Human Resources Manager

Key Responsibilities General Strategic Leadership: Partner with the President to implement corporate human resources policies, programs, and initiatives. Serve as a strategic HR partner to the Operational Excellence and Operations Planning teams. Operational Effectiveness: Support the company’s financial objectives through workforce optimization, productivity improvements, and effective labor strategies. Oversee the daily operations of the HR team by providing leadership, direction, and professional development support. Employee Relations and Service: Establish relationships at all levels of the organization across two facilities. Develop and maintain an awareness of the “pulse” of employees at all levels. Manage employee relations matters, including investigations, and conflict resolution. Provide timely, professional support in response to employee questions and requests. Policy Compliance and Engagement: Promote understanding of and compliance with company policies, procedures, and employment practices. Support employee engagement initiatives, including safety lunches, company events, and annual celebrations. Training and Development Lead organizational development initiatives, including the establishment and annual review of SMART goals. Develop and maintain a performance management framework that supports feedback, accountability, and continuous improvement. Utilize ADP performance management tools to support merit-based reviews, employee development, and succession planning. Support employee training, professional development, and change management initiatives across the organization. Safety Process Lead safety program development and implementation in partnership with plant leadership. Coordinate with Safety and Food Safety teams to support regulatory compliance and strong performance in OSHA and SQF audits. Maintain accurate safety records, including OSHA logs, training documentation, injury reports, workers’ compensation claims, and reportable injury rate (RIR) data. Payroll Oversee, manage and execute payroll process in ADP. Process merit increases, bonuses and any other wage adjustments. Manage EDD unemployment, wage garnishments, disability and FMLA. Negotiate and manage contracts with staffing agencies to support cost‑control initiatives. Coordinate contingent workforce activities, including daily communication with staffing agencies, timekeeping audits, and billing reviews. Workers Compensation Review all incidents, accidents. Work closely with Worker’s Compensation attorneys to best manage claims in the interest of employee resolution and company’s interests. Coordinate job postings, verify current job descriptions, and support hiring managers through the recruitment and selection process. Work with other departments to ensure proper staffing levels. Ensure completion and accuracy of new hire documentation, including I‑9s, E‑Verify, W‑4s, benefits enrollment, and policy acknowledgements. Maintain accurate and confidential employee records in compliance with state and federal regulations. Regulatory / Legal Compliance Maintain strong working knowledge of employment laws and regulatory requirements, including the Fair Labor Standards Act (FLSA), Equal Employment Opportunity Commission (EEOC) requirements, Affemative Acton Plan, Americans with Disabilities Act (ADA), Family and Medical Leave Act (FMLA), and workers’ compensation. Ensure company remains compliant with all state and federal laws. Negotiate annual medical benefit renewals. Manage benefit enrollment activities, annual and new hire onboarding. Qualifications Experience Minimum of seven (7) years of progressive Human Resources Generalist experience. Strong working knowledge of federal and state employment laws and compliance requirements. Experience in manufacturing or Lean / Six Sigma–based environments strongly preferred. Strong, hands‑on execution and interaction with employees at all levels of the company. Education Bachelor’s degree in Human Resources, Business Administration, or a related field required. Certified SHRM‑SCP preferred. Leadership Style Hands‑on and execution‑oriented (not purely strategic). Able to influence and partner at the executive level. Confident navigating legacy cultures and driving change. Builder mindset: sees gaps and instinctively creates solutions. #J-18808-Ljbffr CareersInFood.com