HR Director, Processing & Leadership Growth

HR Director

Department: Processing Admin

Employment Type: Full Time

Location: Clackamas

Reporting To: Ashton Meier

Description

At Pacific Seafood, we do more than just provide the world with the healthiest proteins on the planet. We are a family-owned, excellence-driven organization committed to being the brand of choice in the marketplace and the employer of choice in the community. We believe in servant leadership, investing in our team members’ personal and professional growth, and rewarding performance. We live by the core values of our Diamond Philosophy: Teamwork, Productivity, Quality, and Excellence—which means consistently doing your best and always striving to do better.

Summary:

The Director of Human Resources - Processing serves as the right arm of the VP of Processing and Resource Sales on people, leadership, and organizational matters. This role evaluates whether the Processing organization has the right leaders, structure, and workforce to achieve its operational and financial goals. The Director leads the Processing HR team and is accountable for recruiting, team member relations, talent development, succession planning, compensation, benefits, and compliance across the operating company.

Because our team members are our greatest asset and strength, this role directly assesses the VP’s direct reports and the next level of leaders, identifies strengths and gaps, and ensures each leader has a practical development plan. The Director also evaluates reporting relationships, spans of control, role clarity, and succession depth, and uses a working knowledge of income statements and balance sheets to connect people decisions to business results.

Key Responsibilities

Leading People and Culture:

• Serve as the senior HR leader for Processing and the right arm of the VP of Processing and Resource Sales on people, leadership, and organizational decisions.
• Partner with the Processing Leadership Team to review business priorities, financial results, workforce costs, leadership performance, and organizational risks, then recommend and execute practical actions.
• Coach and mentor HR representatives to build capability, alignment, and professional growth.
• Operate within Pacific Seafood’s integrated, end-to-end business model, fostering alignment across sales, supply chain, and operations to eliminate silos and ensure accountability from sourcing through customer delivery.
• Maintain succession plans for critical Processing leadership roles, including named successors, readiness levels, development gaps, and roles without adequate coverage.
• Assess each of the VP’s direct reports and the leaders who report to them. Document each leader’s strengths, performance gaps, potential, and readiness for greater responsibility, and require a development plan with specific actions, owners, target dates, and regular progress reviews.
• Strengthen retention and performance by acting on engagement feedback, recognizing results, and ensuring high-potential team members receive meaningful development opportunities.

Human Resources Strategy:

• Use workforce, turnover, staffing, compensation, productivity, and financial data to identify risks, set priorities, and recommend actions to the VP.
• Provide oversight of complex employee relations matters, including high-risk investigations and conflict resolution.
• Partner with the Recruiting Manager and the Processing recruiting team to meet staffing needs through effective recruitment, onboarding, and retention strategies.
• Collaborate with the Sr. HR Managers and Hiring Managers to develop job descriptions, post positions, and support candidate selection.
• Lead Change Management for organizational initiatives, including mergers, acquisitions, restructures, leadership transitions, technology implementations, and process changes. Assess impacts, align leaders, develop communication and implementation plans, address resistance, and ensure changes are adopted and sustained.
• Evaluate reporting relationships, management layers, spans of control, role clarity, workload, gaps, and duplication, and recommend changes that improve accountability, efficiency, and business performance.
• Translate agreed decisions into clear actions, owners, target dates, and measures, and follow through with leaders until the work is completed.
• Read and interpret income statements and balance sheets and explain how staffing, turnover, compensation, productivity, and organizational decisions affect revenue, cost, margin, assets, and liabilities.

Supporting Internal Customers and Compliance:

• Lead organizational development initiatives that strengthen leadership capability, accountability, and culture.
• Oversee the design and governance of compensation, benefits, and total rewards programs to ensure market competitiveness, internal equity, and fiscal sustainability.
• Serve as an organizational steward of ethical, inclusive, and legally compliant HR practices, ensuring risk mitigation and regulatory adherence.
• Provide executive oversight of complex employee relations matters, including high-risk investigations and conflict resolution.
• Act with delegated organizational authority on high-impact employment risk and compliance decisions.
• Prepare and deliver clear, well organized‑ presentations and written materials, tailoring communication to audience needs, including presenting information.

Strategic Growth & Alignment:

• Use HRIS business intelligence to analyze trends, identify opportunities, and inform strategic decisions.
• Conduct internal investigations and support resolution of employment-related issues with professionalism and care.
• Designs and enforces a control environment that ensures compliance with federal, state, and local regulations, including EEOC, AAP, FLSA, and Workers’ Compensation.
• Support third-party and customer audits and maintain accurate records to reduce risk and support operational transparency.

Additional Responsibilities

• As assigned

What you bring to Pacific Seafood

Required:

• Bachelor’s degree from an accredited college or university in Human Resources, or a related field.
• Minimum of 10+ years of HR management experience, including business partnership roles.
• Experience managing the HR function in a multi-state, multi-location environment.
• Demonstrated experience assessing leadership talent, building succession and development plans, evaluating organizational structure, and using income statements and balance sheets to support business decisions.
• Advanced experience using full Microsoft Office Suite.

Preferred:

• Master’s degree in Human Resources or Business Administration.
• HRCI or SHRM certification.
• Previous HR experience in a manufacturing, food production, or distribution environment.
• Previous experience with Ultimate Software (UKG).
• Bilingual written, verbal and reading skills in English and Spanish languages.

Travel

• Travel up to 20% of the time.

Physical Requirements

The physical demands described here are representative of those that must be met by a team member to successfully perform the essential functions of this job. While performing the duties of this job, the team member:

• Must be available to work Monday -Friday during regular working hours, with occasional weekend duties.
• Ability to maintain a stationary position 80% of the time, with intermittent walking, standing, bending, reaching, and/or crawling.
• Ability to move and transport documents, equipment, or other items weighing up to 50 pounds across various locations for different team members, departments, and events.
• Capable of occasional travel as required by duties, demonstrating efficiency and effectiveness in diverse locations.
• Capable of operating a computer and other office productivity machinery, including a calculator, copy machine, and printer.
• Capable of frequently communicating with team members and stakeholders, accurately conveying detailed or important spoken instructions.
• Capable of perceiving visuals for activities such as preparing and analyzing data and figures, transcribing, viewing a computer screen, and engaging in extensive reading.

Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions of this job.

Working Conditions
The working environment characteristics described here are representative of those a team member encounters while performing the essential functions of this job. While performing the duties of this job, the team member is exposed to:

• Traditional office environment
• Standard office equipment (computers, printers, phones, etc.)
• Well-illuminated environment
• Quiet to moderate noise level
• Occasional travel via car or plane to regional facilities, events, etc.
• Occasional subtle and mild scents related to operational facilities
• Occasional access to operational or warehouse facilities

Benefits

Total compensation:

At Pacific Seafood your base wage is only a portion of your overall compensation package. We invest in our Team Members through a comprehensive and attractive total rewards package, including but not limited to:

• Health insurance benefits options, including medical, prescription, vision, dental, basic group life and short term disability.
• Flexible spending accounts for health flex and dependent care expenses
• 401(k) Retirement Plan options with generous annual company profit sharing match
• Paid time off for all regular FT team members, to include sick days, holiday pay, vacation, and personal time
• Employee Assistance Program- Confidential professional counseling, financial, and legal assistance provided at no charge to Team Members and immediate family members
• Product purchase program

Pacific Seafood is an equal opportunity employer and all qualified applicants will receive consideration for employment without regard to race, color, religion, sex, national origin, disability status, protected veteran status, or any other characteristic protected by law.

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