SR. HUMAN RESOURCE MANAGER at GENERAL LOGISTICS SYSTEMS US INC

Mesa, Arizona, United States -

Full Time

Start Date

Immediate

Expiry Date

13 Jul, 26

Salary

115000.0

Posted On

14 Apr, 26

Experience

10 year(s) or above

Remote Job

Yes

Telecommute

Yes

Sponsor Visa

Skills

Strategic HR Leadership, Employee Relations, Talent Management, Compliance, Performance Management, Organizational Development, Workforce Planning, Succession Planning, HR Metrics, Full-cycle Recruitment, DEI Strategies, Change Management, HRIS, Compensation Structures, Leadership Development, Conflict Resolution

Industry

Freight and Package Transportation

Description

Description GLS Group is one of the largest parcel services providers in Europe, with a strong local presence in almost all countries across the continent. It also operates through wholly owned subsidiaries in Canada and on the USA’s West Coast within one GLS network. This allows GLS to seamlessly connect its customers and communities with millions of parcels and stories every day. GLS’ network connects its markets with high velocity and flexibility to respond to their fast-changing and dynamic nature. The company provides high quality service tailored to its customers’ needs across more than 50 countries. The GLS network consists of over 120 hubs and more than 1,600 depots, supported by more than 36,700 vans, light vehicles and walkers, and 6,400 trucks. This offers network resilience, superior flexibility, and extended reach. In 2024/25, GLS generated record revenues of 5.9 billion euros and delivered 926 million parcels across the markets. For more information, visit www.gls-group.com. Requirements PRIMARY FUNCTION: The Senior Human Resources Manager is a strategic and operational leader responsible for developing, implementing, and managing HR policies, programs, and initiatives that support organizational goals. This role oversees employee relations, talent management, compliance, performance management, and organizational development, while serving as a trusted advisor to leadership and a champion of company culture. ESSENTIAL FUNCTIONS & RESPONSIBILITIES: Strategic HR Leadership Partner with executive leadership to design and execute HR strategies aligned with business objectives. Lead workforce planning, succession planning, and organizational development initiatives. Provide data-driven insights using HR metrics and analytics to support decisions. Employee Relations & Compliance Oversee complex employee relations matters, including investigations, conflict resolution, and corrective actions. Ensure compliance with federal, state, and local employment laws (e.g., FMLA, ADA, EEO, FLSA). Maintain up-to-date knowledge of HR legislation and best practices. Talent Acquisition & Retention Guide full-cycle recruitment for management and specialized roles. Develop employer branding, DEI strategies, and retention programs. Support onboarding and integration for new hires to drive early engagement and success. Performance Management Lead the performance review process, coaching leaders to effectively develop talent. Provide guidance on goal setting, competency development, and career progression. Advise on performance improvement plans and workforce adjustments. Training & Development Assess training needs and manage leadership development, compliance training, and skills-building programs. Promote continuous learning and professional development across the organization. HR Policy, Processes & Systems Oversee compensation structures, job evaluations, and pay equity reviews. Update and maintain employee handbook and HR policies. Manage HRIS functions and ensure data integrity. Culture & Engagement Champion initiatives that promote a positive, inclusive, and high-performing workplace. Lead employee engagement surveys and action planning. Facilitate communication between leadership and employees. FUNCTIONAL REQUIREMENTS: To perform this job successfully, an individual must be able to perform each essential duty satisfactorily. The requirements listed below are representative of the knowledge, skill, and/or ability required. Reasonable accommodation may be made to enable individuals with disabilities to perform the essential functions. Bachelor’s degree in Human Resources, Business Administration, or related field (Master’s preferred). 7–10+ years of progressive HR experience, including management or business partner roles. Experience managing complex employee relations and supporting senior leadership. Proven background in organizational development and change management. Professional HR certification strongly preferred (e.g., SHRM-SCP, SPHR). ADDITIONAL REQUIREMENTS: Ability to work 40 hours per week or more if required Ability to lift and/or carry up to 20 lbs. unassisted May require repetitive use of arms, hands, and fingers May require prolonged periods of sitting and/or driving throughout the workday Willing to travel to various job sites and other locations Valid driver's license and proof of insurability required when job duties require use of motor vehicle Requires exercising discretion in the decision-making process and maintaining strict confidentiality concerning the vendor, employee and company proprietary related information EEO STATEMENT: General Logistics Systems US is an Equal Employment Opportunity (EEO) employer and is committed to a diverse workforce. We welcome all qualified applicants to apply to GLS, and we strive to select the best qualified applicant for each position in our organization. Applicants will receive fair and impartial consideration without regard to race, sex, color, national origin, age, disability, veteran status, genetic data, gender identity, sexual orientation, religion or other legally protected status, or any other classification protected by federal, state, or local law. GLS complies with all laws and regulations relating to employment discrimination and is always committed to doing what's right.

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Responsibilities

The Senior Human Resources Manager will lead strategic HR initiatives, including workforce planning, organizational development, and performance management. They will also oversee employee relations, compliance, and talent acquisition while serving as a trusted advisor to leadership.