In PersonPeriodic travel to other centers in the U.S. is required.
People & HRHR Generalist & Employee Relations
About the job
Requirements
A Bachelor's Degree in human resources or organizational development is required.
A minimum of 5 years of experience resolving complex employee relations issues in an operational environment is required.
Demonstrated knowledge and mastery of employee and union relations, diversity, performance management, organizational development, and federal and state employment laws is required.
Strong familiarity with the Family and Medical Leave Act, labor relations, and related state and federal regulations is required.
Excellent interpersonal, consulting, conflict, and change management skills are required.
Professional-level verbal and written communication and presentation skills are required.
Demonstrated general business acumen associated with operational environments is required.
Ability to develop and maintain strong working relationships to gain alignment and achieve results is required.
Ability to envision, develop, and implement strategies addressing complex workforce issues is required.
Ability to manage competing priorities and accomplish assigned responsibilities within established budgets and deadlines is required.
Proficiency in Microsoft Office and human resources information systems is required.
Responsibilities
Partner with site leadership to align human resources priorities with operational goals, workforce requirements, and business performance, providing guidance on employee relations, labor relations, compensation, benefits, payroll, training, performance management, and employment compliance.
Lead site-level workforce activities across the employee lifecycle, including staffing coordination, selection support, onboarding, assimilation, internal movement, and offboarding.
Respond to employee concerns and conduct objective, thorough, and well-documented workplace investigations, consulting senior human resources leaders and legal counsel as appropriate.
Develop and execute tactical and strategic human resources plans supporting workforce stability, labor needs, employee engagement, productivity, and changing operational priorities.
Evaluate human resources policies, practices, and site processes and implement improvements that strengthen consistency, efficiency, employee experience, and compliance.
Provide employees with timely, fair, and confidential guidance while balancing employee needs with operational and business requirements.
Lead, coach, and develop assigned human resources team members; establish priorities, clarify accountability, monitor service levels, and build capability to meet site needs.
Manage complex employee and labor relations matters from intake through resolution, applying sound judgment, consistent practices, timely escalation, and appropriate documentation.
Coach and train supervisors and managers on leadership, union awareness, policy application, employee communication, documentation, conflict resolution, and day-to-day people management.
Maintain current knowledge of federal, state, and local employment requirements; identify and mitigate people-related risk; maintain accurate records; and coordinate with internal or external legal resources when needed.
Guide leaders through performance management, including goal setting, feedback, coaching, development planning, attendance management, corrective action, and separation decisions.
Strengthen employee engagement, communication, morale, and retention by identifying workplace trends, facilitating action planning, and partnering with leaders to address root causes.
Drive workforce and succession planning by analyzing staffing levels, turnover, absenteeism, skills gaps, and critical-role coverage; partner with leaders to build talent pipelines and continuity plans.
Directly supervise at least one Human Resource Generalist.
Travel periodically by air or car to other centers in the U.S.
Overview
Human Resources Manager
Location: Westampton, NJ- On-site
Food/ Beverage Distribution Center Operations
Schedule: Monday through Friday; day hours
Compensation: Exempt Salary $120k to $130k + 10% bonus
Take your career to the next level with NDCP!
Company Overview:
National DCP, LLC (NDCP) is hiring talented and driven professionals to join our growing team. We’re a $3 billion supply chain leader supporting over 10,000 Dunkin’ restaurants across the U.S. Our team powers one of the most recognized quick-service brands through innovative logistics, reliable service, and high-quality product distribution. Known for delivering real value and operational excellence, NDCP is at the forefront of supply chain management—and we’re looking for passionate individuals to help us keep moving forward.
Position Overview:
The Manager, Human Resources provides ongoing Human Resources (HR) support and consulting to assigned site leadership and employees on a wide range of HR-related issues and serves as a change agent within the organization. The Manager, Human Resources maintains an effective level of business literacy and an understanding of the Company’s industry, culture, and competition.
Reporting directly to the Chief Human Resources Officer.
Why Work With Us?
