Description
Human Resources Manager
SET Logistics is a scaled, third-party logistics (3PL) provider focused on serving specialized, complex, and time-critical freight brokerage needs with particular depth in open-deck freight and broader capabilities in dry van, refrigerated, and LTL. With primary offices in Birmingham and Oneonta, Alabama, SET competes on high-touch, responsive, around-the-clock service. The business is fast-growing and runs on a commission-driven workforce, handling both sales and shipment execution. SET is backed by private equity firm Tritium Partners, which invested in November 2025.
Location & Reporting
Location: Birmingham or Oneonta, Alabama
Reports to: Chief Financial Officer
Direct reports: None (individual contributor)
Travel: Limited
Compensation: Competitive and market-aligned
Position Summary
In transportation & logistics, talent drives growth, and SET is hiring a dedicated HR Manager to build and accelerate the people function. The business runs on a commission-driven inside-sales floor, where retention, accountability, and a strong culture drive results.
This is a hands-on builder’s role: enhance founder-built practices with scalable HR processes, own day-to-day employee relations, and serve as a trusted advisor to the CFO. Sales talent acquisition sits in a separate role, while this seat is focused on employee relations, performance, compliance, and HR operations.
What Success Looks Like
In the first 24 months, success means delivering on five measurable priorities:
Stand up the HR foundation in six months (handbook, policies, HRIS, multi-state compliance), with signed acknowledgments and clean I-9 and records.
Achieve collaboratively set turnover mitigation target versus baseline, tracked quarterly.
Launch a standardized performance cycle adopted by 100% of managers, with at least 90% of reviews completed on time.
Build a standardized onboarding and training program; lift new-hire retention and cut time-to-ramp to target levels.
Deliver a monthly people dashboard to the CFO and collaborate on various other key initiatives as they arise alongside SET’s executive leadership team.
Your Focus Areas
Employee Relations
Coach managers through performance issues and difficult conversations
Resolve employee complaints fairly and quickly
Apply policy consistently across all locations
Performance Management
Run a performance review cycle built for a sales-driven organization
Drive goal setting, accountability, and corrective action
Identify high performers and succession needs
Build manager effectiveness
HR Compliance & Risk
Ensure FMLA, ADA, EEOC, and wage-and-hour compliance across states
Administer leave and workers’ compensation
Develop and enforce HR policy
Compensation, Benefits & HR Operations
Administer benefits and open enrollment
Run compensation reviews and benchmarking
Assist in the administration of sales commissions and resolve disputes with Finance
Own turnover and workforce reporting
Culture & Leadership Development
Develop a standardized onboarding program
Drive engagement and manager training
Support leadership development and organizational effectiveness
Support the people side of acquisitions: onboarding, policy, and comp harmonization
Lead change as the company scales
The Ideal Candidate
Hands-on and pragmatic; builds from scratch
Credible from the sales floor to the CFO
Decisive with limited information
Strong business acumen; ties HR to growth and retention
High judgment and discretion on sensitive matters
Collaborative; earns trust quickly
Present and curious; learns by engaging with people
Thrives in change; challenges the status quo
Requirements
Qualifications
5-8+ years as an HR generalist, with deep employee relations
Well-rounded across ER, performance, total rewards, compliance, and HR operations
Previously built or professionalized HR in a small, growing, or PE-backed company
Multi-site, distributed-workforce experience; knows what “good” looks like
Strong multi-state employment law (FMLA, ADA, EEOC, FLSA, wage-and-hour); leave and workers’ comp
Built and run performance management, ideally in a sales-driven environment
Sales commission and incentive plan administration experience is a plus
Comfortable as a standalone, hands-on function with limited infrastructure
Proficient with HRIS and outsourced payroll and benefits
Logistics, transportation, distribution, or high-volume inside-sales experience preferred
Bachelor’s degree; PHR/SPHR or SHRM-CP/SHRM-SCP preferred
