Human Resources Manager at Little Leaf Farms LLC

Shirley, Massachusetts, United States -

Full Time

Start Date

Immediate

Expiry Date

09 Jun, 26

Salary

0.0

Posted On

11 Mar, 26

Experience

5 year(s) or above

Remote Job

Yes

Telecommute

Yes

Sponsor Visa

Skills

Hiring, Interviewing, Compensation Programs, Performance Management, HRIS, Coaching, Employee Benefits Administration, Employee Relations, Organizational Design, Policy Development, Legal Compliance, Training Documentation, Onboarding, Exit Interviews, Employee Handbook Interpretation, GMP

Industry

Farming

Description

Description The purpose of this position is to lead and direct the functions of the Human Resources (HR) department including hiring and interviewing staff, administering pay, benefits, leave, and enforcing company policies and practices. DUTIES AND RESPONSIBILITIES: Works closely with the site leadership teams to ensure that local business and operations initiatives are planned and executed to maximize positive business results for the site and Company. Creates and manages retention-based initiatives and proactive engagement programs designed to reduce unwanted employee turnover and to maximize productivity. Manages and executes the administration of the site’s compensation programs. Manages local performance management and base pay programs including the annual merit planning process and off-cycle compensation requests. Directs and leads the use of the HRIS and the adoption of its associated HR processes for the assigned sites and ensures data accuracy. Provides coaching to managers and employees in various areas of performance management and assessment ensuring the right messages are getting to the right people at the right time to achieve maximum organizational effectiveness. Works with external broker, vendor representatives, and corporate HR in the administration of employee benefit programs, including retirement, disability, health, dental, group life and accident plans for the site. Develops and conducts various employee and managerial communications meetings within the site to determine the impact of programs and activities on employee morale. Consults with managers on various matters related to organizational design and development that leads to improved effectiveness. Provides advisory and investigative support on sensitive employee relations issues working with legal counsel when necessary. Acts as an impartial advocate to ensure individuals receive fair and equitable treatment in balance with needs of the business Develop and execute procedures and policies, providing guidance and interpretation for business operations. Develop HR objectives and systems, including metrics, queries, and standard reports for ongoing company requirements. Oversee the administering of benefits, compensation, and employee performance programs. Suggest new procedures and policies to continually improve efficiency of the HR department and organization, and to improve employee experience. Ensure legal compliance of HR state and federal regulations and applicable employment laws, and update policies and/or procedures as required. Reviews, tracks, and documents compliance with mandatory and non-mandatory training, continuing education, and work assessments. This may include safety training, anti-harassment training, professional licensure, and aptitude exams and certifications. Create and distribute internal communications regarding status changes, benefits, or company policies. Recruits, interviews, and facilitates the hiring of qualified job applicants for open positions; collaborates with departmental managers to understand skills and competencies required for openings. Prepare paperwork, schedule, and facilitate smooth new hire onboarding process, coordinating with cross-functional departments to deliver an exceptional first-day experience. Handle all administrative tasks for onboarding, new hire orientation, and exit interviews, including entering data into HR information systems and auditing for accuracy and compliance. Provide an effective and dedicated HR advisory service to employees in relation to absence and health issues, conduct and capability, complaint matters, organizational change, and all other employee-relations matters. Assist in the communication, interpretation of employee handbook, employee directory, and organizational chart, and contributes to the development of policies. Expected to adhere to safe work practices, follow GMP and HACCP guidelines, maintain sanitary conditions and ensure that product quality is maintained. Report to management any conditions or practices that may adversely affect food safety, food quality or personnel safety. Maintain a positive work atmosphere by acting and communicating in a manner so that you get along with customers, clients, co-workers, and management. Performs other duties as assigned. Requirements REQUIRED EDUCATION, EXPERIENCE, AND SKILLS: Associates Degree in Human Resources or a related field, or equivalent combination of education, training and/or experience. PREFERRED EDUCATION, EXPERIENCE, AND SKILLS: Bachelor’s Degree in business, Human Resources Management, or Organizational Development. 5+ years of experience working in a Human Resources role with increasing responsibility. Ability to work independently, handle multiple tasks and problem solve effectively. Excellent interpersonal skills, ethics, and cultural awareness Excellent verbal, written and presentation skills. Exceptional computer skills in Microsoft® Office Suite (Access, Excel, Outlook, PowerPoint, Publisher, Word). PHR or other relevant certification preferred. Previous experience in a highly regulated industry or interacting directly with state regulators is a plus. Working knowledge of HRIS systems. Strong detail-oriented and resourceful mindset. Knowledge of HR federal & state laws and regulations. Operate with a high level of professionalism and integrity, including dealing with confidential information.

Responsibilities

This role leads the Human Resources department, overseeing functions such as hiring, administering pay and benefits, and enforcing company policies to maximize positive business results. Key duties include managing retention initiatives, compensation programs, performance management, and ensuring data accuracy within the HRIS.