Senior Human Resources Manager

Gerber Childrenswear • Greenville, SC

1d • Onsite

About The Position

The Senior Human Resources Manager leads the Human Resources function for Gerber Childrenswear and serves as a trusted advisor to the CEO and leadership team. The role translates business priorities into HR plans, strengthens leadership capability, and leads culture and organizational change. It combines strategic leadership with hands-on responsibility for employee relations, compliance, talent management, compensation, and HR operations. The position directly supervises the Payroll & Benefits Coordinator and oversees payroll, benefits, HR systems, and office support.

This is a full-time, primarily on-site position in Greenville, South Carolina. Occasional business travel may be required. Regular work involves computer and desk tasks, with occasional standing, walking, and handling office materials.

Requirements

• Bachelor’s degree in Human Resources, Business Administration, or a related field.
• At least 8 years of progressive HR experience, including at least 3 years in HR leadership with staff supervision.
• Demonstrated experience leading culture change and guiding employees through organizational change, with measurable outcomes.
• Experience in employment law, HR compliance, complex investigations, compensation, benefits, payroll controls, performance management, workforce planning, and organizational change.
• Advanced Excel skills and proficiency with Word, PowerPoint, Outlook, and Teams.
• Experience with Paycor or a comparable HRIS, and with reporting and analysis of workforce trends and employee feedback.
• Welcoming, approachable style, with active listening, empathy, clear communication, coaching, and conflict-resolution skills.
• Ability to build trust, follow through, and balance care for employees with consistent standards.
• Ability to advise executives, influence leaders, lead change, manage competing priorities, supervise and develop staff, maintain confidentiality, and translate feedback and data into practical action.

Nice To Haves

• SHRM-SCP, SPHR, SHRM-CP, or PHR certification.
• Experience supporting multiple business locations or entities.

Responsibilities

• Advise the CEO and leadership team on organizational priorities, workforce needs, and complex people decisions, and recommend practical actions aligned with business objectives.
• Develop and lead an annual HR plan with priorities, owners, timelines, and progress measures; review results and emerging needs with leadership.
• Develop, interpret, and maintain HR policies, procedures, the employee handbook, job descriptions, and job classifications, ensuring consistent application.
• Oversee HR compliance and required reporting, coordinating with appropriate partners on employment, equal opportunity, pay, leave, benefits, workplace safety, privacy, and recordkeeping requirements.
• Coordinate employment-related audits, affirmative action activities where applicable, and immigration or visa renewal matters with appropriate partners.
• Lead culture-change initiatives to strengthen trust, collaboration, accountability, and the employee experience; use listening sessions, engagement surveys, exit feedback, and HR data to identify priorities.
• Partner with the CEO and leaders to define workplace behaviors and implement action plans with clear ownership and progress measures.
• Develop change plans for organizational, process, and system changes; assess employee impact, align leaders, explain the purpose, prepare managers, and support employees through implementation.
• Maintain a visible, welcoming HR presence; listen without judgment, respond promptly, explain decisions, and follow through.
• Coach leaders to address resistance constructively and model expected behaviors; monitor adoption and employee feedback, report progress, and adjust actions.
• Lead complex employee relations matters, workplace investigations, conflict resolution, corrective action, and separations with fairness, discretion, and sound judgment.
• Coach leaders on difficult conversations, performance expectations, and employee development; address concerns early and reinforce consistent accountability.
• Own mid-year and year-end performance evaluation cycles, performance improvement processes, retention initiatives, and succession planning.
• Lead recruitment, including job descriptions, compensation benchmarks, postings, screening, assessments, references, background checks, and offers.
• Create a welcoming onboarding experience, including orientation and 30-day touch-base meetings; coordinate temporary office staffing needs.
• Develop leadership and management training to strengthen coaching, communication, and the ability to lead teams through change.
• Manage compensation reviews, salary benchmarking, merit planning, and bonus programs; prepare HR budgets and workforce forecasts with business leaders.
• Translate headcount, turnover, retention, compensation, and engagement data into recommendations and action plans; report progress to leadership.
• Serve on the benefits committee and review program offerings, costs, and improvement opportunities with internal and external partners.
• Oversee appropriate use of ActivTrak and related workforce reporting consistent with company policy.
• Supervise, coach, prioritize work for, and evaluate the Payroll & Benefits Coordinator; set service expectations, develop capabilities, and ensure continuity of service.
• Oversee biweekly payroll processing and reporting, maintain review controls, and provide payroll backup when needed.
• Oversee health, welfare, retirement, and voluntary benefits; COBRA, FMLA, and leave administration; workers’ compensation; and related audits.
• Ensure accurate HRIS records, Paycor onboarding events, I-9 management, employee files, and compliance reporting.
• Oversee recognition, wellness, social, and safety committee activities; company events and employee communications, including newsletters, bulletin boards, and Friday updates.
• Oversee office administration and facilities support, including supplies, mail, filing, remodeling coordination, travel, Concur access, and invoice or budget administration.
• Perform other duties as assigned consistent with the position’s responsibilities.

Benefits

• Competitive compensation.
• Health and wellness programs and offerings.
• Time away from work to support family, hobbies, health, and recharging.
• Personal and professional development opportunities and support.
• Financial benefits, programs, and education to help employees protect income, pay expenses, and invest in the future.
• Generous 401(k) match.
• Discounts to the company and related companies.

What This Job Offers

• Job Type: Full-time
• Career Level: Senior