Manager, Corporate Human Resources

Position Summary
The Corporate Human Resources Manager serves as a strategic business partner and trusted advisor to corporate department leaders up through the officer level, reporting directly to the Corporate HR Director. This role drives business outcomes by translating organizational objectives into integrated talent strategies, leveraging data-driven insights to solve complex workforce challenges, and leading critical HR initiatives that enhance organizational effectiveness. Operating as both strategist and hands-on practitioner, the Corporate HR Manager balances proactive business consultation with tactical execution—guiding leaders through talent development, workforce planning, change management, and organizational transformation while ensuring compliance and fostering a culture of engagement and high performance.

Qualified candidates for this role will have at least 6 years of progressive HR experience with demonstrated success as a strategic HR business partner with deep expertise in talent management and organizational effectiveness, coupled with strong business acumen and the ability to influence and advise senior leaders through data-driven insights and consultative problem-solving. This role is based at Penske’s corporate office in Reading, PA, in office at least 4 days a week.

Key Responsibilities

Talent Development & Organizational Support
• Partner with corporate department leaders to translate business objectives into HR strategies, assess talent needs, and implement development strategies that support current and future business goals.
• Support learning and development initiatives, including leadership development, performance management, and succession planning.
• Coach leaders and associates on performance, development opportunities, and career progression.

Workforce Planning & HR Analytics
• Support workforce planning efforts by analyzing and sharing HR metrics, trends, and data insights with business leaders.
• Use data to inform decisions related to staffing, retention, engagement, and organizational effectiveness.
• Prepare and present reports and dashboards to communicate workforce insights and recommendations.

Engagement & Associate Relations
• Drive associate engagement initiatives and support leaders in fostering a positive, inclusive, and high-performance culture.
• Serve as a point of contact for associate relations issues, conducting investigations and resolving concerns in a fair, timely, and consistent manner.
• Advise leaders on employee relations best practices and conflict resolution.
• Partner with Labor Relations team to develop a labor strategy, including conducting risk assessments, facilitating positive associate relations training, and drafting action plans to address concerns

HR Programs & Initiatives
• Execute and support enterprise-wide HR programs and initiatives, ensuring alignment with corporate strategy and consistency across departments.
• Collaborate with HR Centers of Excellence to deploy programs related to performance management, compensation, benefits, and talent management.
• Monitor program effectiveness and recommend improvements based on feedback and outcomes.

Compliance & Risk Management
• Ensure compliance with federal, state, and local employment laws and internal policies.
• Partner with HR leadership on policy interpretation, audits, and risk mitigation efforts.
• Support training and communication efforts related to compliance and ethical workplace practices.