Human Resource Manager

At Pacific Seafood, we do more than just provide the world with the healthiest proteins on the planet. We are a family-owned, excellence-driven organization committed to being the brand of choice in the marketplace and the employer of choice in the community. We believe in servant leadership, investing in our team members' personal and professional growth, and rewarding performance. We live by the core values of our Diamond Philosophy:
Teamwork, Productivity, Quality, and Excellence-which means consistently doing your best and always striving to do better.

Summary:

The Human Resources Manager at Pacific Seafood plays a critical role in supporting organizational success by serving as the dedicated HR business partner for assigned Distribution branch locations or business unit(s). In this role, the position aligns people strategies with operational priorities, compliance requirements, and the overall team member experience for those locations. Responsibilities include attracting and retaining talent, guiding performance management processes, strengthening team member engagement, fostering positive team relations, analyzing workforce data, and ensuring compliance with applicable leave and employment policies within the assigned area of responsibility.

The ideal candidate is adaptable, relationship oriented, analytical, and highly organized. As a strategic partner to operations, the HR Manager enhances team member capability and operational effectiveness while upholding Pacific Seafood's Diamond Philosophy of Teamwork, Productivity, Quality, and Excellence.

Primary Responsibilities

1. Strategic HR Leadership:

* Partner with assigned branch/unit leader to achieve operational priorities , resulting in a high-performance, high-integrity operation.

* Lead, coach, and mentor location HR team members to ensure alignment on company initiatives, achievement of company KPIs, and continuous professional development.

* Support departments to align company-wide programs, initiatives that champion our vision, mission, core values and cultivate a strong safety culture.

2. Talent Acquisition and Onboarding:

* Manage the full-cycle recruitment process, including sourcing, screening, and interviewing candidates for assigned business unit

* Partner with hiring managers to understand staffing needs and develop talent and recruiting strategies in collaboration with centralized support teams for leadership roles.

* Oversee the onboarding process to ensure a positive and engaging new-hire experience that supports early success, retention, and alignment with Pacific Seafood's Diamond Philosophy of Teamwork, Productivity, Quality, and Excellence.

3. Team Member Relations:

* Serve as a trusted business partner and advisor for all team member relations matters balancing operational needs with consistent, fair people practices.

* Conduct fair and thorough and timely workplace investigations, document findings, assess risk, and partner with HR Leadership and/or legal to determine appropriate corrective actions and resolutions that minimize legal, financial, and reputational risk to the organization

* Proactively identify and address team member relations trends and potential risk areas, providing guidance and solutions to prevent escalation and ensure compliance with company policy and employment laws.

* Support retention and engagement activities including focus groups, surveys, and coordination of team member calendar initiatives, with an emphasis on strengthening culture, reducing turnover risk, and improving overall team member experience.

4. Performance Management, Training and Leadership Development:

* Support performance management and succession planning by identifying current and future business needs, evaluating succession gaps, and strengthening bench strength through targeted development.

* Lead location level succession planning, including the 9box process, identification of high potential talent, and development of actionable succession and development plans for critical roles.

* Drive the annual performance review process while equipping leaders with tools and best practices to provide continuous, realtime feedback and coaching throughout the year.

* Partner with leaders on individual development plans, corrective actions, and PIPs, ensuring consistency, documentation, and risk mitigation.

* Assess and support training needs and facilitate development programs that enhance leadership capability, compliance, culture, and operational effectiveness.

5. Compliance and Policy Administration:

* Ensure compliance with organizational policies, the team member handbook, and applicable state and federal employment laws, proactively identifying and addressing potential risk.

* Serve as a primary point of contact for managers and team members throughout leave of absence processes, partnering with the benefits team and site leadership to ensure a smooth and consistent experience.

* Provide guidance and support on FMLA, short term disability, personal leaves of…