Senior Human Resources Manager

Company Overview

At Gerber Childrenswear we stand for quality, everyday comfort, and safety. From the clothes we design, to the fabrics we select, to our focus on sustainability and community, we have got what baby needs for their first 1000 days and from one generation to the next.

Our Team

Our mission is to be trusted partner to those all responsible for the parenting journey. We do this by seeking every day to answer the question -Will this be safe and bring comfort and joy to every child?

We are dedicated to our mission and passionate about collaboration, moving quickly, breaking down barriers, leveraging technology, eliminating bureaucracy and constantly striving to evolve. Our cultural foundation is built on quality, trust, and value, all bundled together in 90 years of happy little clients while focused on continuously improving to ensure many more years of happy little clients

Who We Are Looking For:

The Senior Human Resources Manager leads the Human Resources function for Gerber Childrenswear and serves as a trusted advisor to the CEO and leadership team. This role translates business priorities into HR plans, strengthens leadership capability and leads culture and organizational change. The Senior HR Manager creates a welcoming employee experience through an approachable presence, active listening and dependable follow-through. The position combines strategic leadership with hands-on responsibility for employee relations, compliance, talent management, compensation and HR operations. The role directly supervises the Payroll & Benefits Coordinator and ensures reliable payroll, benefits, HR systems and office support.

What You'll Do:

HR Leadership and Compliance

• Advise the CEO and leadership team on organizational priorities, workforce needs and complex people decisions; recommend practical actions aligned with business objectives.
• Develop and lead an annual HR plan with clear priorities, owners, timelines and measures of progress; review results and emerging needs with leadership.
• Develop, interpret and maintain HR policies, procedures, the employee handbook, job descriptions and job classifications; ensure consistent application across the organization.
• Oversee HR compliance and required reporting, working with appropriate partners on employment, equal opportunity, pay, leave, benefits, workplace safety, privacy and recordkeeping requirements.
• Coordinate employment-related audits, affirmative action activities where applicable, and immigration or visa renewal matters with appropriate partners.

Culture and Change Leadership

• Lead culture change initiatives that strengthen trust, collaboration, accountability and the employee experience. Use listening sessions, engagement surveys, exit feedback and HR data to identify priorities.
• Partner with the CEO and leaders to define desired workplace behaviors and implement action plans with clear ownership and measures of progress.
• Develop change plans for organizational, process and system changes. Assess employee impact, align leaders, explain the purpose, prepare managers and support employees through implementation.
• Maintain a visible, welcoming HR presence. Listen without judgment, respond promptly, explain decisions and follow through so employees feel heard and respected.
• Coach leaders to address resistance constructively and model expected behaviors. Monitor adoption and employee feedback, share progress and adjust actions to sustain improvements.

Employee Relations and Talent Management

• Lead complex employee relations matters, workplace investigations, conflict resolution, corrective action and separations with fairness, discretion and sound judgment.
• Coach leaders on difficult conversations, clear performance expectations and employee development; address concerns early and reinforce consistent accountability.
• Own mid-year and year-end performance evaluation cycles, performance improvement processes, retention initiatives and succession planning.
• Lead recruitment, including job descriptions, compensation benchmarks, postings, screening, assessments, references, background checks and offers.
• Create a welcoming onboarding experience, including orientation and 30-day touch-base meetings; coordinate temporary office staffing needs.
• Develop leadership and management training that strengthens coaching, communication and the ability to lead teams through change.

Compensation and Workforce Analytics

• Manage compensation reviews, salary benchmarking, merit planning and bonus programs; prepare HR budgets and workforce forecasts with business leaders.
• Translate headcount, turnover, retention, compensation and engagement data into recommendations and action plans; report progress to leadership.
• Serve on the benefits committee, reviewing program offerings, costs and improvement opportunities with internal and external partners.
• Oversee appropriate use of ActivTrak and related workforce reporting, consistent with company policy.

HR Operations and Direct Report Oversight

• Supervise, coach, prioritize work for and evaluate the Payroll & Benefits Coordinator; set clear service expectations, develop capabilities and ensure continuity of service.
• Oversee biweekly payroll processing and reporting, maintain appropriate review controls and serve as payroll backup when needed.
• Provide oversight of health, welfare, retirement and voluntary benefits, COBRA, FMLA and leave administration, workers’ compensation and related audits.
• Ensure accurate HRIS records, Paycor onboarding events, I-9 management, employee files and compliance reporting.
• Oversee recognition, wellness, social and safety committee activities, company events and employee communications, including newsletters, bulletin boards and Friday updates.
• Oversee office administration and facilities support, including supplies, mail, filing, remodeling coordination, travel, Concur access and invoice or budget administration.

Who You Are:

Qualifications

• Bachelor’s degree in Human Resources, Business Administration, or related field.
• SHRM-SCP, SPHR, SHRM-CP, or PHR certification preferred.
• 8+ years of progressive HR experience, including at least 3 years in HR leadership with staff supervision.
• Demonstrated experience leading culture change and guiding employees through organizational change, with measurable outcomes.
• Experience supporting multiple business locations or entities preferred.
• Employment law, HR compliance, complex investigations, compensation, benefits, payroll controls, performance management, workforce planning, and organizational change.

Technical Skills

• Advanced Excel; Word, PowerPoint, Outlook and Teams; Paycor or comparable HRIS; reporting and analysis of workforce trends and employee feedback.

Skills & Abilities

• A welcoming, approachable style; active listening, empathy, clear communication, coaching and conflict resolution.
• Builds trust, follows through, and balances care for employees with consistent standards.
• Advise executives, influence leaders, lead change, manage competing priorities, supervise and develop staff, maintain confidentiality and translate feedback and data into practical action.

Physical Requirements and Work Environment

• Full-time, primarily on-site position in Greenville, SC; occasional business travel may be required.
• Regular computer and desk work, with occasional standing, walking and handling of office materials.
• Perform other duties as assigned consistent with the position’s responsibilities.

What We Offer

• Competitive Pay – We believe in rewarding success and showing our employees just how much they’re valued in a variety of different ways, including compensation.
• Health and Wellness - There’s nothing basic about our comprehensive health and wellness programs and offerings. While at work and at play, we aim to support a healthy lifestyle.
• Time away from work - Sometimes we need time away to be with family, enjoy our hobbies, focus on our health or just simply recharge. We are committed to helping our employees create a work-life harmony!
• Growth and Development - We are constantly seeking to offer opportunities and support for personal and professional development.
• Financial Planning and wellbeing - No matter what financial goals our employees have set, we want to help them get there. We offer access to benefits, programs and education to help our employees to protect income, pay for expenses and invest in the future. Including a generous 401K match!
• Extras, discounts and perks - Generous discounts to our company and related companies, is just one of the cool extras we offer!