Senior Human Resources Manager

AMPORTS has been a leader in the global automotive services industry for more than 60 years, operating across multiple locations in the United States and Mexico. As one of the largest auto processors in North America, AMPORTS is committed to quality, safety, operational excellence, and customer satisfaction. Our purpose is to leverage our port and terminal infrastructure to deliver capacity, value, and supply chain solutions for finished vehicles.

 

Summary

The Senior Human Resources Manager provides strategic and operational leadership for core HR functions, including talent acquisition, employee relations, benefits administration, compliance, and labor relations. This role partners closely with regional and site leadership to align workforce strategies with business objectives while fostering employee engagement and advocacy. The Senior HR Manager leads HR service delivery across the employee lifecycle, ensures regulatory compliance, and contributes to enterprise-wide HR initiatives. Success in this role requires strong leadership presence, sound judgment, and the ability to balance operational execution with strategic insight in a multi-site, union-influenced environment.

 

Key Responsibilities

HR Leadership & Strategic Partnership

• Lead and develop the HR team by setting clear expectations, priorities, and accountability standards.
• Serve as a trusted advisor to regional and site leadership on workforce planning, organizational design, talent strategy, and employee engagement.
• Partner proactively with operational leaders to anticipate HR needs and strengthen leader–employee relationships.
• Participate in operational and leadership meetings to align HR initiatives with business objectives.
• Contribute to corporate HR programs, initiatives, and special projects as assigned.

Employee Lifecycle & HR Operations

• Ensure consistent and compliant execution of HR processes across the full employee lifecycle, including recruitment, onboarding, training, leave management, performance management, and separations.
• Oversee onboarding and integration of corporate employees, including post-offer screenings, background checks, and policy compliance.
• Manage performance management processes, including goal setting, annual reviews, corrective actions, and employee development planning.
• Serve as an accessible, empathetic, and credible resource for employees and leaders on HR-related matters.

Labor Relations & Workforce Management

• Maintain strong working relationships with union business agents to promote open communication and effective resolution of labor matters.
• Coordinate and manage partnerships with temporary staffing agencies to support timely, cost-effective workforce fulfillment.

Compliance, Risk & Reporting

• Manage Workers’ Compensation claims, ensuring timely reporting, accurate documentation, and regulatory compliance.
• Maintain accurate and confidential employee data within the HRIS and deliver timely, actionable reports to leadership.
• Conduct quarterly site visits to assess HR practice effectiveness and provide guidance to local management teams.

Benefits Administration & Retirement (401(k))

• Administer all employee benefit programs, including medical, dental, vision, life, disability, and voluntary plans.
• Oversee 401(k) plan administration, including enrollments, eligibility, contributions, loans, distributions, and compliance.
• Act as the primary liaison with benefits vendors, brokers, and third-party administrators to ensure service accuracy and timeliness.
• Ensure compliance with applicable federal and state regulations, including ERISA, ACA, COBRA, and HIPAA.
• Manage open enrollment and new-hire benefits processes, employee communications, and issue resolution.
• Reconcile monthly benefits and 401(k) invoices and ensure timely payment of employer and employee contributions.
• Partner with Payroll to ensure accurate deductions, remittances, and year-end reporting support (e.g., Form 5500, nondiscrimination testing).
• Provide employee education and support regarding benefit options and retirement savings programs.

Competencies

• Strategic leadership and business partnership
• Strong interpersonal and communication skills
• Sound judgment and high degree of discretion
• Employee advocacy and conflict resolution
• Organizational effectiveness and change management
• Data-driven decision making
• Collaboration and influence across functions
• Compliance and risk management mindset