employees at all organizational levels.
Excellent interpersonal, communication, and conflict resolution skills.
Ability to balance employee advocacy with business objectives.
Strong organizational and problem-solving skills.
Comfort working in a fast-paced operational environment.
Proficiency in HRIS, payroll, and Microsoft Office applications.

Nice To Haves

Bachelor’s degree in Human Resources, Business Administration, Organizational Development, or a related field; equivalent combinations of education and experience may be considered.
Experience in a distribution center, manufacturing, logistics, warehouse, retail, or high-volume operations environment.
Prior supervisory or leadership experience.
Bilingual English/Spanish.

Responsibilities

Serve as the primary HR contact for Distribution Center employees and leaders, building relationships through floor presence and open communication.
Conduct employee relations investigations and recommend appropriate resolutions.
Coach and guide leaders on performance management, disciplinary actions, attendance, workplace conduct, and conflict resolution.
Support engagement initiatives, conduct stay and exit interviews and employee check-ins, identify trends, and respond to or escalate employee concerns.
Partner with Talent Acquisition and Operations leaders on hourly and salaried hiring, interviews, hiring events, and workforce planning.
Ensure a seamless onboarding experience, facilitate new-hire orientations, and ensure completion of required training and documentation.
Monitor staffing levels and support workforce planning for peak and seasonal operations.
Administer and enforce company policies, procedures, and employment practices, and support compliance with applicable employment laws and regulations.
Support leave administration, accommodations, workers’ compensation, and return-to-work processes with Corporate HR.
Maintain personnel records and employee data in HR systems; assist with audits, investigations, unemployment claims, and other employment matters.
Support compensation and benefits administration, answer employee benefits questions, and direct employees to appropriate resources.
Partner with Payroll to resolve pay concerns, attendance discrepancies, and timekeeping issues; support reviews, promotions, transfers, and other employee status changes.
Coordinate and facilitate training and development programs; identify training needs with leaders, track compliance training, and support required certifications and courses.
Support future-leader development through coaching, development planning, and succession initiatives.
Monitor workforce metrics such as turnover, absenteeism, vacancy rates, engagement, and employee relations trends; prepare reports and recommend improvements.
Identify opportunities to improve HR processes and employee support programs.
Supervise and coordinate HR support staff activities, if applicable.
Partner with Distribution Center leadership, participate in leadership meetings, contribute to workforce planning and business decisions, and support organizational change and continuous improvement initiatives.