Human Resources Manager

Description

Navis Food Partners, a leading food service 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…