Head of Recruiting & HR

The Human Resources Manager serves as a strategic business partner and trusted advisor to leadership and employees at all of Chiquita’s facilities across North America, and is responsible for leading and administering human resources programs that support organizational goals, workforce effectiveness, and employee engagement. This role oversees a broad range of HR functions, including employee relations, talent acquisition, performance management, benefits administration, global mobility, compliance, and workforce planning, and supports a team of two (2) HR professionals responsible for talent acquisition and employee benefits.

Reporting directly to the Global Director of Human Resources, the HR Manager collaborates closely with managers and employees to foster a positive, inclusive, and high-performing work environment while ensuring compliance with federal, state, and local employment laws and company policies. The position provides guidance on complex people matters, drives HR initiatives, supports change management efforts, and promotes a culture of accountability, development, and continuous improvement.

Through a balance of strategic leadership and hands-on execution, the Human Resources Manager plays a critical role in attracting, developing, engaging, and retaining talent while supporting the organization's long-term objectives and operational success. The position regularly collaborates with regional HR team members in other countries to support various local, regional and/or global projects and initiatives. S. headquarters in Fort Lauderdale, FL.

HR Policies Administration

Partners with the HR Director and organizational leadership to develop, implement, communicate, and maintain Human Resources and corporate policies, procedures, and programs that support business objectives and compliance requirements.

Provides guidance and interpretation of HR policies and practices to managers and employees, ensuring consistent application across assigned business units.

Develops, monitors, and maintains compliance programs to ensure adherence to federal, state, and local employment laws, regulations, and company policies.

Identifies and recommends policy enhancements and process improvements to mitigate risk and strengthen organizational effectiveness.

Recruitment and Selection

Leads full-cycle recruitment activities for assigned business units, ensuring timely acquisition of qualified talent aligned with organizational needs.

Collaborates with hiring managers to develop position descriptions, establish recruitment strategies, conduct interviews, evaluate candidates, ensure compliance with hiring regulations, and recommend competitive compensation packages.

Provides guidance and market insights to leaders regarding talent acquisition strategies, workforce trends, and succession planning initiatives.

Manages and oversees the onboarding process to ensure a seamless and compliant new hire experience.

Serves as the primary HR resource for new employees, conducting orientations and facilitating successful integration into the organization.

Partners with hiring managers and supervisors to establish performance expectations, goals, and development plans for new hires.

Partners with benefits brokers and vendors to evaluate program performance, identify improvement opportunities, and manage annual benefits planning activities.

Supports annual audits and regulatory filings, including Form 5500 compliance requirements for health, retirement, and legacy pension plans.

Administers and monitors leave programs, including FMLA, short-term disability, ADA accommodations, and other leaves of absence, ensuring compliance with applicable regulations.

Collaborates closely with managers and payroll to coordinate workers’ compensation, leave administration, return-to-work programs, and employee accommodations.

Participates in Benefits Committee meetings and provides recommendations regarding plan design, employee wellness initiatives, cost-containment strategies, and employee engagement efforts.

Global Mobility and Immigration

Serves as the primary Human Resources contact for international employee transfers and mobility programs involving assignments to the United States.

Partners with immigration counsel and business leaders to prepare and manage work authorization and visa petitions, including L-1A and L-1B visas.

Leads the Workers’ Compensation program across North America, focusing on risk mitigation, injury management, return-to-work initiatives, and claim resolution.

Oversees all aspects of workers’ compensation claims administration, from initial incident reporting through case closure.

Partners with Health & Safety leadership to ensure compliance with regulatory requirements and support organizational safety initiatives.

Serves as the primary HR contact for employees and managers regarding workers’ compensation matters, providing guidance and support throughout the process.

Analyzes claim trends and recommends corrective actions to reduce workplace injuries and associated costs.

Employee Relations

Serves as a trusted advisor to managers and employees, providing guidance on employee relations matters and workplace concerns.

Partners with leaders to proactively identify, address, and resolve employee relations issues while minimizing organizational risk.

Coaches managers on performance management, conflict resolution, policy application, and employee development.

Promotes a positive work environment through consistent application of policies, fair employment practices, and effective communication.

Conducts and manages workplace investigations related to employee complaints, ethics concerns, policy violations, harassment, discrimination, retaliation, and other employee relations matters.

Partners with leadership and legal counsel, when appropriate, to assess findings, mitigate risk, and ensure compliance with company policies and applicable laws.

Prepares detailed investigative reports and recommends appropriate corrective actions, disciplinary measures, and performance improvement plans.

Strategic Business Partnership

Functions as a strategic business partner to executive leadership and management teams, aligning Human Resources initiatives with organizational objectives.

Utilizes HR metrics and workforce data to identify trends, develop recommendations, and support informed business decision-making.

Drives initiatives that enhance organizational effectiveness, employee engagement, leadership capability, and talent retention.

Bachelor's degree in Human Resources, Business Administration, Organizational Development, or a related field required. Master's degree (MBA or MS) and/or professional Human Resources certification (SHRM-CP, SHRM-SCP, PHR, or SPHR) preferred.

8-12 years of progressive Human Resources experience with broad exposure to employee relations, talent acquisition, benefits administration, compliance, labor and employment law, and organizational development.

Bilingual proficiency in English and Spanish strongly preferred.

Demonstrated ability to build trusted relationships and provide consultative Human Resources support to employees, managers, and senior leadership.

Strong knowledge of federal, state, and local employment laws and regulations, including FMLA, ADA, FLSA, EEO, Workers' Compensation, and other applicable employment practices.

Proven ability to handle highly confidential, sensitive, and complex employee matters with professionalism, discretion, and sound judgment.

Ability to manage multiple priorities simultaneously and adapt effectively in a fast-paced, dynamic, and evolving business environment.

Experience supporting geographically dispersed workforces and partnering effectively across multiple locations and business units.

Proficient in Microsoft Office Suite, including Excel, Word, PowerPoint, and Outlook.

Experience with Human Resources Information Systems (HRIS), with Workday Human Capital Management experience strongly preferred.

Experience utilizing Applicant Tracking Systems (ATS) and recruitment technologies to support talent acquisition and workforce planning initiatives.

Experience supporting global mobility, immigration processes, and international employee transfers is preferred.

Ability to analyze HR metrics and workforce data to identify trends, provide recommendations, and support business decision-making.

Most work is performed in a temperature-controlled office environment.

Incumbent may sit for long periods of time at desk or computer terminal.

Incumbent may use calculators, keyboards, telephone, and other office equipment during normal workday.

Incumbent will need to travel maximum 10% of his/her time to visit sites and operations across North America.