Field Human Resources Manager - Warehouse/Transportation

The Field Human Resources Manager position is a key member of the Operations and HR team, and the purpose of the role is to lead HR initiatives, protocols, and policies within a defined operational territory related to Talent Development and Onboarding, Retention, Leadership Skill Building, Workforce Planning, Compliance, and Associate Relations. A primary focus of this role is to positively impact all aspects of the talent management system across all locations within the defined territory. Working closely with the Area HR Manager, the position will require a proactive approach to ensuring that we are compliant in our HR practices by providing consistency in the application and execution of enterprise-wide programs and subsequently coaching our managers in executing policies and procedures accurately and fairly.  The position requires someone with strong communications/influencing skills who is self-driven, embraces change, and has a comfortable level working in a matrixed reporting relationship, given that the role reports to the Area HR Manager but will have a strong reporting relationship with Operations.
 

This position will be expected to travel by car and air for up to 50% overnight travel required supporting up to 500 associates (exempt and non-exempt associates) in 4 locations (Atlanta, GA / Macedonia, OH / Le Vergne, TN / Livonia, MI). Position will be based out of our Lawrenceville, GA location. Maintain regular weekly onsite HR presence at all local operations to support associates and address associate needs. 
 

What We Offer:
- Competitive salary and benefits package.
- Opportunities for professional development and career growth.
- A supportive and inclusive work environment.
- The chance to make a significant impact on the future of our company by attracting top talent.

MAJOR RESPONSIBILITIES: 
Associate Experience, Engagement, and Retention:  
• Lead local associate experience and retention efforts through the implementation of enterprise programs including new associate orientation and onboarding, global associate engagement surveys, local appreciation, and recognition events, etc. 
• Identify and design solutions to address local retention challenges. 
• Support the D&I efforts and encourage managers to foster an inclusive work environment. 
 
Workforce Planning and Talent Acquisition: 
• Supports recruiting team in resolving issues around requisition accuracy, approval chains, and manager responsiveness.  
• Takes an active role in supporting recruiting activity and partners with the recruiting team to advise them on opportunities to access local diverse recruiting sources. 
• Proposes appropriate staffing levels based on analysis of growth trends. 
• Collaborates on leadership recruiting needs and participates in the selection process for critical roles to identify the best-qualified candidates. 
• Partner with Area HR Manager in start-up activities for new business and assist in the transition through orientation and onboarding activities. 
• Collaborates with Area HR Manager and Compensation to arrive at appropriate compensation packages. 

Associate and Leader Skill Development: 
• Maintains oversight of associate performance and ensures that development plans for those associates are in place.  
• Supports new leaders as through critical HR processes needed to effectively manage and lead people.  
• Oversees process for annual talent review and succession plan process and leverages Leadership Development tools to ensure that associates receive the appropriate functional training.

Training and Development: 
• Communicates and reinforces with management training and development as needed, including performance management, selection skills, safety, workplace violence, harassment in the workplace, equal opportunity, wage and hour laws, diversity & inclusion, leadership, and other focus topics.

Associate & Labor Relations and Performance Management: 
• Partners with Area HR Manager, HR Director (as needed), Legal (as needed), and Labor Representative (as needed) in conducting regular location assessments and coach management on the proper interpretation and execution of policies, programs, procedures, and collective bargaining agreements.  
• Investigates associate complaints and works with managers/legal/labor relations/security, as appropriate, to respond and resolve. 
• Actively engages management team in performance management process utilizing training tools, coaching, and corrective counseling procedures.  

Human Capital Analytics:  
• Provide operations leaders with relevant and meaningful HR metrics and analytics to help guide business decisions at the local level.  This includes regular review and analysis of turnover, retention, LOA, exit interview data, etc.
  
Compliance:
• Regularly analyzes associate data, and scans for correct information, compensation parity (Equal Pay Act), FLSA compliance, consistent practices according to Penske policy, etc.  
• Facilitates resolution of payroll issues in a timely manner, taking steps to avoid similar issues in the future.