HR Manager

About the Role

We are seeking a strong, business-minded Human Resources Manager / HR Business Partner to support multiple operational locations and serve as a trusted advisor to site, regional, and functional leaders. This is not a traditional administrative HR role. This position is designed for an HR leader who understands operations, builds credibility with frontline and senior leaders, uses data to identify people risks, and helps translate business priorities into practical workforce strategies.

What You’ll Do

• Strategic HR Partnership
• Partner with site, regional, and functional leaders to understand business priorities, operational risks, staffing needs, customer demands, and growth plans. Translate those priorities into practical HR actions that support performance, retention, compliance, and culture.
• Workforce Planning and Staffing Strategy
• Lead discussions around headcount, staffing models, labor demand, shift coverage, vacancies, turnover, succession risk, and workforce stability. Help leaders anticipate staffing challenges and build realistic action plans.
• Recruiting Leadership
• Oversee recruiting priorities, hiring targets, pipeline visibility, open-position recovery, time-to-fill, temporary labor conversion, and quality-of-hire review. Partner with Talent Acquisition and Operations to ensure recruiting strategies support site-level workforce needs.
• Employee Relations and Compliance
• Lead or advise on complex employee relations matters, investigations, corrective action, accommodations, complaints, sensitive exits, policy interpretation, and documentation. Ensure fair, consistent, and compliant practices across assigned locations.
• Leader Coaching
• Coach leaders on accountability, communication, documentation, performance management, conflict resolution, employee concerns, workplace expectations, and ER risk. Help build leadership capability at the site and regional level.
• People Analytics and Risk Management
• Use turnover, absenteeism, staffing, engagement, time-to-fill, early-tenure exit, ER, and leadership data to identify root causes and recommend practical solutions. Prepare dashboards, scorecards, business summaries, and action plans tied to workforce and operational outcomes.
• HR Governance and Consistency
• Standardize HR processes, escalation routines, documentation expectations, compliance practices, HR tools, reporting cadence, and leader support routines across assigned locations.
• Culture, Engagement, and Employee Experience
• Support engagement frameworks, listening routines, communication standards, and follow-up expectations. Help leaders own the employee experience while ensuring HR provides structure, guidance, and accountability.
• Change Management
• Develop change plans, leader-readiness tools, communication guidance, risk controls, and adoption routines for organizational transitions, growth, restructuring, or workforce changes.
• Talent and Capability Development
• Support talent reviews, succession planning, internal movement, promotion readiness, leadership pipeline development, and individual development planning.
• People Leadership
• Lead assigned HR and Recruiting team members by managing priorities, coaching performance, developing capability, strengthening service delivery, and ensuring accountability for HR execution.

Who We're Looking For

We are looking for an HR leader who can operate at both the strategic and hands-on level. The right person can move from a workforce-planning discussion with senior leaders to an employee relations matter on the floor, then turn data into a clear recommendation for action. Strong candidates will bring:

• Six or more years of progressive HR experience, including HR Business Partner, HR Generalist, Employee Relations, or HR leadership experience.
• Three or more years of experience leading HR and/or Recruiting team members.
• Experience supporting high-volume hourly workforces in logistics, manufacturing, warehouse, distribution, supply chain, 3PL, or other multi-shift operational environments.
• Strong employee relations, investigations, documentation, corrective-action, compliance, accommodation, and policy-interpretation experience.
• Ability to coach leaders through performance, accountability, communication, conflict, and employee relations challenges.
• Experience with workforce planning, staffing models, recruiting execution, retention strategy, and labor-risk analysis.
• Strong analytical skills with the ability to use HR and operational data to identify problems, explain trends, and recommend solutions.
• Ability to influence leaders, build trust, communicate clearly, and maintain confidentiality.
• Comfort working in fast-paced, visible, operational environments where priorities can shift quickly.
• Strong judgment, urgency, ownership, and follow-through.

Qualifications

A bachelor’s degree in Human Resources, Business Administration, Organizational Development, or a related field is preferred. Equivalent progressive HR experience may be considered. PHR, SPHR, SHRM-CP, or SHRM-SCP certification is preferred.

Why Join Us

This is an opportunity to step into a highly visible HR leadership role where your work directly impacts staffing, retention, leadership effectiveness, employee experience, compliance, and operational performance. You will have the opportunity to help strengthen a more proactive HR partnership model, develop HR and Recruiting talent, support operational leaders, and influence how people strategy is executed across multiple locations.

Equal Employment Opportunity

Schnellecke is an Equal Opportunity Employer. We are committed to providing equal employment opportunities to all employees and applicants without regard to race, color, religion, sex, national origin, age, disability, veteran status, genetic information, or any other protected status in accordance with applicable law.