Senior Human Resources Manager

Confidential Jobs; New York (NY); Hybrid; USD 120,000 - 160,000; Full time

Job summary

Confidential Jobs is seeking a Senior HR Manager to serve as a strategic partner for a large, fast-paced hourly workforce in warehousing, manufacturing, transportation, and logistics. You will lead a team of People Operations Partners and collaborate with the Senior Director, HR Business Partner on strategic and operational HR initiatives.

You will drive employee relations, HR operations, and people programs across multiple sites, setting direction and prioritizing work while personally handling

Qualifications

• 8+ years of progressive HR experience, including significant HR Business Partner or People Operations experience.
• 3+ years of people management or HR leadership experience.
• Strong background in employee relations, investigations, coaching, and risk mitigation.
• Experience supporting logistics, transportation, manufacturing, warehouse, or fleet operations, including CDL and/or non-CDL driver workforces, strongly preferred.
• Strong working knowledge of DOT regulations, Driver Qualification File (DQF) requirements, driver onboarding processes, and post-accident procedures preferred.
• Strong analytical skills with the ability to interpret HR metrics and develop meaningful insights.
• Working knowledge of multi-state employment laws, including FMLA, ADA, EEO, and wage and hour requirements.
• PHR/SPHR, SHRM-CP/SHRM-SCP, or related professional certification preferred.

Responsibilities

• Act as a senior HR partner to business leaders across manufacturing, warehousing, transportation, and logistics operations.
• Support the Senior Director, HR 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.
• 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 employee relations responsibilities across the team.
• Conduct regular check-ins, performance reviews, and development planning to build capability, consistency, and bench strength.
• Ensure People Operations Partners effectively manage employee relations cases, HR transactions, and manager support with accuracy, timeliness, and professionalism.
• Drive accountability for completion of employee relations documentation, investigations, follow-ups, and action plans.
• 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 locations.
• 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.
• 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.

Skills

Employee relations

People leadership

HR analytics

DOT regulations knowledge

Bilingual English/Spanish

Job description

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

This 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 in a warehouse, manufacturing, transportation, or logistics environment, with experience supporting an FMCSA-regulated driver workforce strongly preferred.

Key Responsibilities

Strategic HR Partnership

• Act as a senior HR partner to business leaders across manufacturing, warehousing, transportation, and logistics operations.
• Support the Senior Director, HR 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 employee relations responsibilities across the team.
• Conduct regular check-ins, performance reviews, and development planning to build capability, consistency, and bench strength.
• Ensure People Operations Partners effectively manage employee relations cases, HR transactions, and manager support with accuracy, timeliness, and professionalism.
• Drive accountability for completion of employee relations 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 locations.
• 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.

Qualifications

• 8+ years of progressive HR experience, including significant HR Business Partner or People Operations experience.
• 3+ years of people management or HR leadership experience.
• Strong background in employee relations, investigations, coaching, and risk mitigation.
• Experience supporting logistics, transportation, manufacturing, warehouse, or fleet operations, including CDL and/or non-CDL driver workforces, strongly preferred.
• Strong working knowledge of DOT regulations, Driver Qualification File (DQF) requirements, driver onboarding processes, and post-accident procedures preferred.
• Strong analytical skills with the ability to interpret HR metrics and develop meaningful insights.
• Working knowledge of multi-state employment laws, including FMLA, ADA, EEO, and wage and hour requirements.
• Bilingual English/Spanish is required.
• Experience leading HR programs across multiple sites.
• PHR/SPHR, SHRM-CP/SHRM-SCP, or related professional certification preferred.

Working Conditions

• Hybrid work schedule with four days in the office and one remote day per week.
• Requires walking the floor and engaging with employees across multiple shifts, with occasional early morning, late evening, or weekend support as needed.
• Position requires approximately 10–15% travel to other company locations and sites as needed.