District Human Resources Manager - Parsippany

We are excited to launch a new position to support our district field teams and collaborate with leadership to execute and implement human capital strategy. At Penske, we look for dedicated individuals who thrive in a collaborative environment. If you have HR functional experience and skills—such as managing associate performance, leading difficult discussions, developing associates, and anticipating evolving business needs—we are interested in hearing from you, including if this experience was gained during time spent in a Penske operational role.

This position will be an important member of the District Leadership team supporting a district comprised of multiple locations across a geography that includes key cities such as North Bergen, Parsippany, South Kearny (NJ), Elmsford, and Manhattan (NY). In this role, you will collaborate with the District Leadership team to foster a culture of engagement where all associates feel supported to do their best work and enjoy a sense of pride and commitment. You will tailor regional human capital plans to enable an engaged workforce to meet customer needs while implementing HR practices and processes that align with organizational initiatives, mitigate risk, and ensure compliance.

This is an individual contributor role reporting directly to the District Manager, with a dotted line to the Area Human Resources Manager. The position requires 30-50% travel within the district, including overnight stays as needed, and will be based primarily at an assigned field location.

Responsibilities

• Retention and New Associate Experience
  • Administer and facilitate the District’s New Associate Experience onboarding program.
  • Lead, coach, and support onboarding Ambassadors throughout the district.
  • Support and train managers to ensure new associates receive appropriate support during onboarding.
  • Identify trends and areas for improvement using data from the onboarding program, exit interviews, and associate feedback.
  • Propose solutions to address local retention challenges in collaboration with the Area Human Resources Manager and District Manager.
• Talent Management
  • Guide district team development by coaching leaders in people management, process, and functional associate development.
  • Coach supervisors and managers on creating and following through on impactful development plans.
  • Monitor development plans to ensure progress and escalate to the District Manager if course correction is needed.
  • Prepare documents and reports for district-level succession planning and quarterly talent review discussions.
  • Execute the Area training plan, partnering with location leaders to ensure associates receive and complete functional training.
  • Deliver new supervisor/manager onboarding and role training.
  • Facilitate just-in-time training and coaching of leaders during mid-year check-ins, annual performance reviews, and merit processes.
  • Ensure technical training occurs consistently across the workforce.
• Talent Acquisition and Workforce Planning
  • Collaborate with all departments to identify and propose appropriate staffing levels based on growth trends and workforce planning tools.
  • Provide staffing support to leadership by collaborating on recruiting efforts, including building local technical school, university, and college partnerships.
  • Create a connection between field recruiters and the District Manager to develop and prioritize recruiting strategies.
• Associate and Labor Relations
  • Proactively build relationships at locations to support a positive culture and engaging environment.
  • Develop and sustain a workplace that reflects our Employee Value Proposition by:
    • Advising associates and management on the interpretation of human resources policies, programs, procedures, and collective bargaining agreements.
    • Participating in investigations of associate concerns, preparing summaries, and collaborating with the Area HR Manager on recommendations.
    • Supporting Area HR Managers in partnering with Labor Relations, conducting location risk assessments, and reinforcing Positive Associate Relations training goals.
• HR Expertise and Compliance
  • Remain aware of employment laws applicable to locations, including state and local paid sick leave laws.
  • Effectively communicate and follow up to maintain required legal compliance through regular analysis and ensure consistent practices are followed according to Penske policies.
  • Focus on compensation parity, wage-hour, I-9, and Associate Handbook acknowledgment compliance.
  • Ensure all company and legally mandated training obligations are met, including Harassment Prevention, Reasonable Suspicion, and Workplace Violence training.
  • Escalate compensation issues to the Area HR Manager and work with centralized compensation teams to address them.
  • Partner with specialized, dedicated corporate resources for issues such as diversity & inclusion, leave of absence, accommodations, benefits, unemployment, workers compensation, and safety.
• Acquisitions and New Business Opportunities
  • Lead the integration, execution, and follow-up needed to successfully assimilate new associates into our culture.
  • Provide ongoing support for the integration process through consistent onsite meetings, onboarding, staffing, and training.
• Other projects and tasks as assigned by supervisor.

Qualifications

• At least 3 years of experience in a Human Resources role (generalist, specialist, recruiting) required; relevant field operations experience will be considered for internal candidates with at least 3 years of demonstrated success at Penske.
• Bachelor’s degree required.
• SHRM or HRCI Certification(s) preferred (e.g., PHR, SHRM-CP).
• Some knowledge of employment law and regulatory compliance issues preferred (additional knowledge may be required in certain states, such as CA, MA, WA, OR).
• Demonstrated presentation skills, including strong oral and written communication capabilities; ability to clearly convey compelling messages.
• Ability to collect, compile, and analyze information and data.
• Strong interpersonal skills to establish and maintain working relationships.
• High level of honesty, integrity, and ethics.
• Proficiency in computer software programs, including Microsoft Word, Excel, and PowerPoint; basic understanding of enterprise-wide HRIS systems.
• Valid Driver’s License and willingness to travel 30-50% within the home district, including overnight travel as necessary.

Benefits

This role includes a robust onboarding and role development plan to help you advance your HR skills, including support for obtaining SHRM-CP or HRCI-PHR certification within 12 months of accepting the position. Penske offers a competitive salary with bonus eligibility, strong benefits and retirement programs, and a company service vehicle.

Our comprehensive benefits plan supports associates and their families in staying happy, healthy, and secure. For more details, visit penske.jobs/benefits.

Pay

$69,300 - $93,500 yearly

Physical Requirements

The physical and mental demands described here are representative of those that must be met by an associate to successfully perform the essential functions of this job. Reasonable accommodations may be made to enable individuals with disabilities to perform these functions.

• Ability to read, communicate verbally and in writing, remember and analyze information, and understand instructions or guidelines.
• While performing the duties of this job, the associate may be required to stand, walk, and sit.
• Frequent use of hands to touch, handle, and feel, and to reach with hands and arms.
• Occasional lifting and/or moving of up to 25 lbs/12 kg.
• Specific vision abilities required include close vision, distance vision, peripheral vision, depth perception, and the ability to adjust focus.