Senior HR Field Manager

Cencora•USA > CA > Remote, TX

2d•$93,500 - $187,000•Hybrid

About The Position

The Senior HR Field Manager partners with distribution operations and supply chain leaders across multiple sites to execute people strategies that enable business performance and operational excellence. Managing a field HR team, this role will be a trusted advisor leading workforce planning, talent management, employee relations, organizational effectiveness, and change initiatives while ensuring consistent application of HR programs, policies, and practices. Working collaboratively with HR Centers of Excellence and Shared Services, the Senior Field HR Manager helps build a highly engaged, capable, and productive frontline workforce that supports current and future business needs.

Requirements

Minimum 7+ years applicable experience
Experience leading frontline populations in supply chain, manufacturing, or retail operations
Experience with labor relations and negotiations experience
Familiar with the concepts of organizational design
Coaches managers in addressing ER/LR issues
Demonstrated ability advising on talent management and employee development plans
Understand and navigate the business and HR organization to deliver quality service
Experience on a team in merger, acquisition or divestiture
Experience leading a cross-functional project team or major project outside business unit group
Strong knowledge of Human Resources principles and practices, including workforce planning, talent management, organizational development, performance management, succession planning, and employee relations.
Demonstrated business acumen with the ability to understand organizational priorities, financial drivers, and operational objectives.
Ability to influence and consult with leaders at all levels of the organization on people-related strategies and initiatives.
Strong change management skills with the ability to support organizational transformations and guide leaders through change.
Excellent interpersonal, relationship-building, and collaboration skills.
Strong written, verbal, presentation, and facilitation communication skills.
Ability to analyze workforce and business data, identify trends, and translate insights into actionable recommendations.
Effective problem-solving and decision-making skills with the ability to manage complex and sensitive situations.
Strong organizational and project management skills with the ability to prioritize competing demands and meet deadlines.
Ability to maintain confidentiality and exercise sound judgment when handling sensitive employee and business information.
Proven ability to work effectively in a fast-paced, evolving environment while managing multiple priorities.
Proficiency in Microsoft Office applications, including Outlook, Word, Excel, PowerPoint, and Teams.

Responsibilities

Develop workforce plans aligned to business objectives and lead execution of talent strategies to support organizational growth.
Advise leaders on talent management, workforce planning, succession planning, and capability-building initiatives.
Partner with business leaders to design and implement organizational structures that drive effectiveness, performance, and scalability, including support for mergers, acquisitions, and reorganizations.
Serve as a trusted advisor to leaders on employee engagement, performance management, retention, and organizational development matters.
Lead and support change management initiatives to enable successful adoption of business and organizational changes.
Implement and drive consistent HR programs, policies, and standardized processes across the assigned business unit.
Partner with HR Centers of Excellence (COEs) to deliver talent acquisition, learning and development, compensation, performance management, and employee relations solutions.
Support succession planning and talent review activities to strengthen leadership pipelines and organizational capability.
Participate in the selection and assessment of candidates for key leadership and critical business roles.
Monitor workforce trends and organizational needs, providing recommendations to improve organizational effectiveness and business outcomes.
Support labor and employee relations activities, including the resolution of complex employee issues in partnership with the Associate Relations COE.
Collaborate with training and development partners to identify skill gaps and facilitate learning initiatives as needed.
Analyze workforce data and trends to provide insights and recommendations that support business decision-making.