HR Manager
US$70,000 – US$90,000 / yr base salary
Posted 13 Oct 2026
Advertised as “HR Manager, Distribution Center: Recruiting & Workforce Operations”
BranchFactor Summary
The original posting with the fluff stripped out
- Expected experience
- 3–5 yrs
- Management level
- Individual contributor
- Employment
- On-Site
- Contract
- Full-time
| Base salary | US$70,000 – US$90,000 / yr |
|---|
Field of studyBusiness, Human Resources (or related)
Study levelBachelor's
CertificationsPHR, SHRM-CP
Welcome to the Table. At Sur La Table, community, culinary joy, and celebration are at the heart of who we are. From monthly spotlights to the Golden Whisk awards and cooking class perks, our culture blends recognition with hands-on experiences. New team members are welcomed with care and inspired by wellness events, inclusive stories, and a personal touch that makes you feel right at home.
Reports to: Sr. HR Manager, HQ
Location: Brownsburg, Indiana (On-site)
About the Role:
Sur La Table's Brownsburg Distribution Center (~120 employees year-round, scaling to ~375 during peak) needs a dedicated HR leader who can own recruiting, workforce administration, and employee relations across 396,000 square feet of operation. As HR Manager, Distribution Center, you will be the single HR point person managers rely on for answers, candidates count on to move quickly, and leadership looks to when workforce decisions need to be grounded in data.
In your first six months, success means having a seasonal hiring pipeline built and producing results, a hiring dashboard that leadership trusts, attendance and timekeeping running cleanly, and a new hire experience that surfaces actionable trends through structured check-ins.
What You'll Do:
Recruiting & Staffing
- Own full-cycle recruiting for all BDC roles — posting, screening, interviewing, offers, and Day 1 clearance — with volume increasing during peak and seasonal windows.
- Build a direct seasonal hiring pipeline through career fairs, community outreach, and local sourcing, starting with a sourcing plan in your first week.
- Track hiring progress and share it with leadership through regular check-ins and a hiring dashboard you own.
- Manage temp staffing operations, including agency relationships, onboarding/offboarding, and hours submission.
Attendance & Workforce Administration
- Manage attendance tracking, timecard edits, call-off documentation, and policy enforcement consistently, accurately, and with care.
Onboarding & New Hire Experience
- Own the new hire experience end to end — facilitate orientation, ensure every system and document is ready before Day 1, and run structured 15/45/90-day check-ins that surface trends for leadership.
Leave & Workers' Compensation
- Own the leave of absence process in partnership with AbsencePro, including communications, approvals, and follow-ups.