Human Resources Director- South Hill, VA

PREMIER BRANDS GROUP HOLDINGS

Iconic by Nature, Exceptional by Design

Premier Brands Group Holdings, A Global Leader in Apparel, Jewelry and Accessories Design

Driven by excellence and innovative talent, Premier Brands Group is a leading, global apparel group of iconic brands, offering a diverse portfolio in denim, women’s apparel, and jewelry.

Premier Brands Group is comprised of three distinct businesses that create top-tier brands for the discerning consumer.

One Jeanswear Group designs and distributes a distinguished portfolio of branded and private label Jeanswear throughout North America.

An apparel industry leader for 30 years, The Kasper Group has remained committed to excellence in offering iconic brands and relevant womenswear designs.

The Jewelry Group has a 20 year legacy of developing, sourcing and selling elevated fashion jewelry pieces, with a design-centric point of view.

Our legacy is rooted in our rich portfolio of the most covetable denim, apparel, jewelry and accessories brands in the world. Each respective group is Iconic by Nature and Exceptional by Design.

Job Description:

DIRECTOR, HUMAN RESOURCES – DISTRIBUTION CENTER OPERATIONS

Premier Brands Group Holdings Inc. is currently seeking a Director, Human Resources – Distribution Center Operations for our Denim Wholesale Distribution Center located in South Hill, VA.

This position serves as the senior Human Resources leader for the Distribution Center and is responsible for aligning workforce strategy with operational objectives. The Director will partner closely with Distribution Center leadership to drive organizational effectiveness, workforce planning, labor optimization, leadership development, employee engagement, compliance, and overall business performance.

The successful candidate will act as a strategic business partner while also providing hands-on leadership across all aspects of Human Resources.

Responsibilities Include:

Human Resources Leadership

• Lead all Human Resources functions supporting the Distribution Center, including employee relations, talent acquisition, onboarding, training, compensation, performance management, engagement, compliance, and organizational development.

• Ensure all Human Resources programs, policies, and practices align with company objectives and applicable federal, state, and local regulations.

• Provide strategic and day-to-day leadership across all aspects of the employee lifecycle.

Strategic Workforce Planning & Labor Optimization

• Develop workforce planning strategies aligned with business growth, productivity goals, seasonal fluctuations, and operational requirements.

• Partner with operational leadership to forecast labor demand, evaluate staffing models, and optimize workforce utilization.

• Analyze labor productivity, turnover, absenteeism, overtime, staffing efficiencies, and workforce trends to identify opportunities for improvement.

• Develop recommendations that balance productivity, service levels, labor costs, employee engagement, and retention.

Operational Leadership Partnership

• Serve as a strategic advisor to Distribution Center leadership regarding organizational effectiveness, workforce planning, leadership capability, succession planning, and operational performance.

• Participate in operational reviews, business planning discussions, and strategic initiatives.

• Partner with Operations leadership to identify opportunities for increased productivity, process improvement, and organizational effectiveness.

• Support business transformation initiatives and organizational change efforts.

Leadership Development & Organizational Effectiveness

• Design and implement leadership development programs for supervisors, managers, and operational leaders.

• Lead succession planning, talent review, performance calibration, and organizational assessment processes.

• Coach leaders on performance management, accountability, employee development, conflict resolution, and team effectiveness.

• Build leadership capability and organizational bench strength across the operation.

Talent Acquisition & Workforce Development

• Develop and execute recruiting strategies to support workforce requirements and business objectives.

• Oversee onboarding, training, certification, and workforce development initiatives.

• Partner with staffing agencies, educational institutions, and community organizations to develop talent pipelines.

• Ensure training programs support productivity, quality, safety, and operational performance goals.

Employee Relations & Compliance

• Lead complex employee relations matters, investigations, performance management issues, workplace concerns, and organizational risk mitigation efforts.

• Ensure compliance with all applicable employment laws and regulations, including EEOC, OSHA, ADA, FMLA, Workers Compensation, and related requirements.

• Develop and maintain positive employee relations while fostering a culture of accountability, engagement, and respect.

• Provide guidance to leadership regarding policy interpretation and employment-related decisions.

Continuous Improvement & Change Management

• Lead organizational change management initiatives related to operational improvements, technology implementations, workforce restructuring, and business transformation.

• Participate in Lean, Kaizen, and continuous improvement initiatives designed to improve organizational performance.

• Drive process standardization and implementation of best practices across the operation.

Data, Analytics & Reporting

• Develop and maintain workforce dashboards, metrics, and reporting related to turnover, absenteeism, productivity, staffing, labor utilization, engagement, and organizational effectiveness.

• Utilize workforce data to identify trends, opportunities, and risks and provide actionable recommendations to leadership.

• Present workforce insights and strategic recommendations to senior leadership teams.

Compensation & Benefits

• Partner with corporate Human Resources leadership to ensure compensation programs remain competitive and internally equitable.

• Support salary planning, workforce budgeting, incentive programs, and organizational structure discussions.

• Oversee communication and administration of employee benefit programs.

Qualifications

• Bachelor's Degree required; Master's Degree preferred.

• SPHR, PHR, SHRM-SCP, or related certification preferred.

• Minimum 10–15 years of progressive Human Resources leadership experience.

• Significant experience supporting manufacturing, distribution center, logistics, warehouse, or operational environments.

• Demonstrated success partnering directly with Operations leadership on workforce planning, labor optimization, productivity improvement, and organizational effectiveness initiatives.

• Experience leading change management, leadership development, succession planning, and organizational transformation efforts.

• Strong analytical, business, and financial acumen.

• Experience utilizing HRIS, workforce analytics, and reporting tools to support business decisions.

• Union experience strongly preferred.

• Excellent communication, leadership, coaching, and influencing skills.