ABOUT DELI STAR (WHO WE ARE)

Deli Star is a next-generation food manufacturing company reimagining what’s possible in protein innovation. Specializing in fresh, sous-vide cooked proteins and patented food safety technologies, we serve some of the most trusted brands and culinary teams across the U.S.
We’re not your typical manufacturer, we’re a mission-driven startup powered by entrepreneurial energy, scientific rigor, and a relentless drive to create a more nutritious, efficient, and sustainable food system. With a team of 157 employees, we are small enough to be nimble and innovative, yet established enough to make a lasting impact.
Deli Star is proud of our rapid growth, strong customer partnerships, and long-term vision to build a vertically integrated, tech-forward manufacturing platform.

QUALIFICATIONS

• Bachelor’s degree in Human Resources, Business Administration, or related field (or equivalent experience).
• 5+ years of HR or employee relations experience, preferably within manufacturing or a similar industry.
• Strong knowledge of federal and state employment laws and compliance requirements.
• Experience conducting workplace investigations and handling sensitive employee matters with confidentiality and professionalism.
• Excellent communication, problem-solving, and interpersonal skills.
• Ability to thrive in a small-company environment—hands-on, flexible, and resourceful.

PREFERRED QUALIFICATIONS

• Advanced degree in Human Resources (MBA)
• HR certification (PHR, SHRM-CP) preferred.
• Background in high-growth or startup environments
• Prior experience supporting cross-functional operations, especially in plant or supply chain settings

ROLE OVERVIEW

The Employee Relations Specialist will serve as a trusted partner to management and employees, focusing on compliance with federal and state employment laws, maintaining positive employee relations, and ensuring HR practices align with company policies. This role is ideal for someone who thrives in a hands-on, small-company environment where every decision makes a direct impact.

KEY RESPONSIBILITIES

• Serve as the primary contact for employee relations concerns, providing guidance to managers and employees on workplace issues, policies, and procedures.

• Conduct thorough and timely workplace investigations into complaints involving harassment, discrimination, misconduct, safety, or policy violations.

• Document investigations and outcomes, ensuring legal compliance and consistency in corrective actions.
• Advise leadership on performance management, progressive discipline, and terminations to mitigate legal and compliance risks.
• Ensure compliance with employment-related federal and state laws, including FMLA, ADA, FLSA, EEO, OSHA, and state wage & hour requirements.
• Maintain and update employee handbook, policies, and procedures to reflect legal changes and industry best practices.
• Track, analyze, and report on employee relations trends, including turnover, disciplinary actions, and grievances, to proactively address workforce challenges.
• Partner with safety and operations teams to ensure compliance with workplace safety requirements and proper documentation for incidents and injuries.
• Assist with leave administration, including FMLA, ADA accommodations, workers’ compensation, and company leave policies.
• Support compliance-related audits and required reporting (EEO-1, BLS surveys, safety/OSHA reporting).
• Develop and deliver training sessions for managers and employees on topics such as anti-harassment, workplace conduct, attendance, and legal compliance.
• Partner with HR and leadership to design and implement employee engagement initiatives that strengthen culture, retention, and morale.
• Provide coaching to managers on conflict resolution, communication, and compliance-focused leadership practices.
• Collaborate with the payroll/benefits team on sensitive matters related to terminations, wage disputes, or protected leave.
• Stay current on employment law updates and proactively communicate regulatory changes to HR leadership and management.
• Serve as a resource for employee recognition, career development pathways, and feedback mechanisms to promote a positive workplace.