The Human Resources Manager serves as the primary HR partner and point of contact for employees and leaders, providing primarily operational human resources support and some strategic partnership. This role acts as an employee advocate while leading and advancing the Human Resources function to support organizational goals.
The Human Resources Manager will serve as a strategic business partner to support the operational goals and strategies by providing guidance and support to managers and employees across the organization, and assisting in core HR disciplines such as employee relations, total rewards and benefits administration, talent acquisition and workforce planning, talent management (including performance management, succession planning, and development planning), and the execution of learning and development initiatives.
Serve as a trusted advisor to leadership by supporting the Human Resources function; including planning, organizing, and overseeing departmental activities to support business objectives.
Oversee, implement, and administer HR strategies, programs, policies, and procedures that align with organizational goals and Core Values.
Partner with the Compensation & Benefits Managers to support compensation and benefits programs, including job architecture, market analysis, performance evaluation alignment, and program updates as needed. Ensuring proper communication to employees.
Lead conflict resolution; conduct investigations, mediate disputes, and recommend and enforce consistent resolutions.
Oversee full-cycle talent acquisition for all positions, ensuring fair, consistent, and legally compliant hiring practices; partner with leaders on candidate selection, interviews, offers, onboarding, and workforce planning.
Lead employee lifecycle processes including onboarding, employee relations support, performance management, development planning, career pathing, and exit interviews.
Communicate HR policies, procedures, and employee handbooks; ensure accurate documentation, recordkeeping, and reporting.
Ensure organizational compliance with all applicable employment legislation, corporate standards, and ethical practices; apply employment law appropriately and escalate to legal counsel when required.
Guide, train, and advise leaders and business partners on the consistent and compliant execution of HR policies, processes, and people decisions.
Serve as a culture champion by educating, advising, and challenging leaders to integrate Core Values, employee engagement, and inclusion into daily decisions and people practices.
Support the execution of annual and cyclical HR processes, including performance management, talent and succession planning, compensation reviews, engagement surveys, and workforce planning initiatives.
Education, Certification & Experience
Bachelor’s degree in Human Resources, Business Administration, or a related field preferred.
Minimum of five (5) years progressive experience as an HR Generalist, HR Manager, or in a related HR leadership role.
HR certification preferred (SHRM-CP/SCP or PHR/SPHR)
Experience within wholesale, distribution, or chemical manufacturing environments preferred.
Prior experience working in the oil & gas industry preferred.
Experience working in a matrixed organization preferred.
Systems & Technology
Hands on experience with HRIS systems required; Workday preferred.
Experience with Dayforce preferred.
Strong proficiency with Microsoft Office (Excel, Word, PowerPoint).
Experience with workforce planning, budgeting, and HR reporting and analytics.
Functional HR Expertise
Strong working knowledge of talent management, succession planning, performance management, and learning and development.
Solid understanding of compensation and benefits principles and practices.
In depth knowledge of employment legislation and regulatory standards, with demonstrated ability to apply them appropriately.
Leadership, Consulting & Business Partnership
Proven experience acting as a trusted coach to senior leaders and a strategic business partner to operations.
Demonstrated ability to influence, advise, and challenge leaders while balancing business needs, employee advocacy, and compliance.
Ability to provide sound guidance on complex people, organizational, and cultural issues.
Skills & Capabilities
Strong analytical, critical thinking, problem solving, and decision making skills.
Excellent communication skills, both written and verbal; strong facilitation and presentation capabilities.
Highly organized with strong time management skills and the ability to manage multiple priorities and deadlines in a fast paced environment.
Demonstrated project and change management skills.
Results oriented with the ability to translate HR strategies into measurable outcomes.
Excellent interpersonal and relationship building skills across all levels of the organization.
High degree of professionalism, discretion, and integrity when handling sensitive and confidential information.
Language Requirements
Working Conditions
We aim to create an environment where the best people want to work, where they can turn their passion into their job and realize their full potential.
Individual development, on-the-job training, and development programs designed to help our employees grow in their careers.
Paid parental leave
Education assistance program
Employee assistance program
Various healthcare plan options as well as 401(k)
Brenntag and its subsidiary companies will provide equal employment opportunities to all applicants without regard to any category protected by federal, state or local law, including as applicable, applicant’s actual or perceived race, color, religion, creed, sex, sexual orientation, gender identity or expression (including transgender status), gender (including pregnancy, childbirth, lactation and related medical condition), genetic information, military service, national origin, ancestry, citizenship status, age, veteran status, physical or mental disability, protected medical condition as defined by applicable federal, state or local law, political affiliation, marital status, membership in an employee organization, parental status, expunged juvenile record, or any other status protected by federal, state, or local law. Brenntag will provide reasonable accommodations to allow an applicant to participate in the hiring process (e.g., accommodations for a test or job interview) if so requested. When completing this application, you may exclude information that would disclose or otherwise reference your race, religion, age, sex, genetic, veteran status, disability or any other status protected by federal, state, or local law. This application is considered current for sixty (60) days only. At the end of this period, if you are still interested in employment, it will be necessary for you to reapply by completing a new application.
If you are a qualified individual with a disability or a disabled veteran, you may request a reasonable accommodation if you are unable or limited in your ability to access job openings or apply for a job on this site as a result of your disability. You can request reasonable accommodations by contacting Human Resources at [email protected] (phone, tty, fax, email, etc.).
Brenntag North America, Inc. and its subsidiaries use E-Verify, a government-run, web-based system that allows employers to confirm the eligibility of their employees to work in the United States. For more information, please go to https://www.e-verify.gov/employee or view the poster at https://e-verify.uscis.gov/web/media/resourcesContents/E-Verify_Participation_Poster.pdf.
Brenntag provides equal employment opportunities to qualified applicants and employees of all backgrounds and identities to create a workplace where difference is valued because it forms a resilient and more innovative organization. We do not discriminate on the basis of age, disability, gender identity, sexual orientation, ethnicity, race, religion or belief, parental and family status, or any other protected characteristic. We welcome applications from women, men and non-binary candidates of all ethnicities and socio-economic backgrounds.
