Human Resources Manager

Human Resources Manager SET Logistics is a scaled, third-party logistics (3PL) provider focused on serving specialized, complex, and time-critical freight brokerage needs with particular depth in open-deck freight and broader capabilities in dry van, refrigerated, and LTL. With primary offices in Birmingham and Oneonta, Alabama, SET competes on high-touch, responsive, around-the-clock service. The business is fast-growing and runs on a commission-driven workforce, handling both sales and shipment execution. SET is backed by private equity firm Tritium Partners, which invested in November 2025. Location & Reporting Location: Birmingham or Oneonta, Alabama Reports to: Chief Financial Officer Direct reports: None (individual contributor) Travel: Limited Compensation: Competitive and market-aligned Position Summary In transportation & logistics, talent drives growth, and SET is hiring a dedicated HR Manager to build and accelerate the people function. The business runs on a commission-driven inside-sales floor, where retention, accountability, and a strong culture drive results. This is a hands-on builder’s role: enhance founder-built practices with scalable HR processes, own day-to-day employee relations, and serve as a trusted advisor to the CFO. Sales talent acquisition sits in a separate role, while this seat is focused on employee relations, performance, compliance, and HR operations. What Success Looks Like In the first 24 months, success means delivering on five measurable priorities: Stand up the HR foundation in six months (handbook, policies, HRIS, multi-state compliance), with signed acknowledgments and clean I-9 and records. Achieve collaboratively set turnover mitigation target versus baseline, tracked quarterly. Launch a standardized performance cycle adopted by 100% of managers, with at least 90% of reviews completed on time. Build a standardized onboarding and training program; lift new-hire retention and cut time-to-ramp to target levels. Deliver a monthly people dashboard to the CFO and collaborate on various other key initiatives as they arise alongside SET’s executive leadership team. Your Focus Areas Employee Relations Coach managers through performance issues and difficult conversations Resolve employee complaints fairly and quickly Apply policy consistently across all locations Performance Management Run a performance review cycle built for a sales-driven organization Drive goal setting, accountability, and corrective action Identify high performers and succession needs Build manager effectiveness HR Compliance & Risk Ensure FMLA, ADA, EEOC, and wage-and-hour compliance across states Administer leave and workers’ compensation Develop and enforce HR policy Compensation, Benefits & HR Operations Administer benefits and open enrollment Run compensation reviews and benchmarking Assist in the administration of sales commissions and resolve disputes with Finance Own turnover and workforce reporting Culture & Leadership Development Develop a standardized onboarding program Drive engagement and manager training Support leadership development and organizational effectiveness Support the people side of acquisitions: onboarding, policy, and comp harmonization Lead change as the company scales The Ideal Candidate Hands-on and pragmatic; builds from scratch Credible from the sales floor to the CFO Decisive with limited information Strong business acumen; ties HR to growth and retention High judgment and discretion on sensitive matters Collaborative; earns trust quickly Present and curious; learns by engaging with people Thrives in change; challenges the status quo Qualifications 5-8+ years as an HR generalist, with deep employee relations Well-rounded across ER, performance, total rewards, compliance, and HR operations Previously built or professionalized HR in a small, growing, or PE-backed company Multi-site, distributed-workforce experience; knows what “good” looks like Strong multi-state employment law (FMLA, ADA, EEOC, FLSA, wage-and-hour); leave and workers’ comp Built and run performance management, ideally in a sales-driven environment Sales commission and incentive plan administration experience is a plus Comfortable as a standalone, hands-on function with limited infrastructure Proficient with HRIS and outsourced payroll and benefits Logistics, transportation, distribution, or high-volume inside-sales experience preferred Bachelor’s degree; PHR/SPHR or SHRM-CP/SHRM-SCP preferred #J-18808-Ljbffr Birmingham Society for Human Resource Management