HR Manager

Job ID: 528241 Oldcastle, a CRH company, is reinventing what's possible in building solutions. We are the leading provider of innovative outdoor living products and utility infrastructure solutions for the water, energy, and communications markets throughout North America. We're a trusted and strategic partner to engineers, contractors, distributors, specifiers, retailers, and homeowners alike as the manufacturer of precast concrete, polymer concrete, and plastic infrastructure products. Our portfolio of brands includes Oldcastle APG, Oldcastle Infrastructure, Belgard® hardscape, Echelon® Masonry, RDI® railing, Catalyst™ Fence Solutions, Sakrete® packaged concrete, Amerimix® mortar, Pebble Technology International® pool finishes, and Techniseal® sands and sealant technologies. Job Summary The Supply Chain HR Manager serves as a strategic advisor and trusted partner to Supply Chain leaders. This role aligns business objectives with people strategies to drive operational excellence, workforce capability, and organizational effectiveness. This person will support logistics and transportation needs in warehouses, distribution centers, fleet operations, and network functions as well as administrative and management staff in procurement and planning functions. This role aligns people strategies with operational goals to drive productivity, workforce stability, employee engagement, and compliance in a fast-paced, high-volume environment. This role supports both hourly and salary populations and plays a critical role in enabling peak performance during seasonal demand, growth, and network changes. Job Location This is an onsite role based in Morristown, TN. Job Responsibilities Strategic HR Leadership: Partner with Supply Chain leadership to translate business priorities into effective people strategies. Provide consultative support on organizational design, workforce planning, succession planning and capability building. Serve as a thought partner on change management, transformation initiatives, and continuous improvement efforts. Employee Relations & Engagement: Act as a trusted advisor on employee relations matters, ensuring consistent application of policies, labor laws, and company values. Coach leaders on performance management, corrective action, and conflict resolution. Drive employee engagement initiatives and support a positive, inclusive culture across operational teams. Safety, Risk & Compliance: Ensure compliance with federal, state, and local employment laws, including wage and hour, FMLA, ADA, and DOT-related considerations where applicable. Support leaders in maintaining compliance with company policies, safety standards, and attendance practices. Partner with Safety, Legal, and Operations teams to reinforce safe work environments in warehouse and transportation settings. Ensure compliance with employment laws, labor relations requirements (where applicable), and internal policies. Partner with HR Director on complex cases as needed. Talent Management: Partner with business and functional leaders to drive the talent review process, providing objective guidance to assess performance and potential, identify high-potential talent, and support succession planning and development strategies. Support performance management and compensation cycle processes for both salary and hourly employees. Partner with leaders to identify and address skill gaps in frontline, hourly, and salaried populations. Partner with Talent Acquisition on hiring strategies to support seasonal spikes, shift coverage, and retention challenges. HR Operations & Analytics Oversee HR data integrity and reporting for Supply Chain function and present data-driven insights and solutions to leadership. Analyze HR metrics (turnover, engagement, absenteeism) and recommend action plans. Ensure timely and accurate processing of HR transactions and documentation. Compensation & Benefits Partner on compensation planning, shift differentials, incentive programs, and retention strategies aligned to logistics labor markets. Educate employees and managers on benefits programs and leave policies. Partner with corporate HR on open enrollment and other initiatives. Analyze compensation data, surveys, and trends to ensure base salary and incentives are competitive. Job Requirements Bachelor's degree in Human Resources, Business Administration, or related field. Master's degree and/or HR certifications preferred. 5+ years of progressive HR experience, including supporting remote/off-site employees. Experience supporting truck drivers, multi-site workforces preferred. Experience supporting Supply Chain, Logistics, Distribution, Warehousing, Transportation or Fulfillment operations. Proven success in employee relations, compliance, and talent development. Strong leadership and interpersonal skills. Demonstrated ability to work effectively in fast-paced, labor-intensive environments. High emotional intelligence and conflict resolution ability. Proven ability to effectively coach and influence leadership. Strong working knowledge of employment law and HR best practices. Ability to manage multiples priorities and work independently. What CRH Offers You Highly competitive base pay Comprehensive medical, dental and disability benefits programs Group retirement savings program Health and wellness programs An inclusive culture that values opportunity for growth, development, and internal promotion About CRH CRH has a long and proud heritage. We are a collection of hundreds of family businesses, regional companies and large enterprises that together form the CRH family. CRH operates in a decentralized, diversified structure that allows you to work in a small company environment while having the career opportunities of a large international organization. Oldcastle APG, a CRH Company, is an Aff EOE/Vet/Disability CRH is an equal opportunity employer. All qualified applicants will receive consideration for employment without regard to race, color, religion, sex, sexual orientation, gender identity, national origin, age, disability, status as a protected veteran or any other characteristic protected under applicable federal, state, or local law. AI tools may be used in certain stages of the employment lifecycle, such as candidate review; however, all final employment decisions will be made by a person. #J-18808-Ljbffr