SR. HUMAN RESOURCE MANAGER

General Logistics Systems US, Inc.•Mesa, AZ

About The Position

GLS Group is one of the largest parcel services providers in Europe, with a strong local presence in almost all countries across the continent. It also operates through wholly owned subsidiaries in Canada and on the USA’s West Coast within one GLS network. This allows GLS to seamlessly connect its customers and communities with millions of parcels and stories every day. GLS’ network connects its markets with high velocity and flexibility to respond to their fast-changing and dynamic nature. The company provides high quality service tailored to its customers’ needs across more than 50 countries. The GLS network consists of over 120 hubs and more than 1,600 depots, supported by more than 36,700 vans, light vehicles and walkers, and 6,400 trucks. This offers network resilience, superior flexibility, and extended reach. In 2024/25, GLS generated record revenues of 5.9 billion euros and delivered 926 million parcels across the markets. For more information, visit www.gls-group.com. Requirements PRIMARY FUNCTION: The Senior Human Resources Manager is a strategic and operational leader responsible for developing, implementing, and managing HR policies, programs, and initiatives that support organizational goals. This role oversees employee relations, talent management, compliance, performance management, and organizational development, while serving as a trusted advisor to leadership and a champion of company culture.

Requirements

Bachelor’s degree in Human Resources, Business Administration, or related field (Master’s preferred).
7–10+ years of progressive HR experience, including management or business partner roles.
Experience managing complex employee relations and supporting senior leadership.
Proven background in organizational development and change management.
Professional HR certification strongly preferred (e.g., SHRM-SCP, SPHR).
Ability to work 40 hours per week or more if required
Ability to lift and/or carry up to 20 lbs. unassisted
May require repetitive use of arms, hands, and fingers
May require prolonged periods of sitting and/or driving throughout the workday
Willing to travel to various job sites and other locations
Valid driver's license and proof of insurability required when job duties require use of motor vehicle
Requires exercising discretion in the decision-making process and maintaining strict confidentiality concerning the vendor, employee and company proprietary related information

Nice To Haves

Professional HR certification strongly preferred (e.g., SHRM-SCP, SPHR).

Responsibilities

Partner with executive leadership to design and execute HR strategies aligned with business objectives.
Lead workforce planning, succession planning, and organizational development initiatives.
Provide data-driven insights using HR metrics and analytics to support decisions.
Oversee complex employee relations matters, including investigations, conflict resolution, and corrective actions.
Ensure compliance with federal, state, and local employment laws (e.g., FMLA, ADA, EEO, FLSA).
Maintain up-to-date knowledge of HR legislation and best practices.
Guide full-cycle recruitment for management and specialized roles.
Develop employer branding, DEI strategies, and retention programs.
Support onboarding and integration for new hires to drive early engagement and success.
Lead the performance review process, coaching leaders to effectively develop talent.
Provide guidance on goal setting, competency development, and career progression.
Advise on performance improvement plans and workforce adjustments.
Assess training needs and manage leadership development, compliance training, and skills-building programs.
Promote continuous learning and professional development across the organization.
Oversee compensation structures, job evaluations, and pay equity reviews.
Update and maintain employee handbook and HR policies.
Manage HRIS functions and ensure data integrity.
Champion initiatives that promote a positive, inclusive, and high-performing workplace.
Lead employee engagement surveys and action planning.
Facilitate communication between leadership and employees.