Sr. HR Manager

Overview

The Senior Human Resources Manager is a key strategic partner responsible for supporting a large, fast-paced food manufacturing and distribution workforce across warehousing, manufacturing and logistics. This role serves as the primary escalation point for complex employee relations matters, provides direct leadership and oversight of a team of six People Operations Partners, and collaborates closely with the Senior Director, HRBP on strategic and operational HR initiatives.

The role is accountable for ensuring consistent, high-quality execution of employee relations, HR operations, and people programs across multiple sites. The Senior HR Manager sets direction, priorities, and performance expectations for the People Operations Partner team while maintaining hands-on involvement in sensitive and high-risk matters impacting the business. The ideal candidate brings strong experience supporting a high-volume hourly workforce specifically in a warehouse, manufacturing and logistics environment, with experience supporting FMCSA regulated driver workforce.

• Strategic HR Partnership:
  Act as a senior HR partner to business leaders across manufacturing, warehousing, and logistics operations. Support the Senior Director, HRBP in developing and executing HR and workforce strategies aligned with operational and business goals. Lead or support enterprise and site-level initiatives including organizational design, workforce planning, talent strategy, and change management. Leverage workforce data, trends, and KPIs to provide insights that improve engagement, performance, retention, and compliance.
• People Operations Partner Leadership:
  Directly manage, coach, and develop a team of six People Operations Partners supporting multi-shift, multi-site operations. Establish clear goals, priorities, and performance expectations for People Operations Partners, ensuring alignment with operational needs and HR objectives. Oversee workload distribution, task management, and execution of day-to-day HR and ER responsibilities across the team. Conduct regular check-ins, performance reviews, and development planning to build capability, consistency, and bench strength.
  
  Ensure People Operations Partners are effectively managing employee relations cases, HR transactions, and manager support with accuracy, timeliness, and professionalism. Drive accountability for completion of ER documentation, investigations, follow-ups, and action plans.
• Employee Relations &
  
  Risk Management:
  
  Serve as the primary escalation point for complex, sensitive, or high-risk employee relations matters. Lead and oversee investigations involving workplace complaints, misconduct, policy violations, ethics concerns, and performance issues. Ensure consistent application of company policies, labor practices, and corrective action standards across sites. Partner with Legal, Compliance, Safety, and senior leadership on matters involving legal risk, regulatory exposure, or reputational impact.
  
  Coach leaders and People Operations Partners on effective employee relations practices, documentation standards, and communication approaches.
• Operational & Workforce Support:
  Support site leadership in addressing labor challenges, headcount planning, attendance issues, shift performance, and organizational health. Review workforce trends related to turnover, absenteeism, engagement, leadership behaviors, and culture to identify risk areas and improvement opportunities. Ensure effective execution of HR programs including performance management, engagement surveys, recognition initiatives, and safety-related HR programs. Partner on talent development, succession planning, and leadership development for frontline, supervisory, and mid-level leaders.
  
  Drive consistency and alignment of HR practices, processes, and standards across all supported locations. Identify and implement continuous improvement opportunities within HR operations and people processes.

• 8+ years of progressive HR experience, including significant HRBP or people operations experience.
• 3+ years of people management or leadership experience.
• Strong background in employee relations, investigations, coaching, and risk mitigation.
• Experience supporting logistics, transportation or fleet operations, including CDL and/or non-CDL driver work forces strongly preferred.
• Strong working knowledge of DOT regulations, DQF requirements, driver onboarding processes, and post-accident procedures preferred.
• Strong analytical skills; ability to interpret HR metrics and develop meaningful insights.
• Knowledge of multi-state employment laws (FMLA, ADA, EEO, wage and hour).
• Bilingual (English/Spanish) strongly preferred for workforce support.
• Experience leading HR programs across multiple sites.
• PHR/SPHR or SHRM-CP/SCP certification, or related certification(s).

Hybrid work schedule – 4 days in office and 1 remote day. On-site visibility required in warehouse, production and transportation…