Human Resources Director

This on-site leadership role in Salinas, CA offers a path to influence across the entire HR function. You will guide the HR team, partner with management to advance organizational objectives, and ensure compliance with laws, regulations, and company policies. The position reports to the Vice President of Human Resources and carries a salary of $130,000 to $150,000 per year. A robust benefits package includes 401(k) with company matching, health, dental, and vision insurance, life insurance, and paid time off. Benefits 401(k) 401(k) matching Dental insurance Health insurance Life insurance Paid time off Vision insurance Responsibilities Provides leadership and direction to the HR team, aligning priorities with organizational goals and daily operations. Collaborates with the Employee Relations Director and the Safety, Workers’ Compensation, and Training Director to deliver coordinated HR support. Mentors and develops team members, promoting accountability, growth, and sound decision-making. Manages workload distribution and performance, ensuring priorities are met and resources are used efficiently. Sets clear expectations and drives timely resolution of employee and operational issues through delegation and follow-through. Encourages the team to participate in planning, process improvement, and problem-solving initiatives. Assessss team performance, identifies development needs, and supports succession planning within the department. Collaborates with leadership to guide strategic hiring and workforce planning across G&A and Post-Harvest operations. Oversees the end-to-end hiring process, including postings and candidate selection, in collaboration with HR team members. Works with Employee Relations to ensure a smooth, compliant onboarding aligned with company standards and business needs. Reviews I-9s to meet internal audit requirements for Employment Eligibility. Maintains the company job description program, partnering with management to create, review, and update descriptions reflecting structure, duties, qualifications, reporting relationships, compensation practices, and compliance. Oversees job classification, compensation, and organizational structure changes to align with business needs, collective bargaining agreements, policies, contractual obligations, and laws. Collaborates with management to evaluate positions, reporting relationships, and workforce needs; provides recommendations on organizational structure and staffing. Leads coordination and implementation of annual wage increases under collective bargaining agreements across multiple employee populations. Maintains close partnership with Payroll to ensure accurate and timely pay-related changes. Oversees administration of employee benefit programs and enrollments, changes, and terminations per plan provisions and eligibility. Coordinates benefits related to new hires, layoffs, leaves, qualifying events, and terminations. Oversees administration of the 401(k) plan, including eligibility, enrollment, payroll deductions, vendor coordination, participant communications, and plan compliance. Manages benefits reconciliations, including medical and Group Term Life, ensuring accurate vendor billing before payment. Serves as a resource to employees regarding benefit programs and coordinates with vendors to resolve enrollment and eligibility issues. Oversees the administration of all leave of absence programs, including FMLA, CFRA, PDL, and other leaves, from request to return to work. Manages the interactive process under the ADA and FEHA, evaluating accommodations with management and documenting decisions. Ensures accurate leave eligibility determinations, designations, and tracking, including intermittent and reduced schedule leave. Collaborates with management to assess leave and accommodation requests, balancing compliance with operational needs. Maintains clear communication with employees on leave and supports a smooth return-to-work process. Documents and administers all leave and accommodation processes in compliance with laws and company policies. Maintains accuracy of employee data and HRIS configuration, implementing system updates based on approved changes. Manages HR system updates for hires, terminations, status changes, compensation adjustments, organizational changes, and compliance-driven updates. Ensures consistent application of collective bargaining agreements and internal policies across employee transactions. Maintains confidential employee records in compliance with policy and retention requirements. Leads user acceptance testing and validation of HRIS, payroll, benefits, and compliance-related system changes with IT and stakeholders. Spearheads HR projects and cross-functional initiatives, including system implementations and process improvements. Coordinates with Payroll for accurate bi-weekly payroll processing for G&A staff. Handles HR payroll setup, including onboarding, status changes, pay codes, earnings, deductions, and benefits. Provides data for mileage, per diem, and other variable pay components. Collaborates with Payroll to resolve discrepancies and employee inquiries. Ensures policy compliance and alignment between HR systems and payroll processes. Develops and recommends new policies and procedures to improve efficiency and service delivery. Reviews and updates internal processes to reduce costs and boost efficiency. Maintains policies and procedures in response to operational needs and regulatory changes. Monitors compliance with employment laws, bargaining agreements, and best practices; updates policies accordingly. Stays informed on HR trends, regulations, and technology, communicating changes to upper management. Ensures documentation supports consistency, compliance, and knowledge transfer across HR functions. Keeps HR processes, forms, and systems aligned with labor laws and regulations. Ensures timely regulatory reporting, including ACA and EEO-1. Maintains confidential employee records and supports retrieval for audits, litigation, subpoenas, or inquiries. Maintains regular attendance and performs additional duties as required. Provides backup support for employee relations matters and compliance. Qualifications Bachelor's degree in Human Resources, Business Administration, or a related field Minimum of five years of progressive Human Resources experience Minimum of three years of supervisory responsibilities Experience managing leave of absence and accommodation programs and applying federal, state, and company requirements Experience with benefits administration, reconciliation, auditing, and data analysis Proficient in Microsoft Word and Excel Experience working with HRIS and payroll systems Technologies Microsoft Word Microsoft Excel HRIS Payroll systems Microsoft Dynamics GP Microsoft Great Plains Core Competencies Leadership Communication – Written and Verbal Critical Thinking / Problem Solving Project Management Analytical Thinking Active Listening Work Environment Mostly indoor work with occasional visits to the fields. Physical Requirements See separate physical requirements document for this role. Travel Requirements Occasional overnight travel to Company operations within the Southern District may be required. Location Onsite in Salinas, California. Compensation Salary range of $130,000 to $150,000 per year. #J-18808-Ljbffr