Sr. HR Manager

The Guitar Center Company•Frederick, MD

1d•Onsite

About The Position

The Sr. HR Manager serves as the on-site HR leader for Music and Arts Corporate Office, acting as a strategic and hands-on business partner to operations leadership. This role is responsible for aligning people strategies with operational priorities to support a safe, productive, engaged, and high-performing workforce. The Sr. HR Manager partners closely with site leadership to drive organizational effectiveness, strengthen leadership capability, manage employee relations, and ensure HR practices support both day-to-day execution and long-term business objectives. This role plays a critical part in translating business needs into practical workforce solutions, while ensuring consistent application of company policies, employment practices, and leadership expectations.

Requirements

Bachelor’s degree preferred in Human Resources, Business, or related field.
6+ years of progressive HR experience, ideally supporting distribution, warehouse, manufacturing, supply chain, or other high-volume operational environments.
Experience serving as an HR business partner to frontline and site leadership in a fast-paced setting.
Strong employee relations experience, including investigations, corrective action, and performance management.
Demonstrated ability to coach and influence leaders while balancing associate advocacy with business needs.
Strong business acumen and ability to connect people strategies to operational performance.
Strong communication, judgment, and problem-solving skills.
Ability to work on-site at the Music and Arts HQ.

Responsibilities

Partner with leadership to align people strategies with operational goals, workforce needs, and site priorities, ensuring HR is fully integrated into business decisions and daily execution.
Serve as a trusted advisor to leaders on organizational effectiveness, workforce planning, team structure, leadership capability, and change management in a fast-paced environment.
Lead employee relations matters for the site, including investigations, corrective action, conflict resolution, and risk assessment, ensuring fair and consistent outcomes.
Coach leaders on performance management, accountability, communication, and associate development to strengthen leadership effectiveness and drive a high-performance culture.
Use workforce and operational data to identify trends in turnover, attendance, staffing, engagement, and employee relations, and recommend actions that improve retention, productivity, and organizational health.
Partner with site leadership on staffing strategies, hiring plans, and onboarding processes to ensure the distribution center is equipped with the talent needed to meet operational demand.
Support talent development and succession planning efforts for key hourly and salaried roles, helping build bench strength and internal growth opportunities across the site.
Partner with shared services teams to ensure seamless delivery of HR programs, associate support, and people processes.
Monitor and improve key HR processes, ensuring alignment with company policies, labor laws, wage and hour requirements, and documentation standards.
Support a positive associate experience by helping leaders foster an environment of respect, accountability, safety, and engagement across the distribution center.