Director of Human Resources

Position Summary

The Director of Human Resources sets the strategic and operational direction of our regional field HR organization across a growing, multi-state 3PL and warehousing network, connecting two demands: the “ground-up” work of integrating new sites and cultures during rapid expansion, and the steady-state discipline of compliant, high-performing HR operations in established regions. This leader thrives in ambiguity, builds HR infrastructure where none exists, and carries the credibility to advise Regional Directors of Operations, General Managers, and the executive team while unifying our Regional HR Business Partner (RHRBP) teams behind one consistent HR playbook, culture, and standard of excellence.

The role supports 31 operating locations and approximately 700 people across more than a dozen states, with five direct reports (four Regional HR Business Partners and one HR Manager for 3PL & E-Commerce) and eight HR Generalists in the indirect team. Real foundations exist: an experienced regional HR team, established relationships with operational leadership, a growing portfolio of talent and learning programs, and a new enterprise talent platform now being implemented. The opportunity is to scale that work by building the standards, models, and reporting that make HR delivery consistent as the footprint grows. The right leader will strengthen what exists, build what is missing, and know the difference.

Key Responsibilities

· Provide strategic leadership and direct management to the Regional HR Business Partner team, unifying HR delivery across new-site integration regions and established multi-state operating regions (including complex jurisdictions such as Texas and California).

· Serve as the senior HR partner to Regional Directors of Operations and site leadership, translating business and growth strategy into human capital plans that drive performance, retention, and cultural alignment.

· Own and evolve the “New Site Playbook” and “Cultural Steward” model (repeatable frameworks for onboarding new workforces, launching sites, and integrating acquisitions), bringing a build-from-scratch mindset to markets or functions with limited infrastructure and standing up compliant, right-sized HR processes ahead of business need.

· Lead, coach, and develop Regional HR Business Partners and, through them, site-level HR Generalist teams, ensuring consistent service delivery, sound judgment, and bench strength; own an objective workload model (headcount, contingent density, site count, turnover) and use it to assign and rebalance HRBP portfolios and Generalist territories before capacity becomes a performance problem.

· Direct enterprise workforce planning, organizational design, and succession strategy to support a rapidly scaling, multi-site footprint.

· Act as the organization’s senior subject-matter expert on multi-state employment law, ensuring compliance with the WARN Act, Successor Employer doctrine, California-specific requirements (wage and hour, PAGA, CFRA/PFL, Cal/OSHA), and other state and local regulations.

· Own the enterprise attrition and workforce analytics narrative: maintaining a field HR metrics package (turnover by site and workforce type, employee relations volume and cycle time, time to fill, engagement, exit themes), intervening where a site or region is an outlier, and presenting data-driven retention, staffing, and talent-investment strategies to the VP of HR and executive leadership.

· Define and enforce enterprise employee relations standards (intake, documentation, evidence, decision-making, and closure), auditing field practice against them, and oversee resolution of complex, high-risk matters to ensure thorough investigations and consistent, risk-mitigated outcomes across regions.

· Partner with the VP of HR on Employee Handbook development, multi-state policy design, compensation benchmarking, and enterprise HR program execution (performance management cycles, open enrollment, engagement initiatives).

· Manage the departmental budget across regions with efficient, ROI-driven allocation of HR resources in both growth and steady-state conditions, and represent field HR in executive and cross-functional forums as the organization’s footprint and needs evolve.

· Sequence HR initiatives against operational priority, risk exposure, and organizational readiness rather than advancing everything at once, and defend that sequencing to operational leadership.

· Partner with Talent Acquisition on contingent workforce strategy and governance, holding co-employment and joint employer standards consistent in the field, and lead the 3PL and E-Commerce HR portfolio through its HR Manager, escalating staffing risk with contractual consequence early.

· Publish and maintain a written escalation and decision-rights matrix defining what a Generalist, a Business Partner, and this role each decide, and hold a disciplined partnership rhythm with the VP of HR, aligning in advance on matters carrying legal, financial, or reputational risk while independently resolving the day-to-day work of the field organization.

Required Qualifications

· 10+ years of progressive HR experience, including proven success leading HR operations across multiple sites within a 3PL, logistics, distribution, or high-volume warehousing environment.

· Demonstrated experience building HR functions, teams, or processes from the ground up, ideally in startup, high-growth, or rapid-expansion environments, including prior direct management and development of HR leaders (Regional HRBPs, HR Managers, or senior Generalists).

· Deep expertise in multi-state employment law, including California-specific requirements, Successor Employer doctrine, and contiguous hire-date obligations.

· High degree of agility and comfort with ambiguity; able to move fluidly between hands-on tactical execution during site launches and strategic, executive-level advising.

· Executive presence and the credibility to build trust quickly with senior operational leaders, General Managers, and cross-functional partners, including the ability to translate workforce and attrition data into clear, compelling business cases for executive decision-making.

· Bachelor’s degree in Human Resources, Business, or a related field required; Master’s degree and SHRM-SCP or SPHR certification strongly preferred.

· Willingness to travel 40–60% across the footprint.

· Proven ability to read a business and prioritize accordingly, distinguishing what must be built now from what can wait and sequencing HR investment against operational need, paired with sound judgment about what requires alignment: arriving with a recommended course of action for the VP of HR to pressure-test, rather than bringing open questions upward or proceeding alone on decisions carrying organizational risk.

· Experience building objective workload or span-of-control models to assign territory and coverage rather than by history or availability; comfort building a defensible case from partial data rather than waiting for a clean data set; and experience supporting client-facing third-party logistics or e-commerce fulfillment operations.

Physical Demands

· Regularly required to stand, walk, and use hands to operate equipment.

· Must be able to occasionally lift and/or move up to 25 pounds.

· Extended periods of sitting and computer work are also common.

Work Environment

· Fast-paced, multi-state environment requiring adaptability and management of competing priorities across regions, time zones, and stages of growth.

· Regular presence in both corporate/office settings and active warehouse environments; comfort spending time on the warehouse floor to build direct relationships with employees and leadership.

Travel Requirements

· 40–60% travel across a national footprint spanning more than a dozen states. Travel is heaviest during new site launches and client onboardings.

Equipment Used

· Standard office equipment, laptop, mobile device, and HRIS/talent management platforms.

Supervisory Responsibilities

· Direct reports: four Regional HR Business Partners (East, Central, Texas Network, Corporate) plus one HR Manager for 3PL & E-Commerce. Indirect: eight HR Generalists and regional HR support staff across 31 locations.

Benefits Offered:

· Health Coverage That Starts Fast– Medical, Dental & Vision kicks in the first of the month after just 30 days.

· Smile on Us–We’re covering your dental premiums for all of 2026!

· Security You Can Count On– Paid Life Insurance + 401(k) with company match.

· Time Off from Day One– PTO, holidays, and 2 floating holidays for flexibility.

· Weekly Paychecks– Because waiting is overrated.

· Invest in YOU– Full tuition grants & tuition reimbursement.

· Celebrate Success– Quarterly performance bonuses.

Hayes Company/Knight Swift Supply Chain is an equal opportunity employer and considers qualified applicants for employment regardless of race, gender identity, gender expression, age, color, religion, disability, veteran's status, sexual orientation, or any other protected factor.