Manager, Human Resources - Hybrid

XPO•New York, NY

3d•$109,960 - $137,449•Hybrid

About The Position

The Manager, Human Resources at XPO will translate business priorities into practical people, talent, and organizational strategies that improve performance and support sustainable growth. This role involves providing guidance on employee relations, workplace concerns, and performance issues, partnering with leaders, Legal, and other stakeholders. The manager will administer the performance management cycle, coach leaders, and use workforce data to identify risks and opportunities. They will shape workforce plans, talent strategies, succession priorities, and development actions. This position also leads HR support for organizational change, serves as the primary HR leader for an assigned office location while supporting a geographically dispersed client portfolio, and develops trusted relationships with leaders by providing candid counsel and challenging assumptions. The role involves facilitating talent reviews, succession discussions, and development planning, building credibility through business acumen, and assessing organizational effectiveness to recommend changes to structure, roles, and operating models.

Requirements

Bachelor’s degree in Human Resources, business, organizational development, or a related field, or equivalent related work experience
5 years of progressive experience in Human Resources, business operations, talent, learning and development, organizational effectiveness, change management, employee experience, or a related enablement function
Experience coaching and influencing leaders at varying levels of the organization, providing candid counsel and helping navigate complex people and organizational decisions
Demonstrated ability to translate business priorities into practical workforce, talent, organizational, or operational actions
Experience using business metrics, workforce analytics, and/or employee feedback to identify issues, shape recommendations, influence decisions, and measure impact
Experience designing or improving programs, processes, tools, or experiences that increase organizational effectiveness and easier for employees and leaders
Experience handling sensitive people, performance, or workplace matters with sound judgment, discretion, and appropriate escalation
Direct experience serving as an HR or people advisor for a corporate function, business portfolio, or local site
Excellent judgment, discretion, follow-through, and the ability to maintain confidentiality
Proficiency with Microsoft Office and the ability to quickly learn new technology and HR systems
Ability to travel as required for the assigned portfolio

Nice To Haves

Knowledge of employment law and experience navigating sensitive employee relations or workplace matters
PHR, SPHR, SHRM-CP, SHRM-SCP, or another relevant professional certification
Experience supporting a corporate, multi-site, logistics, transportation, or fast-paced operating environment
Experience identifying opportunities to improve work through process redesign, automation, technology, or AI
Knowledge of immigration processes and practices
Clear, concise written and verbal communication skills, including the ability to present complex information to varied audiences

Responsibilities

Translate business priorities into practical people, talent, and organizational strategies that improve performance and support sustainable growth.
Provide guidance on employee relations matters, workplace concerns, and performance issues, partnering with leaders, Legal, and other stakeholders to ensure fair, consistent, and ethical outcomes through sound judgment, HR expertise, and courageous advocacy.
Administer the performance management cycle and coach leaders to set clear expectations, provide meaningful feedback, address performance concerns, and strengthen team performance.
Use workforce data, business insights, and operational trends to identify risks, uncover opportunities, and influence better decisions.
Shape workforce plans, talent strategies, succession priorities, and development actions that build the capabilities the business needs.
Lead HR support for organizational change, helping leaders communicate effectively, manage transitions, and sustain trust and organizational effectiveness.
Serve as the primary HR leader for the assigned office location while supporting a geographically dispersed client portfolio, ensuring consistent execution of HR processes and people practices.
Develop trusted relationships by listening closely, anticipating needs, tailoring support to the situation, and delivering on commitments.
Serve as a trusted advisor to leaders by providing candid counsel, challenging assumptions when appropriate, and helping navigate complex people, talent, and organizational decisions.
Facilitate talent reviews, succession discussions, and development planning efforts that strengthen organizational capability and leadership pipelines.
Build credibility through business acumen, anticipating talent implications and connecting people decisions to operational and business outcomes.
Assess organizational effectiveness and recommend changes to structure, roles, spans, layers, team design, and operating models that improve business outcomes and employee experience.