HR Manager

Corporate Ft. Mill, South Carolina



To lead the Human Resources team at the Fort Mill, SC Distribution Center. To proactively meet the Human Resources (HR) needs of the facility by serving as a first point of contact and consultant on a broad range of HR topics including in the areas of employee relations, labor relations, performance management, and legal compliance.



  1. Leads HR Strategy for the location while working closely with location leadership to build and maintain a relationship of trust and collaboration in support of the facility. Provides thought leadership and business partnering to make plans that effectively address tactical and strategic business priorities, manages the relationship between the best interest of the location and compliance with Human Resources policies and best practices. 
  2. Identifies, evaluates, coaches and counsels management to resolve human relations, work performance and organizational productivity. 
  3. Manages collective bargaining strategy, coordinates relationships with union representatives and handles complex Labor Relations issues including representing Northern Tool & Equipment with Piedmont Grievance Committee. 
  4. Develops and recommends actions and/or delivers agreed solutions to maximize employee, manager and company performance while assisting with the development, communication, and administration of the Company’s Human Resources policies, procedures, and practices. 
  5. Implements measures to increase employee engagement, motivation and satisfaction, while reducing turnover (e.g., employee engagement activities, work lifestyle programs, on-boarding programs, diversity and inclusion programs and training, etc.) 
  6. Ensures all defined performance, talent management, and engagement processes are deployed within the facility in an efficient and value driven manner. Participates in the development of processes where needed and provides feedback regarding success of processes in the distribution center. 
  7. Partner with location leadership on workforce planning needs and talent forecasts. Acts as an escalation point for recruiting needs by ensuring resources and processes are in place to maintain adequate staffing. 
  8. Analyzes, interprets, and uses people-related metrics to influence business leadership to act and address areas of improvement based on company and area-specific strategies. Leads team with the regular communication of people-related metrics and provides regular feedback on success of metrics reporting. 
  9. Partners with the organization’s benefit function and serves as a team member escalation point for complex leave and American Disability Act (ADA) situations. Ensures appropriate leave and ADA processes are followed including federal and state leave requirements.  
  10. Oversees Worker’s Compensation and Occupational Safety and Health Administration (OSHA) processes are completed accurately and on time. Ensures facility is compliant with all federal and state safety regulations. 
  11. Identifies, advocates for and implements Human Resources best practices across all areas of the business; simplifies or reduces non-value-added processes. Helps the business identify and resolve opportunities for increased efficiency or decreased bureaucracy.  Advocates for employee involvement and empowerment in decision making. 
  12. Stays current with changes and the latest trends in the Human Resources discipline. Recommends approaches, policies, procedures, and projects to achieve continuous improvements and meet the changing needs of the organization. 
  13. Directs & manages staff as it relates to all projects or related work, establishes performance requirements, clarifies responsibilities of those supervised, conducts performance appraisals and plans for individual employee improvement and development. 
  14. Keeps supervisor informed of important developments, potential problems, and related information necessary for effective management. Coordinates and communicates plans and activities with others, as appropriate to ensure a coordinated work effort and team approach. 
  15. Performs related work as apparent or assigned.


  • Bachelor’s degree in Human Resources or related field.
  • At least 5 years of Human Resource experience; production, distribution, manufacturing facility experience preferred.
  • At least 3 years of related supervisory experience preferred.
  • Experience working with Labor Relations and collective bargaining process.
  • Experience interacting with and influencing decisions of facility leaders based upon implications of human resources. strategies and programs.
  • Senior Professional in Human Resources (SPHR) certification preferred, not required.
  • Superior critical thinking and problem-solving ability, particularly in ambiguous or complex situations.  Understands and considers broad implications of business needs or decisions.
  • Strong understanding of Title VII, ADA, ADEA, FMLA, and a working knowledge of other local, state, and federal employment laws.
  • Demonstrated ability to manage multiple and varied projects.
  • Demonstrated ability to interact effectively with all employee levels.
  • Ability to handle confidential information with the utmost judgment and discretion.
  • Ability to communicate effectively, both orally and in writing, with a wide variety of customers, Company personnel and others.
  • Proficient Microsoft Office experience including in Word, Excel, and PowerPoint.
  • Previous experience working with an HRIS System.
  • Ability to provide input and leadership across department in areas such as team goal setting/planning, employee engagement activities, and budgeting.
  • Ability to travel as necessary approximately 10%.