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