Senior Manager, Human Resources

The Senior Human Resources Manager, Supply Chain serves as a strategic HR leader and trusted advisor to Supply Chain leadership, translating business priorities into practical people strategies that improve organizational performance, workforce capability, and employee engagement.

This role leads the delivery of HR strategies across supply chain operations, including workforce planning, talent management, organizational effectiveness, leadership development, employee relations, performance management, and change management. The Senior HR Manager combines strong business and operational acumen with HR expertise and uses workforce data and insights to anticipate organizational needs, mitigate risk, and improve business outcomes.

The position also provides leadership to the HR team supporting assigned supply chain functions and/or locations and partners closely with HR Centers of Excellence to ensure consistent and effective execution of enterprise people programs.

This position is based at our Corporate Headquarters in Wood Dale, IL, with a planned relocation to the Merchandise Mart (Chicago) in early 2027.

Key Responsibilities

1. Strategic HR Partnership
   Serve as a trusted advisor to Supply Chain leaders, developing and executing people strategies aligned with operational, financial, customer, and growth objectives.
2. Workforce Planning
   Lead short- and long-term workforce planning, including labor requirements, organizational capabilities, critical roles, succession risk, staffing strategies, and productivity considerations.
3. Talent Management & Succession
   Partner with the leadership development to lead talent reviews, succession planning, leadership development, performance management, and development planning to strengthen the supply chain leadership pipeline and critical capabilities.
4. Employee Relations
   Provide leadership and guidance on complex employee relations matters, ensuring fair, consistent, timely, and legally compliant resolution while balancing employee and business needs.
5. Change Management
   Lead the people aspects of significant operational and organizational change, including restructuring, technology implementation, process transformation, facility changes, and evolving workforce requirements.
6. HR Analytics & Insights
   Analyze workforce metrics and trends, including turnover, absenteeism, staffing, engagement, performance, talent movement, and labor costs, translating insights into actionable recommendations.
7. Employee Experience & Engagement
   Partner with leaders to identify opportunities to improve employee engagement, retention, communication, leadership effectiveness, and the overall employee experience.
8. HR Program Execution
   Partner with HR centers of excellence to deliver integrated solutions that address business and workforce priorities.
9. Compliance & Risk Management
   Promote consistent application of employment policies and practices and proactively identify and address employee relations, compliance, and workforce risks.