Human Resources Manager (On-Site) bei DMA Industries, LLC

Description

About Us:

Founded in 2008 DMA Industries, LLC (DMA) has quickly grown to become a trusted supplier to the North American Automotive Parts Aftermarket. DMA has a dynamic, performance-driven work culture that embodies the entrepreneurial spirit. teamwork, collaboration, and an unwavering standard of ethics.

Position Overview:

The Human Resources Manager (HRM) is a strategic and hands-on leader responsible for overseeing Human Resources operations across DMA Industries’ distribution centers (DCs). Reporting directly to the Director of Human Resources, the HRM provides leadership and guidance to a team of HR Generalists (HRGs) and a Recruiting & Onboarding Specialist (ROS), ensuring HR policies, programs, and initiatives are implemented consistently and effectively across multiple locations.

This role is critical in building and sustaining a high-performance culture by aligning HR practices with organizational objectives. The HRM will serve as a trusted advisor to DC leadership, championing employee engagement, talent development, and workforce planning, while ensuring strict adherence to compliance standards. With a balance of strategic vision and operational execution, the HRM will drive initiatives that strengthen recruitment pipelines, enhance onboarding, support employee growth, and foster a positive, inclusive workplace culture.

As a key member of the HR leadership team, the HRM will partner with the Director of HR to identify organizational needs, design forward-looking HR solutions, and execute programs that improve workforce effectiveness, employee retention, and overall business performance.

**Please note: This is an on-site role located in Loris, SC (Greater Myrtle Beach area). Regular travel to the DCs is required.**

Key Responsibilities:

1. Team Leadership & Oversight:

• Lead and manage a team of HR Generalists (HRGs) at the DCs and a Recruiting & Onboarding Specialist (ROS), providing mentorship, training, and ensuring adherence to HR best practices.
• Oversee the implementation of HR policies and procedures at the DCs, ensuring consistency with DMA's overall HR strategy.
• Serve as the first point of contact for HR-related inquiries and provide guidance to HRGs, ROS, and DC leadership that aligns with DMA’s HR vision.

2. Recruitment & Staffing:

• Partner with the Director of HR to align recruitment strategies with organizational needs and provide support for high priority hiring efforts.
• Oversee and assist as needed with the end-to-end recruitment process at the DCs, including sourcing candidates, conducting interviews, and managing the selection process.
• Ensure that HRGs in conjunction with the ROS manage a perpetual candidate pipeline for high-turnover roles and seasonal/temp staffing needs.
• Coordinate and execute recruitment events, including job fairs and university outreach.

3. Onboarding & Employee Integration:

• Supervise the onboarding process at the DCs to ensure all new hires receive an engaging, informative, and consistent experience that introduces company policies, benefits, expectations, and culture. Actively partner with the Director of HR to continuously evaluate and enhance onboarding practices, with a focus on innovation and ongoing improvement.
• Oversee and support DC managers and supervisors in developing comprehensive training schedules and 30-, 60-, and 90-day performance expectation plans for new employees. Ensure collaboration with HR occurs prior to the implementation of these plans to align onboarding and performance objectives with organizational standards.
• Oversee and provide support as needed to ensure the timely completion of all required training, certifications/recertifications, and compliance documentation for all employees at the DCs.

4. Employee Relations & Performance Management:

• Provide guidance to HRGs, ROS, and DC leadership on employee relations issues, performance coaching, and policy enforcement.
• Promote consistent use of the performance management system and support performance improvement initiatives in the DCs such as setting goals, conducting reviews, and implementing employee development plans that align with DMA’s vision.
• Participate as needed in coaching and counseling sessions for employees, ensuring adherence to company policies and legal compliance.
• Participate in investigations and escalate employee relations matters as needed.

5. Training & Development:

• Develop and maintain training and cross-training plans across the DCs to support employee growth and operational flexibility.
• Promote the "Listen, Learn, and Collaborate (LLC)” program and ensure training sessions address relevant topics and needs.
• Collaborate with leadership to identify skill gaps and create development opportunities.

6. Compliance & Documentation:

• Ensure compliance with federal, state, and local labor laws, including OSHA standards.
• Oversee proper documentation for timekeeping, leaves of absence, workplace injuries, and related compliance matters.
• Support workers’ compensation and unemployment claims in collaboration with the Director of HR.

7. Employee Engagement & Company Culture:

• Collaborate with the HR Administrative and Payroll team to plan and execute employee engagement initiatives such as service awards, team events, and community service.
• Promote a positive and inclusive work environment that reflects DMA’s core values and mission.

8. Reporting & Analytics:

• Provide regular HR data reporting to the Director of HR related to staffing, turnover, performance, engagement metrics, and other Key Performance Indicators (KPIs).
• Analyze trends and contribute ideas for continuous improvement in HR services.

