Human Resources Manager at Prime Source Foods of CT

Londonderry, New Hampshire, United States -

Full Time

Start Date

Immediate

Expiry Date

10 Apr, 26

Salary

0.0

Posted On

10 Jan, 26

Experience

5 year(s) or above

Remote Job

Yes

Telecommute

Yes

Sponsor Visa

Skills

Employee Relations, Performance Management, Recruiting, Onboarding, HR Operations, Compliance, Coaching, Communication, Problem Solving, Interpersonal Skills, HRIS, Training, Safety, Engagement, Change Leadership, Judgment

Industry

Wholesale

Description

Description 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: Bachelor’s 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.

Responsibilities

The HR Manager is responsible for day-to-day HR activities, including employee relations, compliance, staffing, and performance management. This role acts as a business partner to the Prime Source Foods operation while aligning with the broader Navis HR strategy.