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HR Manager – Fulfillment Center

LocationChristiansburg, VA

Work modeon-site

Typefull-time

DepartmentBackcountry, Human Resources

Company size1,001–5,000 people

First seen4mo ago

Last seen1d ago

About the company

Adventure is our Culture. Join a team that celebrates a lifestyle as bold as the terrain we love. At Backcountry, we are rooted in adventure, recognition, and wellbeing on and off the mountain. We spotlight employee stories, celebrate milestones, and offer exclusive outdoor perks. Whether you are at HQ, in a retail store, or remote, you will be part of a team that thrives on energy, exploration, and connection.

About the role

Reports to: Amna Saleem

Location: Christiansburg, VA, On-site

About the Role

You will serve as the on-site HR presence for Backcountry’s Virginia Fulfillment Center, owning the full people function for a high-volume hourly workforce where your decisions directly shape culture, retention, and operational performance. Your scope spans every touchpoint of the employee lifecycle, and your impact is felt on the floor every day.

At 6-12 months, success looks like measurable improvement in turnover, a supervisory team that is meaningfully stronger in their people management capability, and ER matters handled with consistency, speed, and zero compliance exposure. Leaders trust you, employees know you, and HR is seen as a driver of results and not a back-office function.

This is a lean team. You will own a lot, move fast, and make decisions with full end-to-end responsibility.

What You’ll Do:

· Own the full HR function for the Virgina Fulfillment Center, serving as the senior on-site HR authority for a high-volume hourly workforce.

· Partner with FC leadership on workforce planning, org design, and people strategy to support operational performance and growth.

· Lead all employee relations matters—including complex investigations, corrective action, and terminations—ensuring fair, timely, and legally defensible outcomes.

· Drive a high-volume, full-cycle recruiting process and execute a structured onboarding program that accelerates retention from day one.

· Coach and develop frontline supervisors on performance management, documentation, conflict resolution, and effective people practices.

· Analyze HR metrics—turnover, absenteeism, time-to-fill, engagement—and translate data into actionable recommendations for site leadership.

· Administer leave programs (FMLA, ADA, Workers’ Comp) and maintain audit-ready compliance documentation in accordance with federal, state, and local law.

· Design and execute employee engagement and recognition initiatives that strengthen culture and reduce voluntary attrition.

Required Qualifications:

• Bachelor’s degree in Human Resources, Business Administration, or a related field.

• 5–8+ years of progressive HR experience, with at least 3 years in a standalone or lead HR role.

• Demonstrated experience managing complex ER investigations and advising on disciplinary matters.

• Deep knowledge of federal and state employment law (FLSA, FMLA, ADA, Title VII, OSHA).

• Proven success leading HR in a high-volume hourly workforce environment (distribution, logistics, manufacturing, or fulfillment preferred).

• Strong analytical skills with experience building and presenting HR metrics to leadership.

• Proficiency in HRIS systems and Microsoft Office Suite (Excel, Word, PowerPoint).

Why Join:

The people who do best here are builders. They take ownership, move fast, and want to see the direct impact of their work.

· You’re a seasoned HR professional who operates comfortably without a playbook—you build the structure, then execute within it.

· You read a room, build trust quickly, and know how to influence leaders and frontline employees with equal effectiveness.

· You don’t wait for problems to escalate—you’re on the floor, in the data, and ahead of the issue before it becomes one.

· You hold the line on compliance and consistency while remaining practical, solutions-oriented, and focused on what moves the business forward.

Interview Process:

• Recruiter Screen (required as step 1)

• Hiring Manager Interview

• In-Person Interview (required for corporate roles)

• Reference Checks (include: “Conducted in parallel with the final stages where possible.”)

• Offer (end with: “We move quickly for the right candidate.”)

Legal

The CSC family of brands provides equal employment opportunities to all employees and applicants for employment and prohibits discrimination and harassment of any type without regard to race, color, religion, age, sex, national origin, disability status, genetics, protected veteran status, sexual orientation, gender identity or expression, or any other characteristic protected by federal, provincial, state or local laws.

The CSC family of brands is committed to providing reasonable accommodations for qualified individuals with disabilities in our job application procedures. If you need assistance or an accommodation due to a disability, please contact [email protected]. #VFCHQ

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