What you'll need to succeed as a Manager, Human Resources at XPOMinimum qualifications:
- Bachelor's degree in Human Resources, business, organizational development, or a related field, or equivalent related work experience
- 5 years of progressive experience in Human Resources, business operations, talent, learning and development, organizational effectiveness, change management, employee experience, or a related enablement function
- Experience coaching and influencing leaders at varying levels of the organization, providing candid counsel and helping navigate complex people and organizational decisions
- Demonstrated ability to translate business priorities into practical workforce, talent, organizational, or operational actions
- Experience using business metrics, workforce analytics, and/or employee feedback to identify issues, shape recommendations, influence decisions, and measure impact
- Experience designing or improving programs, processes, tools, or experiences that increase organizational effectiveness and easier for employees and leaders
- Experience handling sensitive people, performance, or workplace matters with sound judgment, discretion, and appropriate escalation
- Direct experience serving as an HR or people advisor for a corporate function, business portfolio, or local site
- Excellent judgment, discretion, follow-through, and the ability to maintain confidentiality
- Proficiency with Microsoft Office and the ability to quickly learn new technology and HR systems
- Ability to travel as required for the assigned portfolio
Preferred qualifications:
- Knowledge of employment law and experience navigating sensitive employee relations or workplace matters
- PHR, SPHR, SHRM-CP, SHRM-SCP, or another relevant professional certification
- Experience supporting a corporate, multi-site, logistics, transportation, or fast-paced operating environment
- Experience identifying opportunities to improve work through process redesign, automation, technology, or AI
- Knowledge of immigration processes and practices
- Clear, concise written and verbal communication skills, including the ability to present complex information to varied audiences
About the Manager, Human Resources jobPay, benefits and more:
- Competitive compensation package
- Full health insurance benefits are available on day one
- Life and disability insurance
- Earn up to 15 days of PTO over your first year
- 9 paid company holidays
- 401(k) option with company match
- Education assistance
- Opportunity to participate in a company incentive plan
What you'll do on a typical day:
- Translate business priorities into practical people, talent, and organizational strategies that improve performance and support sustainable growth.
- Provide guidance on employee relations matters, workplace concerns, and performance issues, partnering with leaders, Legal, and other stakeholders to ensure fair, consistent, and ethical outcomes through sound judgment, HR expertise, and courageous advocacy.
- Administer the performance management cycle and coach leaders to set clear expectations, provide meaningful feedback, address performance concerns, and strengthen team performance.
- Use workforce data, business insights, and operational trends to identify risks, uncover opportunities, and influence better decisions.
- Shape workforce plans, talent strategies, succession priorities, and development actions that build the capabilities the business needs.
- Lead HR support for organizational change, helping leaders communicate effectively, manage transitions, and sustain trust and organizational effectiveness.
- Serve as the primary HR leader for the assigned office location while supporting a geographically dispersed client portfolio, ensuring consistent execution of HR processes and people practices.
- Develop trusted relationships by listening closely, anticipating needs, tailoring support to the situation, and delivering on commitments
- Serve as a trusted advisor to leaders by providing candid counsel, challenging assumptions when appropriate, and helping navigate complex people, talent, and organizational decisions.
- Facilitate talent reviews, succession discussions, and development planning efforts that strengthen organizational capability and leadership pipelines
- Build credibility through business acumen, anticipating talent implications and connecting people decisions to operational and business outcomes.
- Assess organizational effectiveness and recommend changes to structure, roles, spans, layers, team design, and operating models that improve business outcomes and employee experience.
