Manager, Human Resources

Job Summary

Supports HR Business Partner and leadership to successfully implement local initiatives, and execute regional and corporate programs. Help to create an environment to attract, develop, retain and engage talent throughout the Operating Company to deliver business goals.

• Provide technical, customer relations, and personnel management for major programs and projects.
• Partner with Human Resource Business Partner (HRBP) to execute core HR processes (e.g. performance management, talent management, total rewards, compensation, training and development, interactive process of transitional return to work, etc.).
• Provide coaching and guidance to leaders and associates regarding HR in areas such as policy and procedure.
• Partner with Human Resource Business Partner (HRBP) to drive an inclusive and diverse culture.
• Employee and labor relations (investigations, conflict resolution).
• Support in reviewing, interpreting, administering and ensuring compliance with federal, state, and local employment laws, and company policies and procedures.
• Assist in determining training needs and developing programs to improve performance and professional development.

Education

Bachelor’s Degree in HR, Org Development or related field required.

Experience

• 3–5 years of experience as Human Resources Manager/Generalist.
• Three years of which have been in a supervisory position preferred and/or an equivalent combination of related training and experience.
• Experience working with attorneys, COE’s, and senior leadership.
• HR experience in food manufacturing or distribution highly preferred.

• Employee relations — navigating conflict, coaching managers, and fostering a healthy workplace culture.
• People leadership — ability to influence decision-makers, guide teams, and build trust.
• Change management — helping organizations adapt during growth, restructuring, or new initiatives.
• Critical Thinking — Using logic and reasoning to identify the strengths and weaknesses of alternative solutions, conclusions, or approaches to problems.
• Decision Making Authority — Maintain proficiency in all current employee‑related laws including ADA, FMLA, Sexual Harassment, Title VII, etc. Manage employee claims and litigation in conjunction with internal and external counsel.