At NDCP, your work matters. We offer a collaborative, people-first environment where your ideas are heard and your growth is supported. From competitive pay and full benefits to career advancement opportunities, we invest in your success—because when you thrive, so do we. Join us and take the next step in a meaningful, rewarding career.
Benefits you can count on:
National DCP offers a robust benefits suite. Check out our career page for our full list of benefits:
Medical, dental & vision insurance
Flexible Spending Account (FSA) / Health Savings Account (HSA)
Company paid life, AD&D, short- and long-term disability
401(k) retirement plan with company match
Paid Time Off (vacation, sick, discretionary) & paid holidays and more!
Partner with site leadership to align HR priorities with operational goals, workforce requirements, and business performance; provide practical guidance across employee relations, labor relations, compensation, benefits, payroll, training, performance management, and employment compliance.
Lead site-level workforce activities across the employee lifecycle, including staffing coordination, selection support, onboarding, assimilation, internal movement, and offboarding, to promote a consistent and positive employee experience.
Promote a respectful, professional, and compliant workplace by responding promptly to employee concerns and conducting objective, thorough, and well-documented workplace investigations; consult senior HR leaders and legal counsel as appropriate.
Develop and execute tactical and strategic HR plans that support workforce stability, labor needs, employee engagement, productivity, and changing operational priorities.
Evaluate HR policies, practices, and site processes; recommend and implement improvements that strengthen consistency, efficiency, employee experience, and compliance.
Provide employees with timely, fair, and confidential guidance while balancing employee needs with operational and business requirements.
Lead, coach, and develop assigned HR team members; establish priorities, clarify accountability, monitor service levels, and build capability to meet site needs.
Manage complex employee and labor relations matters from intake through resolution, applying sound judgment, consistent practices, timely escalation, and appropriate documentation.
Coach and train supervisors and managers on effective leadership, union awareness, policy application, employee communication, documentation, conflict resolution, and day-to-day people management.
Maintain current knowledge of federal, state, and local employment requirements; identify and mitigate people-related risk; maintain accurate records; and coordinate with internal or external legal resources when needed.
Guide leaders through performance management, including goal setting, feedback, coaching, development planning, attendance management, corrective action, and separation decisions.
Strengthen employee engagement, communication, morale, and retention by identifying workplace trends, facilitating action planning, and partnering with leaders to address root causes.
Drive workforce and succession planning by analyzing staffing levels, turnover, absenteeism, skills gaps, and critical-role coverage; partner with leaders to build practical talent pipelines and continuity plans.
Supervision Exercised
This position directly supervises at least one Human Resource Generalist.
Travel:
Periodic travel (air, car) to other Centers in the NDCP network: U.S.
Qualifications
What you bring:
Qualifications & Skills
Bachelor’s Degree in human resources or organizational development required.
Minimum of 5 years’ experience with resolution of complex employee relations issues in an operational environment.
Demonstrated knowledge and mastery of multiple human resource disciplines, including employee and union relations, diversity, performance management, organizational development, and federal and state employment laws. Strong familiarity with FMLA, labor relations, and related state and federal regulations.
Excellent interpersonal, consulting, conflict, and change management skills.
Professional-level verbal and written communication and presentation skills.
Demonstrated knowledge of general business acumen associated with operational environments.
Ability to effectively develop and maintain strong working relationships to gain alignment and achieve results.
Effectively envision, develop, and implement new strategies to address complex workforce issues.
Self-directed and motivated.
Results and process oriented.
Strategic thinker with the ability and willingness to operate tactically on a day-to-day basis.
Ability to effectively manage competing priorities to accomplish assigned responsibilities within established budget and deadlines.
Proficient in Microsoft Office and HRIS systems.
Equal Opportunity Employer:
NDCP is an equal opportunity employer. We celebrate diversity and are committed to creating an inclusive environment for all employees. All qualified applicants will receive consideration for employment without regard to race, color, religion, sex, sexual orientation, gender identity, national origin, veteran status, or disability status.