Field Human Resource Manager (Warehouse/Logistics)

The Field Human Resource Manager 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 application and execution of enterprise-wide programs and subsequently coaching our managers in executing policies and procedures accurately and fairly.  

The Field HR Manager will need to have strong leadership and time management skills. Engaging, personable, malleable, with the ability to coach and interact with associates at every level within an organization. Possess the ability to build and maintaining strong relationships with leaders and associates. Strong interpersonal and communication skills. Possess the ability to quickly adapt to change and work through challenges. Must demonstrate a sense of urgency, communicate effectively, resolve conflict, provide direction and guidance to the team. 

This position based at our Rincon, GA warehouse facility, however, will be expected to travel by car and air for up to 50% overnight travel required supporting up to 650 associates (exempt and non-exempt associates) in Rincon, North Little Rock, and Houston locations. Maintain regular weekly onsite HR presence at all local operations to support associates and address associate needs.

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 encourages 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 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 selection process for critical roles to identify the best qualified candidates. 
• Partner with Area HR Manager in start-up activities for new business and assists 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 procedure.  
 
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 p