Sr. HR Manager

DeKalb Health; New York (NY); Hybrid; USD 175,000 - 200,000; Full time

Benefits offered by this job

Paid Time Off

401(k) Plan with Company Match

Company-Paid Life Insurance

Company-Paid Disability Coverage

Employee discounts

Career growth opportunities

Job summary

Baldor is seeking a Senior HR Manager to partner with operations across warehousing, manufacturing and logistics. You will lead a team of six People Operations Partners and drive employee relations, HR operations and people programs with high accountability.

You will partner with Legal, Compliance and Safety, manage high-risk investigations, and align HR strategies with business goals while supporting an hourly workforce in a fast-paced food distribution environment.

Qualifications

• 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 workforces 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).
• Experience leading HR programs across multiple sites.
• PHR/SPHR or SHRM-CP/SCP certification, or related certification(s).

Responsibilities

• 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.
• 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.
• 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.
• 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

HR leadership

Employee relations

HR analytics

Cross-site HR

Coaching

Analytical skills

Education

PHR/SPHR or SHRM-CP/SCP certification

Tools

HRIS knowledge

Job description

• Location 155 Food Center Drive,Bronx, NY, 10474,United States
• Base Pay $175,000.00 - $200,000.00 / Year
• Job Category Human Resources
• Employee Type Full-Time

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 (6) People Operations Partners, and collaborates closely with the Senior Director, HRBP 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 specifically in a warehouse, manufacturing and logistics environment, with experience supporting FMCSA regulated driver workforce.

Key Responsibilities:

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.

Qualifications:

• 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 workforces 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).
• Experience leading HR programs across multiple sites.
• PHR/SPHR or SHRM-CP/SCP certification, or related certification(s).

Working Conditions

• Hybrid work schedule- 4 days in office and 1 remote day.
• On-site visibility required in warehouse, production and transportation environments, including being comfortable in refrigerated warehouse setting.
• Requires walking the floor, engaging with employees across multiple shifts and occasional early morning, late-evening or weekend support.
• This role is based out of Baldor’s corporate headquarters in the Bronx but will require travel approximately 10–15% travel including visits to other sites/locations as needed.

#LI-AB1

#LI-Hybrid

Summary

About Baldor

Since our beginnings as part of the iconic Greenwich Village retail store, Balducci’s, Baldor has upheld its original promise—to curate and deliver the finest ingredients from around the world. For more than 30 years, we have supported the food industry using cutting-edge logistics, a modern supply chain, and an unwavering commitment to service. Today, we are the trusted distribution partner for top hotels, restaurants, country clubs, hospitals, nursing homes, and culinary professionals across the region.

Baldor is committed to supporting the well-being, stability, and long-term success of our employees. We offer a comprehensive and competitive benefits package, including:

• Paid Time Off: Vacation, sick time, paid company holidays & floating holidays
• 401(k) Plan with Company Match
• Company-Paid Life Insurance
• Company-Paid Short-Term & Long-Term Disability Coverage
• Employee discounts on Baldor products
• Career growth and development opportunities

Note: Benefits may vary based on position and employment status.

Join Our Team

If youwant to make an impact at a rapidly growing organization, we’d love to meet you. Apply today and help shape the future of specialty food distribution with Baldor!