Human Resources Manager

HR Manager

Reports To:  SVP Operations
Location: Grand Prairie, TX (Multi-Site: TX, KS, NC; Travel Required)
FLSA Status: Exempt

Position Summary

The HR Manager provides strategic and operational leadership for Human Resources and Safety across the Company. The role supports professional, technical, sales, finance, and multi-site contract packaging operations, including approximately 300 employees and 1,000 temporary workers across seven U.S. locations.

The HR Manager is accountable for aligning people strategy with business objectives, ensuring workforce compliance and safety, strengthening engagement and retention, and building a scalable, high-performing HR function. This role leads and develops a team responsible for talent strategy and development, recruiting, onboarding, benefits administration, performance management, employee relations, engagement programming, safety oversight, and HR systems.

Core Responsibilities

1. Strategic Partnership & Workforce Leadership

• Partner with executive leadership to align workforce strategy with business growth, operational demands, and customer requirements
• Lead workforce planning for professional, technical, hourly, and temporary populations
• Anticipate talent gaps, succession risks, and organizational capability needs
• Develop compensation and retention strategies aligned with market conditions and site-level workforce dynamics
• Ensure scalable and effective performance management systems across leadership and staff

2. Talent Acquisition, Onboarding & Retention

• Provide direction and leadership to the recruiting team.
• Establish recruiting strategies, workforce targets, and conversion plans
• Ensure consistent and effective onboarding processes for employees and temporary workers across all sites
• Oversee retention strategies and workforce stability initiatives
• Ensure alignment and optimization between HR systems (ADP) and operational systems (including WMS onboarding coordination)

3. Performance Management & Personnel Administration

• Oversee performance evaluation systems, including leadership-level review frameworks
• Provide executive-level guidance and oversight on employee relations matters, complaints, claims, and investigations
• Ensure consistent, fair and compliant handling of disciplinary actions and terminations
• Advise leadership on organizational design, reporting structures, and compensation alignment

4. Benefits, Wellness & Occupational Health

• Oversee benefits strategy and administration
• Ensure effective management of employee wellness programs
• Oversee leave administration (FMLA, ADA, and related programs)
• Ensure occupational health processes, workers’ compensation, and return-to-work programs are effectively managed

5. Safety Program Leadership

• Provide oversight of the company-wide Safety program
• Lead and hold the Safety Manager accountable for measurable safety outcomes
• Ensure compliance with OSHA and applicable safety regulations
• Support Sedex and related labor and safety audits
• Drive continuous improvement in safety culture and performance

6. Engagement & Culture Leadership

• Define and reinforce cultural expectations across the Company
• Lead engagement and retention strategy across multi-site operations
• Oversee coordination of key engagement initiatives, including:
• Company Family Day
• Annual Tenure Awards Dinner
• Holiday meal partnerships with staffing agencies at sites
• Ensure consistent communication and execution of engagement programming across locations
• Identify trends related to burnout, disengagement, and development gaps and partner with leadership to address them

7. HR Systems, Reporting & Compliance

• Own and optimize ADP HRIS functionality and reporting capabilities
• Ensure accurate and timely workforce reporting to senior leadership (turnover, hiring trends, compensation trends, labor cost, etc.)
• Maintain multi-state compliance with labor laws
• Oversee co-employment risk management with staffing agencies

8. Leadership & Team Development

• Lead, develop, and retain a high-performing HR team, including:
• Safety Manager (1)
• Recruiting team (2)
• HR Coordinator (1)
• Other - TBD
• Establish clear accountability, priorities, and performance standards across HR program areas
• Ensure strong leadership presence and accessibility across sites
• Execute executive and senior leadership-directed initiatives with discipline and follow-through

9. Budget & Financial Stewardship

• Develop and manage the annual HR departmental budget, including recruiting, benefits administration, engagement programming, safety initiatives, and professional services
• Monitor expenses to ensure alignment with approved budget and business objectives
• Obtain appropriate executive approval for unplanned or material expenditures
• Maintain accurate documentation and transparency for all departmental spending
• Ensure responsible management and safeguarding of company financial resources
• Partner with Finance to provide periodic reporting on budget performance and forecasted expenditures

Key Performance Expectations

The HR Manager is expected to:

• Demonstrate consistent executive partnership and responsiveness
• Deliver assigned initiatives on time and with quality
• Maintain accurate and timely workforce reporting
• Proactively identify workforce, compliance, and safety risks
• Ensure engagement initiatives are coordinated and aligned with company values
• Develop internal HR capability and succession readiness
• Maintain credibility and trust with executive leadership and site teams
• Demonstrate sound judgement and professionalism in all actions and communications
• Demonstrate sound fiscal responsibility by managing the HR budget within approved parameters, maintaining transparency in departmental spending, and ensuring appropriate oversight and safeguarding of company financial resources.