Human Resources Manager

Navis Food Partners a leading foodservice company with annual revenues of $600 million is currently seeking a highly qualified Human Resources Manager for a dynamic cross-functional role supporting our Prime Source Foods operation in our Londonderry NH office.

The HR Manager is the primary on-site HR leader and business partner for Prime Source Foods and is responsible for the day-to-day execution of all HR activities while aligning with the broader Navis HR strategy policies and programs. This role provides hands-on HR support to the Prime Source Chief Operating Officer leaders and employees across the business with a strong focus on employee relations compliance staffing performance management and HR operations. It requires a visible approachable and execution-minded HR leader who brings positive energy sound judgment and a practical solutions-oriented mindset to supporting both business performance and employee experience.

This position is embedded with the operating company leadership team and workforce while also serving as a key member of the Navis HR team. The HR Manager ensures consistent application of policies supports operational needs and acts as the go-to HR resource for managers and employees in a fast-paced food distribution environment.

Key Responsibilities:

Employee Relations & Manager Support

• Serve as the first point of contact for employee relations issues including attendance performance concerns workplace conduct conflicts and disciplinary actions.
• Coach and advise supervisors and managers on performance management documentation corrective action and terminations.
• Conduct or support investigations related to employee complaints policy violations and workplace issues; partner with Navis HR and legal as needed.
• Maintain a regular visible presence on the floor and throughout the operation to engage with employees and leaders understand workflow and address issues in real time.
• Support leave management accommodations and return-to-work processes in coordination with Navis HR.

Recruiting Hiring & Onboarding Support

• Lead talent acquisition activities to support exempt and non-exempt hiring needs.
• Coordinate interviews participate in candidate selection and ensure offers align with guidelines.
• Oversee and support onboarding activities for new hires including orientation I-9 completion policy acknowledgments and system access.
• Monitor turnover and staffing gaps; proactively flag workforce risks to site leadership and Navis HR.

Performance Management & Development

• Support the execution of performance review cycles goal setting and development planning.
• Work with managers to address underperformance and develop improvement plans.
• Identify training needs and partner with site leadership and Navis HR on learning and development resources.
• Support succession planning and internal mobility efforts at the site level.

HR Operations & Administration

• Manage day-to-day HR activities for the site including employee data changes job changes terminations and status updates in the HRIS.
• Ensure accurate and timely completion of HR documentation and processes.
• Partner with payroll to resolve pay issues timekeeping questions and data discrepancies.
• Maintain personnel files and ensure compliance with recordkeeping requirements.

Policy & Compliance

• Ensure consistent application of company policies procedures and handbook guidelines.
• Provide guidance to managers and employees on policies and employment practices.
• Monitor compliance with federal state and local employment laws; escalate issues as needed.
• Support audits unemployment claims and employment verifications.

Total Rewards & HR Programs

• Support implementation and administration of compensation programs incentives and merit processes.
• Create update and maintain job descriptions for all hourly and salaried roles at the site ensuring alignment with platform job architecture FLSA classification and operational realities.
• Partner with managers to define role scope responsibilities and skill requirements for new or evolving positions.
• Support job leveling and title consistency across the site in coordination with Navis HR.
• Educate managers and employees on pay practices policies and total rewards programs.

Safety Workers Compensation & Risk Support

• Partner with operations leadership to support safety initiatives and reinforce safe work practices.
• Assist with workers compensation claims incident reporting and return-to-work efforts.
• Participate in safety meetings or committees as needed.
• Support drug testing background checks and compliance requirements.

Culture Engagement & Communications

• Plan coordinate and execute site-level employee engagement action planning activities events and initiatives to build morale connection and a positive workplace culture.
• Reinforce OpCo and platform values behaviors and expectations.
• Assist with site communications employee meetings and change initiatives.
• Serve as a visible HR presence on the floor and in the office.

Platform Alignment & Reporting

• Act as the local extension of the Navis HR team ensuring platform programs and processes are implemented consistently.
• Provide regular updates to Navis HR on employee relations issues staffing turnover and site needs.
• Participate in Navis HR meetings projects and initiatives.
• Support integrations system implementations and process improvements.

Qualifications:

• Bachelors degree in Human Resources Business Administration or related field or equivalent work experience.
• 7 years of progressive HR experience in a generalist or HR manager role.
• Experience supporting hourly frontline workforces in food distribution warehouse transportation manufacturing logistics or similar environments.
• Strong technological proficiency especially in HRIS platforms (Paylocity or ADP) and reporting tools MS Outlook Word Excel PowerPoint etc.
• Prior experience developing and/or implementing HR programs such as engagement action planning performance management processes HRIS transitions job leveling and/or training programs preferred.
• Strong working knowledge of employment law employee relations and HR operations.
• Comfortable handling high-volume hands-on HR activity.
• Ability to work independently and make sound judgment calls in real time.
• Strong interpersonal communication and presentation skills.
• Ability to build relationships at all levels of the organization.
• Spanish speaking preferred.

Core Competencies:

• Hands-On Execution & Operational Effectiveness: Comfortable rolling up sleeves and managing day-to-day HR activity in a fast-paced frontline environment while maintaining accuracy consistency and professionalism.
• Execution Discipline & Follow-Through: Drives tasks and initiatives to completion; ensures commitments are met and details are not dropped.
• Judgment Integrity & Discretion: Demonstrates sound judgment in sensitive situations; handles confidential matters with professionalism consistency and fairness.
• Manager Coaching & Leadership Support: Effectively coaches supervisors and managers on performance management employee relations documentation and people leadership; builds confidence and capability in frontline leaders.
• Organizational Design & Role Clarity: Supports job architecture role definition and organizational structure to ensure clarity scalability and alignment with business needs.
• Influence & Relationship Building: Builds trust and credibility with leaders and employees at all levels; able to challenge influence and partner effectively in a matrixed environment.
• Problem Solving & Practical Decision Making: Identifies issues quickly evaluates risk and recommends practical workable solutions in real-world operational settings.
• Change Leadership & Adaptability: Supports leaders and employees through change growth and integration; able to navigate ambiguity and help others adapt to evolving priorities.
• Communication & Presence: Communicates clearly and effectively with both frontline employees and senior leaders; maintains a visible approachable HR presence on-site.
• Technical Proficiency: Strong working knowledge of HRIS timekeeping applicant tracking systems and standard business software; comfortable learning and using new technology to support day-to-day HR operations.