People & Culture Manager

Key Responsibilities Partner with operational leadership to align HR initiatives with business goals. Lead local workforce planning, talent management, and succession initiatives. Contribute to HR strategic planning, employee retention strategies, and labor cost control for the unit/s. Advise managers on organizational structure, change management, and workforce optimization. Employee Relations, Labor, and Compliance Oversee complex employee relations matters, including investigations, disciplinary actions, grievances, and resolutions in collaboration with the Employee Relations Manager. Ensure compliance with federal, state, and local employment laws, including wage and hour, EEO, ADA, FMLA, and union CBAs. Act as the escalation point for sensitive HR matters at the unit level. Ensure consistent application of policies and corrective action practices. Manage all accident-related reporting and claims (WC and Vehicle). Lead and develop People & Culture Generalists and Coordinators across assigned units. Ensure training, performance goals, and compliance activities are met by all HR staff. Foster a strong team culture aligned with dnata values, emphasizing development and collaboration. Culture, Engagement & Performance Champion the People Experience pillars: teamwork, belonging, wellbeing, and recognition. Lead culture survey rollout, analysis, and action planning with unit leaders. Support leadership development, employee feedback channels, and recognition programs. Promote performance management through coaching, calibration, and follow‑up. Talent Acquisition & Onboarding Support unit hiring in partnership with Talent Acquisition, ensuring staffing levels meet operational needs. Oversee onboarding experience and early engagement strategy to reduce turnover and improve readiness. Partner with local leaders on CDL recruitment, pipeline development, and compliance with local licensing laws. People Operations Oversee HRIS accuracy, timecard reviews, leave management, and audit readiness. Collaborate with payroll and benefits teams on employee inquiries and system compliance. Monitor key HR metrics such as turnover, absenteeism, disciplinary actions, and training completions.

NONESSENTIAL FUNCTIONS

Other duties as assigned.

EDUCATION

Bachelor’s degree in Human Resources, Business Administration, or related field (Master’s preferred). 6+ years of progressive HR experience, including 2+ years in an HR leadership role; union environment experience preferred. Strong knowledge of U.S. labor laws Massachusetts labor law compliance preferred. Proven leadership of HR teams with multi‑unit responsibility. Experience in food service, manufacturing, aviation, or logistics industries is a plus. HR certification (PHR, SPHR, SHRM‑CP, or SHRM‑SCP) strongly preferred. Bilingual (English/Spanish or other) preferred. Accountability to dnata Group HR and Global Values All People & Culture leaders are expected to model and uphold dnata’s Group HR and Global Values. As a manager, this includes holding others accountable for their alignment with these values and integrating them into daily decisions, policies, and people practices. dnata Group HR Values Safety & Security – We support a culture of wellbeing by creating and maintaining a safe and secure environment for our people. Collaboration – We work together as one HR, leveraging each other’s strengths and striving toward shared goals for the success of the organisation. Integrity – We maintain strong ethical principles even when it’s challenging and always act in the best interests of our people and the organisation. Respect – We value the dignity, rights, and contributions of our colleagues, and create a culture of mutual consideration, understanding, and respect. Accountability – We are ambassadors who take ownership of our actions and decisions and consistently deliver results as part of a high‑performing community. dnata Global Values We are safe – We prioritize safety in every action and decision we make. We play to win – We drive results and celebrate success. We respect everyone and work as a team – We treat people with dignity and achieve more through collaboration. We are future‑thinking – We innovate, adapt, and continuously improve. We believe that diversity and inclusion are fundamental to creating a strong workplace and community. At One Twenty One, we’re proud that our workforce is as diverse as the customers we serve. And we’re committed to nurturing your talent with mentoring, volunteer and professional development opportunities. We welcome everyone. Our employee resource groups are one of the many ways we champion diversity and inclusion at One Twenty One. Notice Regarding Background Checks (State Law Disclosures) One Twenty One may obtain consumer reports and/or investigative consumer reports about applicants or employees for employment purposes, in accordance with the Fair Credit Reporting Act (15 U.S.C. § 1681 et seq.) and applicable state laws. New York: In accordance with Article 23-A of the New York Correction Law and the New York Human Rights Law, background checks will be conducted only as permitted by law, and any employment decision based on criminal history will follow required legal standards and notice requirements. #J-18808-Ljbffr Dnata