Senior Manager - Human Resources

Wesco•Alsip, IL

20d•Onsite

About The Position

The Senior Manager of Human Resources leads onsite HR delivery at Wesco’s two warehouse facilities in Alsip, Illinois, supporting a workforce of more than 500 employees and more than 35 managers. Reporting to the VP of Human Resources for Supply Chain, Operations, IT & Digital, this role develops and executes the HR operating plan, aligning people priorities with operational goals to provide effective HR support and enable a safe, engaged, high-performing workforce. The role serves as a senior HR business partner to leaders, supervises the local HR team, leads hiring, onboarding, training, employee engagement, and retention efforts, and maintains a visible presence across shifts. It also leads employee relations and workplace investigations, partners with operational and support functions on safety and employee matters, monitors workforce and HR metrics, maintains compliance records, and develops onsite HR team members. Travel of up to 25% is required.

Requirements

Bachelor’s degree in Human Resources or a related field.
7–10 years in a Human Resources Business Partner position in a warehouse, distribution, manufacturing, or other high-volume hourly workforce setting.
Strong operational knowledge of HR best practices, including talent acquisition, performance management, succession planning, compensation, rewards and recognition, employee relations, and compliance in a supply chain, operations, or manufacturing setting.
Demonstrated ability to build partner relationships and influence without authority to drive programs related to people processes and strategy.
Ability to influence all levels of management and translate people strategy into business results.
Experience applying corporate guidelines, providing guidance, and making compensation recommendations.
Strong computer skills, including Microsoft Office, HRIS systems, workforce data, and reporting.
Understanding of culture and change management and how to integrate talent management into an organization’s strategic objectives.
Excellent interpersonal communication, facilitation, and presentation skills for communicating with all levels of management and staff.
Ability to execute large-scale initiatives in a complex, matrix environment while maintaining focus on the business and its customers.
Strategic planning, creative and innovative thinking, high intellect, sound judgment, and a substantial track record of getting results.
Ability to work independently or in a group setting.
Knowledge of employment law.
Ability to work well under deadline pressure and competing priorities.
Ability to travel up to 25%.

Responsibilities

Act as a senior HR business partner and trusted advisor to business and functional leaders on organizational effectiveness, workforce planning, employee engagement, and human capital priorities.
Supervise the local HR team, consisting of an HR manager and HR administrator, to support a staffed, stable, high-performing workforce.
Lead implementation of Project HIRE (Hire, Inspire, Retain & Engage) to improve talent acquisition, employee engagement, and retention.
Partner with operations leaders on onsite interviews, candidate calibration and selection, and onboarding activities.
Manage new-hire training and development programs.
Maintain a visible floor presence across all shifts and coach front-line leaders on consistent application of policies, including attendance, conduct, performance, and documentation.
Lead employee engagement initiatives.
Lead complex employee relations matters and workplace investigations, addressing concerns promptly, objectively, and consistently while mitigating labor, compliance, and retaliation risk.
Partner with Environmental Health and Safety, Workers’ Compensation, Benefits, and Operations on safety training, incident response, leave administration, accommodations, return-to-work, and emergency accountability.
Lead site performance, talent, succession, recognition, and engagement processes; deliver supervisor and role-based training and close required-training gaps.
Analyze staffing, vacancies, fill rate, overtime, turnover, absence, engagement, and retention trends, and turn findings into practical workforce and site action plans.
Maintain accurate compliance records, monitor HR operating metrics, ensure audit readiness, and provide guidance and development to onsite HR team members.