Senior HR Field Manager

Job Overview The Senior HR Field Manager partners with distribution operations and supply chain leaders across multiple sites to execute people strategies that enable business performance and operational excellence. By managing a field HR team, this role serves as a trusted advisor in workforce planning, talent management, employee relations, organizational effectiveness, and change initiatives while ensuring consistent application of HR programs, policies, and practices. Responsibilities Develop workforce plans aligned to business objectives and lead execution of talent strategies to support organizational growth. Advise leaders on talent management, workforce planning, succession planning, and capability‑building initiatives. Partner with business leaders to design and implement organizational structures that drive effectiveness, performance, and scalability, including support for mergers, acquisitions, and reorganizations. Serve as a trusted advisor to leaders on employee engagement, performance management, retention, and organizational development matters. Lead and support change management initiatives to enable successful adoption of business and organizational changes. Implement and drive consistent HR programs, policies, and standardized processes across the assigned business unit. Partner with HR Centers of Excellence to deliver talent acquisition, learning and development, compensation, performance management, and employee relations solutions. Support succession planning and talent review activities to strengthen leadership pipelines and organizational capability. Participate in the selection and assessment of candidates for key leadership and critical business roles. Monitor workforce trends and organizational needs, providing recommendations to improve organizational effectiveness and business outcomes. Support labor and employee relations activities, including the resolution of complex employee issues in partnership with the Associate Relations COE. Collaborate with training and development partners to identify skill gaps and facilitate learning initiatives as needed. Analyze workforce data and trends to provide insights and recommendations that support business decision‑making. Qualifications Minimum 7+ years of applicable experience leading frontline populations in supply chain, manufacturing, or retail operations. Experience with labor relations and negotiations. Experience with merger, acquisition or divestiture, and leading cross‑functional project teams or major projects outside the business unit group. Familiarity with organizational design concepts and coaching managers on ER/LR issues. Demonstrated ability to advise on talent management and employee development plans. Strong business acumen, ability to influence leaders at all levels, and strong change management skills. Excellent interpersonal, relationship‑building, collaboration, communication, facilitation, and presentation skills. Strong analytical skills for workforce and business data, with the ability to translate insights into actionable recommendations. Proficiency in Microsoft Office applications (Outlook, Word, Excel, PowerPoint, Teams). Minimum 25% travel required for business needs to distribution field sites. Skills and Knowledge Human Resources principles and practices, including workforce planning, talent management, organizational development, performance management, succession planning, and employee relations. Ability to understand organizational priorities, financial drivers, and operational objectives. Strong change management capabilities and ability to guide leaders through transformation. Excellent written, verbal, presentation, and facilitation communication skills. Ability to manage complex and sensitive situations, maintain confidentiality, and exercise sound judgment. Strong organizational and project management skills with the ability to prioritize competing demands and meet deadlines. Proficiency in Microsoft Office applications, including Outlook, Word, Excel, PowerPoint, and Teams. Benefits Competitive compensation range: $93,500 – $187,000 (national average; may vary by location). Medical, dental, and vision coverage. Comprehensive wellness programs covering physical, emotional, financial, and social aspects. Support for working families (backup dependent care, adoption assistance, infertility coverage, family building support, behavioral health solutions, paid parental leave, paid caregiver leave). Training programs, professional development resources, mentorship programs, employee resource groups, volunteer activities, and more. Equal Employment Opportunity Cencora is committed to providing equal employment opportunity without regard to race, color, religion, sex, sexual orientation, gender identity, genetic information, national origin, age, disability, veteran status, or membership in any other class protected by federal, state, or local law. Harassment is prohibited and all matters related to recruiting, training, compensation, benefits, promotions, and transfers comply with equal opportunity principles and are non‑discriminatory. Cencora is committed to providing reasonable accommodations to individuals with disabilities during the employment process. #J-18808-Ljbffr AmerisourceBergen Services Corporation