HR Manager- Field and Distribution
Wonder · Swedesboro · $86,500–$97,000 (stated in the posting)
About Wonder
Everything’s on the menu at Wonder. Except compromise.
Wonder is the mealtime platform built to feed every craving in one order. With Wonder, you can mix and match hundreds of dishes from 20+ exclusive restaurants in a single order, so everyone gets exactly what they’re craving. Enjoy everything from tacos to Thai with $0 delivery fees, plus dine-in or pick up at a Wonder location near you. Each dish is made to order on-site by our culinary team and served hot.
Behind the scenes, Wonder owns and operates every step of the dining experience, from recipe development to the technology that powers our experience, allowing us to deliver quality, variety, and consistency at scale.
Join us as we work to make great food more accessible.
Role Purpose
The Human Resources Manager serves as the strategic HR partner to the Site Operations Leader for a 24/7 production and distribution facility. This role bridges HR and Operations to strengthen workforce performance, leadership capability, organizational effectiveness, and employee experience while ensuring compliant and consistent HR practices.
The HR Manager owns the people strategy for the site, translating business and operational needs into workforce actions. This role also leads and develops an onsite HR team who support administrative HR activities including orientation, reporting, documentation, and routine HR processes.
Key Responsibilities
Strategic Business & Workforce Partnership
- Serve as a business partner to the Site Operations Leader on workforce strategy, organizational effectiveness, labor needs, and business performance.
- Translate operational priorities into HR and workforce solutions that improve productivity, staffing stability, retention, and leadership effectiveness.
- Lead workforce planning, staffing analysis, succession planning, talent reviews, and organizational changes.
- Use workforce data and operational trends to identify risks, diagnose root causes, and recommend actions.
- Bridge HR and Operations by ensuring people decisions support both employee experience and business outcomes.
Employee Relations & Leadership Capability
- Coach leaders on performance management, employee relations, attendance, communication, corrective action, and policy application.
- Lead employee-relations matters and investigations within established escalation guidelines.
- Identify recurring employee, leadership, or organizational issues and develop solutions that address underlying causes.
- Build manager capability and reinforce leadership ownership of people management.
Talent, Engagement & Workforce Stability
- Partner with Operations and Talent Acquisition to maintain appropriate staffing levels and workforce readiness.
- Monitor turnover, retention, absenteeism, vacancies, labor trends, and other workforce indicators.
- Strengthen onboarding, employee engagement, recognition, development, and retention efforts.
- Identify high-potential talent and support succession and leadership development.
HR Team Leadership & Operations
- Lead, coach, and develop an onsite HR team.
- Delegate and oversee orientation, reporting, documentation, recordkeeping, and other administrative HR processes.
- Ensure accurate and timely execution of HR operations while maintaining HR Manager focus on strategic business partnership.
- Ensure compliance with employment laws, company policies, and required HR practices.
What Success Looks Like
Success in this role includes a strong HR-Operations partnership, focus on culture, workforce stability and performance, strong frontline leadership, effective workforce planning, reduced recurring people issues, disciplined use of workforce data, and a capable HR team that supports operational execution.
Minimum Qualifications
- Bachelor’s degree in Human Resources, Business, Organizational Psychology, or related field, or equivalent experience.
- 5+ years of progressive HR experience, preferably supporting production, distribution, manufacturing, logistics, or other high-volume operational environments.
- Demonstrated experience partnering directly with operational leaders on workforce and business challenges.
- Strong experience in employee relations, culture, workforce planning, leadership coaching, and organizational problem-solving.
- Previous experience leading or developing HR team members.
- Strong analytical, communication, influencing, and decision-making skills.
- Ability to translate business needs into practical workforce strategies.
- Ability to work a flexible schedule based on business needs. The facility operates 24/7, and evening, overnight, weekend, holiday, and/or off-hours support may be required.
Preferred Qualifications
- Experience supporting large hourly workforces in production, manufacturing, distribution, logistics, or similar environments.
- Experience with Workday or comparable HR systems.
- Demonstrated success improving workforce performance, retention, leadership capability, or organizational effectiveness.
Swedesboro, NJ: $86,500- $97,000
Wonder uses geographic-specific salary structures, which means the salary offered may vary depending on where the job is located. The final salary offer will take into account various factors, such as the candidate's skills, education, training, credentials, and experience.
Benefits
The benefits applicable to this role include a competitive compensation package with equity and a 401(k). We also offer a choice of medical, dental, and vision plans, company paid short and long term disability coverage, paid time off including flexible time off for exempt employees, paid vacation for non-exempt employees, and paid sick leave in compliance with applicable law in addition to paid parental leave, discounted meals and exclusive perks across the Wonder family of brands.
Eligibility, effective dates, and available plan options vary by employment classification and location. To learn more about benefits for this role, visit our Careers page here.
A Final Note
At Wonder, we build the best teams by hiring with an objective lens — evaluating people for their potential while championing diversity, equity, and inclusion. We do not discriminate based on race, color, religion, gender identity or expression, sexual orientation, national origin, age, military service eligibility, veteran status, marital status, disability, or any other protected class. As part of our commitment to fair and compliant hiring practices, Wonder participates in the federal government's E-Verify program to confirm employment eligibility. If you need an accommodation during the interview process, please let your recruiter know.
We look forward to hearing from you! We'll contact you via email or text to schedule interviews and share information about your candidacy.
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