Human Resources Manager II

Responsibilities

• Collaborate with the Distribution Director and senior leaders to define short and long term strategies for the assigned location(s).
• Lead a staff of up to 10 HR professionals, including both hourly and salaried associates, within the facility’s HR department.
• Develop and implement communication plans to maintain policy compliance and strengthen associate engagement.
• Oversee internal investigations, ensure proper methods are used, determine appropriate employment or corrective actions, and document processes and outcomes with input from division HR and corporate legal as needed.
• Manage corporate programs at the location such as Inclusion & Diversity, Corporate Social Responsibility (CSR), PVH Listens, recognition initiatives, and Hotline complaint investigations.
• Ensure associates are informed of and compliant with PVH policies and applicable labor laws.
• Maintain advanced knowledge of changes in employment law and assess their impact on PVH practices.
• Oversee HR and safety programs including Workers’ Compensation, FMLA/LOA, ADA, EEO, workplace safety, attendance, and time-off management.
• Partner with corporate Risk Management on complex workers’ compensation claims and oversee general claims administration for the site.
• Foster a close relationship with union officials, enforce the collective bargaining agreement where applicable, review grievances, and prepare for arbitrations and contract negotiations.
• Proactively identify wage, hour, and working condition issues to prevent contract violations and workplace disruptions while ensuring compliance with laws and PVH policy.
• Oversee recruitment and onboarding for all positions and project staffing needs in collaboration with facility leadership.
• Maintain a visible presence on the facility floor and adjust schedules to support multiple shifts.
• Other duties as assigned.

Requirements

• 7+ years of progressive human resources experience.
• Associate degree or Bachelor’s degree in business or a related field.
• Certifications: PHR/SHRM-CP or SPHR/SHRM-SCP preferred.
• Proficiency with MS Office programs.
• Experience with Workday and HRIS; familiarity with AI is noted.
• Excellent social and people skills; organized with polished public speaking abilities, comfortable addressing groups up to 300 associates.
• Ability to work effectively with associates at all levels and titles.
• Professional demeanor and ability to convey a positive image to applicants, associates, visitors, and vendors.
• Strong knowledge of employment law, compliance, and associate/labor relations, with the ability to apply that knowledge appropriately.

Technologies

• MS Office
• Workday
• AI
• HRIS

Benefits

• Competitive pay and medical, vision, dental, life, and disability insurance
• Headspace membership
• Fitness membership reimbursement
• Digital meditation subscriptions reimbursement
• Wellbeing rewards program up to $200/year for healthy activities
• Care.com services access and backup care reimbursement
• Tuition reimbursement
• Employee discount
• 401(k) with above-market contribution
• Company-paid holidays
• Paid time off
• Volunteer opportunities

Internal and External Contacts

• Internal: DC associates across levels, W&D support staff including Financial Analysts, Engineers, and corporate teams in Legal, Benefits, Payroll, and HRIS
• External: Workers Compensation Insurance representatives, panel physicians, security, temporary agencies, and Union Business Agents

Supervisory Responsibilities

• Direct: up to 10
• Indirect: up to 12

Budgetary Responsibilities

• Up to $750,000 per year

Decision Making

• Member of the senior leadership team at the assigned location(s), guiding short and long term planning; resolve daily associate and labor relations issues in coordination with Directors, divisional HR, and legal as needed

Resourcefulness and Creativity

• Engage senior teams to foster a culture of inclusiveness and opportunity at all levels
• Set realistic work-life expectations for self and the supported organization to maximize effectiveness and engagement
• Challenge HR and operations to identify turnover and productivity opportunities, developing tools and processes to address root causes

Environment

• Fast paced with constant change, multiple demands, and flexible work hours to support the business