Human Resources Manager

Schnellecke; Vance (AL); On-site; USD 90,000 - 120,000; Full time

Job summary

Schnellecke is seeking a strategic HR Manager / HR Business Partner to support multiple operational locations and advise site, regional, and functional leaders. This role emphasizes workforce planning, recruiting leadership, and strong employee relations in a fast-paced logistics environment.

The ideal candidate will guide talent development, coaching leaders, and translating business priorities into practical HR actions across shifts and sites. Travel up to 20% is expected.

Qualifications

• Six+ years of progressive HR experience including HRBP/Generalist/ER or HR leadership.
• Two+ years leading HR and/or Recruiting teams.
• Experience with high-volume hourly workforces in logistics, manufacturing, or multi-shift environments.
• Strong employee relations, investigations, documentation, and policy interpretation.
• Ability to coach leaders through performance, accountability, and ER challenges.
• Experience with workforce planning, staffing models, retention strategies, and labor-risk analysis.
• Strong analytical skills using HR and operational data to identify problems and trends.
• Ability to influence leaders, maintain confidentiality, and build trust.
• Comfort in fast-paced, visible operational environments with shifting priorities.

Responsibilities

• Strategic HR partnership with site, regional, and functional leaders to translate business priorities into HR actions.
• Lead workforce planning and staffing strategy to address headcount, vacancies, turnover, and succession risk.
• Oversee recruiting priorities, time-to-fill, and quality-of-hire in collaboration with Talent Acquisition.
• Lead employee relations and compliance across assigned locations with consistent processes.
• Coach leaders on accountability, communication, performance management, and ER risk.
• Use HR and operations data to identify root causes and propose practical solutions.
• Standardize HR processes, escalation routines, and reporting across locations.
• Support culture, engagement, and employee experience initiatives.
• Develop change plans and leadership readiness for organizational transitions.
• Lead HR and Recruiting teams, ensuring service delivery and accountability.

Skills

HRBP

Employee Relations

Workforce Planning

Recruiting Leadership

Leadership Coaching

Compliance

People Analytics

Change Management

Culture & Engagement

Talent Development

Education

Bachelor's degree in HR or related field

Tools

HRIS

ATS

Job description

About this position

Description:

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.

The HR Manager will play a critical role in supporting high‑volume, multi‑shift operations by leading employee relations, workforce planning, recruiting execution, leadership coaching, compliance, culture, engagement, and talent development.

This role also directly leads assigned HR and recruiting team members, ensuring strong HR service delivery, consistent documentation, clear priorities, and effective support across assigned sites. The ideal candidate is comfortable being visible in the operation, working through complex employee relations matters, coaching leaders, improving processes, and helping build a more proactive and consistent HR partnership model.

What You’ll Do

As the HR Manager / HR Business Partner, you will partner closely with Operations and HR leadership to align people practices with business needs. You will help leaders make better workforce decisions, improve retention, strengthen accountability, and create a consistent employee experience across locations. Key responsibilities include:

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.

Requirements:

What 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.

Requirements

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. Who Will Be Successful in This RoleThis role is a strong fit for someone who:

• Wants to be a true business partner, not just a policy administrator.
• Enjoys working directly with Operations and frontline leadership.
• Can balance employee advocacy with business accountability.
• Is confident handling difficult conversations and complex ER matters.
• Uses data to tell the story behind staffing, retention, engagement, and leadership trends.
• Knows how to create structure, consistency, and follow‑up in a fast‑moving environment.
• Can lead and develop HR and Recruiting team members while also personally owning critical work.
• Is comfortable being visible across multiple sites and shifts.

This role may not be the right fit for someone seeking a desk‑only HR position or a highly centralized corporate HR role with limited operational involvement.

Work Environment and Travel

This position supports multiple locations, departments, business units, or operational sites. Work is performed in both office and operational environments, including warehouse, logistics, manufacturing, distribution, supply chain, or similar settings. The HR Manager must be able to travel between assigned locations as needed and maintain a visible HR presence across sites. Travel is typically expected to be approximately 20%, depending on site footprint and business need. Flexibility may be required to support multiple shifts, urgent employee relations matters, investigations, employee concerns, or time‑sensitive business needs. The role may require prolonged periods of computer work and the ability to access and navigate offices, warehouse areas, production areas, and other operational spaces. All applicable safety requirements and PPE standards must be followed while in operational areas.

Why Join UsThis 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.
For an HR leader who enjoys solving real business problems, building leadership capability, and creating consistent people practices in a fast‑paced operational environment, this role offers meaningful impact and strong professional challenge.

Equal Employment OpportunitySchnellecke 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.