Corporate Human Resources Manager

Tree Brand Packaging, Inc; North Carolina; On-site; USD 110,000 - 140,000; Full time

Job summary

Tree Brand Packaging, Inc. seeks a Corporate Human Resources Manager to serve as the company’s primary HR practitioner, delivering consistent HR services across eight manufacturing sites in the Southeast.

You will report to the VP of Human Resources and collaborate with Administrative Services Managers to execute HR programs at the local level. You will lead employee relations, compliance, talent acquisition, performance management, compensation, benefits, and HRIS reporting while supporting EHS

Qualifications

• Bachelor’s degree in HR, business, or related field.
• 4–6 years of progressive HR experience covering talent acquisition, employee relations, compliance, performance management, and benefits administration.
• Manufacturing/industrial environment experience preferred.
• Working knowledge of federal, state employment laws.

Responsibilities

• Manage employee relations across eight sites, including investigations, discipline, grievances, terminations, and conflict resolution.
• Ensure compliance with federal, state, and local employment laws; manage EEOC/unemployment matters with legal counsel as appropriate.
• Lead full-cycle talent acquisition for salaried, hourly, and leadership roles; oversee onboarding and orientation across locations.
• Administer and coordinate performance management processes including goals, evaluations, and corrective actions; coach managers on documentation and conversations.
• Identify training and development needs; source or facilitate programs to build capability at all levels.
• Administer compensation and benefits programs; oversee open enrollment and employee communications; support payroll with Finance and ASM team.
• Maintain HRIS data integrity and reporting; analyze turnover, absenteeism, and other metrics.
• Manage workers’ compensation program: claim intake, case management, return-to-work, carrier communication.
• Support EHS execution at site level with safety training delivery, OSHA recordkeeping, and safety culture reinforcement.
• Collaborate with Administrative Services Managers to execute HR programs, policies, and initiatives at local sites.
• Conduct regular site visits to assess HR program execution and opportunities for improvement.
• Administer and communicate HR policies; update employee handbook and related docs; ensure changes are communicated.
• Support workforce planning with Operations and VP HR to anticipate staffing needs and succession for key roles.
• Prepare regular and ad hoc HR reports on headcount, compensation, turnover, and other metrics.

Skills

Employee relations

Compliance

Talent acquisition

Performance management

Benefits administration

HRIS

Payroll coordination

Training and development

Data analysis

Education

Bachelor’s degree in Human Resources, Business Administration, or related field

Tools

HRIS

Job description

Job Description

Summary and Objective:

The Corporate Human Resources Manager serves as the Company’s primary HR practitioner, responsible for the consistent execution of core human resources functions across eight manufacturing sites throughout the Southeast. Reporting directly to the VP of Human Resources, this role operates with meaningful independence and is expected to manage the full scope of day-to-day HR activity with sound judgment and a continuous improvement mindset. The Corporate HR Manager works collaboratively with the Administrative Services Managers (ASMs) stationed at each location, leveraging them as the field-level extension for executing corporate HR programs and initiatives across the organization.

Duties and Responsibilities:

1. 1. Manage all employee relations matters – including investigations, disciplinary actions, grievances, terminations, and conflict resolution – ensuring consistent, fair, and legally compliant outcomes across all sites
2. 2. Ensure company-wide compliance with federal, state, and local employment laws; maintain accurate HR records and documentation; and manage external matters such as EEOC charges and unemployment claims in coordination with legal counsel as appropriate
3. 3. Lead full-cycle talent acquisition for salaried, hourly, and leadership roles; oversee onboarding and orientation programs to ensure a consistent new hire experience across all locations
4. 4. Administer and coordinate performance management processes including goal setting, evaluation cycles, and corrective action; coach plant managers and supervisors on documentation practices and difficult conversations
5. 5. Identify training and development needs across the organization; source, coordinate, or facilitate programs that build capability at all levels and support employee growth
6. 6. Administer compensation and benefits programs in alignment with company guidelines and market data; oversee open enrollment and employee communications; support payroll accuracy in partnership with Finance and the ASM team
7. 7. Maintain and utilize the HRIS to ensure data integrity and reporting accuracy; track and analyze HR metrics including turnover, absenteeism, etc., surfacing trends and recommending action to the VP of Human Resources
8. 8. Manage the Company’s workers’ compensation program – including claim intake, case management, return-to-work coordination, and carrier communication – ensuring timely and compliant resolution in partnership with EHS leadership
9. 9. Support EHS execution at the site level by coordinating with the ASM team on safety training delivery, OSHA recordkeeping, and reinforcement of safety standards and culture
10. 10. Collaborate with the Administrative Services Managers to execute corporate HR programs, policies, and initiatives at the local level; provide guidance, resources, and follow-up to ensure consistency and compliance across all eight sites
11. 11. Conduct regular site visits to build relationships with plant leadership and employees, assess HR program execution, and identify opportunities for improvement
12. 12. Administer and communicate HR policy; conduct regular reviews and updates to the employee handbook and related documentation; ensure changes are effectively communicated to all stakeholders
13. 13. Support workforce planning efforts by partnering with Operations and the VP of Human Resources to anticipate staffing needs, address pipeline gaps, and assist with succession planning for key roles
14. 14. Manage HRIS data and HR reporting; prepare regular and ad hoc reports on headcount, compensation, turnover, and other workforce metrics as requested by the VP of Human Resources or senior leadership
15. 15. Serve as a reliable, approachable HR resource for employees and managers at all levels – handling inquiries with professionalism, discretion, and a commitment to building a positive, compliant, and consistent workplace culture

Minimum Required Qualifications:

• § Bachelor’s degree in Human Resources, Business Administration, or a related field
• § Minimum of 4–6 years of progressive human resources experience with demonstrated exposure to core HR disciplines including talent acquisition, employee relations, compliance, performance management, and benefits administration
• § Prior HR experience in a manufacturing, industrial, or production-based environment preferred
• § Working knowledge of federal, stat