9. HRIS & Systems Administration:

• Ensure effective and accurate use of HRIS systems (e.g., Paylocity, PerformYard) at the DCs.
• Coordinate with corporate HR and IT on system-related needs, updates, and data accuracy.
• Maintain accurate employee records and support payroll and benefits administration processes as needed.

10. Additional Duties:

• Perform all other duties as assigned.

Reporting Structure:

• Reports directly to the Director of Human Resources.
• Direct supervision of HR Generalists (HRGs) and the Recruiting & Onboarding Specialist (ROS).

Requirements

Key Requirements:

• Experience: Minimum of 4–6 years of progressive Human Resources experience, with at least 2 years in a supervisory or managerial capacity required. Demonstrated success leading HR teams and managing multiple HR functions across diverse employee groups. Prior HR experience in distribution centers, warehouse operations, manufacturing, or retail environments strongly preferred.
• Education: Bachelor’s degree in Human Resources, Business Administration, or a related field required. Master’s degree in HR, Organizational Development, or Business Administration is a plus. Professional HR certification (PHR, SPHR, SHRM-CP, or SHRM-SCP) is a plus.
• Leadership & Influence: Proven ability to lead, mentor, and develop HR staff while fostering collaboration and accountability. Demonstrated track record of building trusted partnerships with operational leaders and serving as a strategic advisor to management.
• Strategic HR Knowledge: In-depth expertise across all major HR disciplines, including recruitment and workforce planning, performance management, employee relations, training and development, compliance, and employee engagement. Strong understanding of change management and organizational development practices.
• Compliance Expertise: Advanced knowledge of federal, state, and local employment laws, regulations, and compliance requirements (e.g., FLSA, FMLA, ADA, EEO, OSHA). Experience handling complex employee relations issues, investigations, and corrective actions with sound judgment and confidentiality.
• Communication & Interpersonal Skills: Exceptional written and verbal communication skills, with the ability to effectively present information, influence stakeholders, and build strong employee and leadership relationships across all levels of the organization.
• Analytical & Problem-Solving Skills: Strong business acumen with the ability to analyze HR data, identify trends, and develop solutions that drive performance and improve employee engagement. Skilled in managing sensitive employee relations matters with fairness and objectivity.
• Technology Proficiency: Proficiency in HRIS platforms (Paylocity and PerformYard preferred), Microsoft Office Suite (Word, Excel, PowerPoint, Outlook), and performance management systems. Familiarity with applicant tracking systems, learning management systems, and reporting tools required.
• Work Ethic & Adaptability: High level of integrity, confidentiality, and professionalism. Ability to manage competing priorities in a fast-paced, multi-site environment with resilience and a solutions-oriented mindset.

Physical Requirements:

The Human Resources Manager (HRM) role is primarily office-based with occasional visits to the distribution center (DC) as needed. The physical demands listed below are representative of those required to successfully perform the essential functions of this position.

• Mobility: Ability to move about a professional office setting and periodically navigate warehouse environments, including walking on concrete floors, climbing stairs, and traversing between warehouse areas and office spaces.
• Standing and Walking: Must be able to stand and walk for short durations during DC visits (typically 2–4 hours at a time).
• Lifting and Carrying: Occasionally may need to lift or carry items such as laptop computers, training materials, or small office supplies up to 15 pounds.
• Posture and Motion: Frequent sitting for extended periods at a computer workstation; occasional reaching, bending, and stooping when accessing file drawers or office supplies.
• Vision and Hearing: Adequate visual and auditory acuity for computer use, report review, and verbal communication in both quiet office and moderate-noise warehouse environments.
• Work Environment: While office work is conducted in a climate-controlled environment, occasional DC visits may involve exposure to varying temperatures, moderate noise, and active warehouse operations.

Travel Requirements:

This position requires approximately 25% travel between DMA's distribution centers, attend job fairs, university outreach programs, and community recruiting events.

FSLA Classification: Exempt

Equal Opportunity and Accommodation Statement:

DMA Industries, LLC is proud to be an Equal Opportunity Employer. We are committed to building a diverse and inclusive workplace where all employees are respected, valued, and empowered. We welcome applicants of all backgrounds and do not discriminate based on race, color, religion, sex, sexual orientation, gender identity or expression, national origin, age, disability, protected veteran status, or any other characteristic protected by applicable federal, state, or local law. We also recognize the importance of accessibility and are committed to providing reasonable accommodations to individuals with disabilities throughout the hiring process and during employment. If you require assistance or accommodation at any stage of the application or employment process, please inform us so that we may support your needs appropriately.