HR Specialist

HR Specialist

Frank Kent Family of Brands Glendale, Arizona, United States

About this position

Join the SWAG Team in Glendale

SWAG is growing, and we are looking for an HR Specialist to help build an exceptional employee experience at our new Glendale Distribution Center .

This is a hands-on, onsite HR role supporting recruiting, onboarding, employee relations, manager coaching, and the day-to-day people needs of our Operations team.

Why Glendale?

• Brand-new distribution center
• Fully air-conditioned warehouse
• Opportunity to help shape the culture, team, and HR foundation from the ground up
• Fast-paced growth with real visibility and impact
• A people-first team built on Serve, Worth, Alignment, and Grit

If you enjoy recruiting great people, partnering closely with Operations leaders, solving employee concerns, and making a meaningful difference every day, this is your opportunity to grow with SWAG.

HR Specialist

Location: Glendale, Arizona
Department: Human Resources
Employment Type: Full-Time, Onsite

Pay Range: $68,000 - $72,000
Reports To: Director of Human Resources
Next Step - Culture Index Assessment

The HR Specialist is the primary onsite Human Resources partner for the Glendale Distribution Center. This role owns recruiting and provides full-cycle HR support for hourly Operations employees and leaders. The HR Specialist will build strong relationships with the workforce, help managers hire and retain the right people, ensure consistent policy administration, maintain accurate employee records, and escrow higher-risk employee relations matters to the Director of HR.

This is a hands-on, fast-paced role for someone who is comfortable working directly in a warehouse environment and balancing recruiting, employee support, documentation, and operational priorities.

Recruiting and Onboarding

• Manage full-cycle recruiting for hourly Operations positions, including posting jobs, reviewing applicants, scheduling interviews, conducting candidate screens, coordinating interviews, and extending approved offers.
• Partner with DC Managers and Supervisors to understand staffing needs, turnover trends, shift requirements, and candidate qualifications.
• Ensure managers use structured interview questions and interview matrices to support fair, consistent hiring decisions.
• Coordinate pre-employment requirements, background checks, drug screens, new-hire paperwork, and onboarding activities.
• Conduct or coordinate new-hire orientation and ensure employees understand schedules, attendance expectations, safety requirements, benefits eligibility, and workplace policies.
• Build candidate pipelines through employee referrals, local outreach, staffing partners, and other recruiting sources.
• Track recruiting activity, time to fill, candidate flow, offer acceptance, new-hire turnover, and staffing needs.

Full-Cycle Human Resources

• Serve as the day-to-day HR contact for employees and leaders at the Glendale DC.
• Answer employee questions related to payroll, benefits, PTO, attendance, policies, schedules, employee records, and general workplace concerns.
• Support managers with coaching, performance documentation, corrective action, attendance issues, and policy application.
• Maintain accurate and timely employee records in Rippling, including employee changes, schedules, job and pay changes, performance documentation, and supporting records.
• Support leave, accommodation, workers' compensation, return-to-work, and employee-relations processes in partnership with the Director of HR.
• Ensure required HR documentation is complete, objective, timely, and appropriately maintained.
• Assist with payroll review, timekeeping questions, employee changes, benefit enrollment, and audit activities.
• Support employee engagement, recognition, communication, training, and retention initiatives.
• Monitor attendance, turnover, disciplinary activity, hiring progress, and other workforce trends; provide timely reporting and recommendations.
• Promote a respectful, inclusive, safe, and accountable work environment.

Compliance and Operational Support

• Help ensure compliance with company policies, wage-and-hour practices, employment laws, and required workplace postings.
• Maintain confidentiality and exercise sound judgment when handling employee information and workplace concerns.
• Escalate all matters involving discrimination, harassment, retaliation, threats, safety concerns, accommodation requests, protected leave, final warnings, suspensions, demotions, and terminations to the Director of HR before action is taken.
• Support manager training on interviewing, documentation, performance management, attendance, corrective action, and employment-law basics.
• Perform other HR and operational support duties as assigned.

Qualifications

• Bachelor’s degree in Human Resources, Business, or a related field preferred; equivalent HR experience will be considered.
• Three to five years of progressive HR experience, including recruiting and employee relations support.
• Experience supporting hourly, warehouse, distribution, manufacturing, retail, or similarly fast-paced operations strongly preferred.
• Demonstrated full-cycle recruiting experience for hourly or high-volume positions.
• Working knowledge of employment practices, wage-and-hour requirements, performance management, employee relations, and HR documentation.
• Experience with HRIS, applicant tracking systems, payroll/timekeeping, and Microsoft Office; Rippling experience is a plus.
• Bilingual English/Spanish strongly preferred.
• Strong communication, organization, follow-through, judgment, and attention to detail.
• Ability to build trust with employees while maintaining appropriate confidentiality and professional boundaries.

Work Environment and Physical Requirements

• Regular onsite presence at the Glendale Distribution Center is required.
• Ability to work in a warehouse environment and move throughout the facility to support employees and operations.
• Ability to occasionally lift up to 25 pounds and perform normal office and warehouse walking, standing, and sitting activities.
• Occasional schedule flexibility may be needed to support different shifts, recruiting events, employee meetings, and operational priorities.

Success Measures

• Time to fill and quality of hire for Operations positions
• New-hire 30-, 60-, and 90-day retention
• Timely completion and accuracy of HR documentation and employee changes
• Attendance, turnover, and employee-relations trend reporting
• Manager and employee responsiveness and service quality

Americans With Disabilities Act Statement

SWAG is committed to providing reasonable accommodations to qualified individuals with disabilities. The essential functions and physical requirements described for this position are representative of those an employee must be able to perform, with or without reasonable accommodation. Reasonable accommodations may be made to enable qualified individuals with disabilities to perform the essential functions of the position.