Corporate HR Manager; Onsite

About OSI

As a premier global food provider, the OSI Group partners with the world’s leading food service and retail food brands to provide concept‑to‑table solutions that delight consumers around the globe.

Join us and discover a work experience where diverse ideas are met with enthusiasm, and where you can learn and grow to your full potential. We’re looking for individuals who thrive in an entrepreneurial environment and who enjoy working as a team to deliver unparalleled service and solutions to our customers.

The Corporate Human Resources (HR) Manager serves as the primary HR Business Partner supporting the Company’s corporate functions. This role works closely with corporate leaders to support organizational effectiveness, workforce planning, employee engagement, and the consistent application of HR policies and practices.

This role also provides expertise and guidance on employee relations matters, policy interpretation, and employment practices, and leads or coordinates investigations of employee concerns received through the ethics hotline, or other reporting channels. The Corporate HR Manager partners closely with the Corporate Compliance team on hotline matters, providing support on sensitive or complex cases.

In addition, this role serves as “HR for HR,” acting as the primary HR partner to the Human Resources organization and supporting the full employee lifecycle for HR team members across corporate and field locations. Responsibilities include partnering with Talent Acquisition on HR hiring needs, coordinating onboarding and offboarding, supporting performance management processes, and ensuring consistent application of HR policies and practices within the HR organization.

• Managing People – Job supervises a team, has the authority to hire and performance‑manage a team. Job leads/supervises/manages 1–5 employees.
• HR Business Partnership & Strategic Support – Serve as the primary HR Business Partner to all corporate functions, building strong relationships with business leaders to understand organizational priorities, workforce needs, and drivers of employee engagement and performance.
• Partner with corporate leaders on workforce planning, talent development, and employee engagement initiatives that support business objectives.
• Support enterprise HR initiatives, program rollouts, and special projects as assigned.
• HR Operations & Team Effectiveness – Serve as the primary HR contact and business partner for members of the HR organization (“HR for HR”), providing guidance and support on employee relations matters, performance management, talent initiatives, policy interpretation, and other employment‑related issues affecting the HR team.
• Support the HR organization through internal HR initiatives, coordination of HR communications, and activities related to the development and effectiveness of the HR team.
• Employee Lifecycle Management – Support the full employee lifecycle for corporate and HR team members, including onboarding, development, performance management, and offboarding, while ensuring consistent application of company policies, procedures, and employment practices.
• Employee Relations & Investigations – Analyze employee relations trends, hotline activity, and other HR metrics to identify risks, inform leadership, and support continuous improvement in HR practices and workplace culture.
• Manage and administer the company’s employee relations case management and HR hotline processes, ensuring timely intake, documentation, investigation coordination, and resolution of employee concerns.
• Lead or coordinate investigations of employee concerns and complaints received through the ethics hotline, case management system, or other reporting channels. Conduct thorough fact‑finding, interview relevant parties, document findings, recommend appropriate actions, and ensure timely resolution.
• Serve as a trusted advisor to leaders and employees on workplace matters, including policy interpretation, performance management, employee concerns, time‑off matters, and other employment‑related issues.
• Collaboration with HR Centers of Excellence (COEs) – Collaborate closely…