Human Resources Manager
Position Summary The Human Resources Manager is responsible for leading and managing the human resources function at Perla Foods within a fast-paced food manufacturing environment. This role provides strategic and day-to-day HR support to management and employees while ensuring compliance with applicable employment laws, company policies, and food manufacturing requirements. The Human Resources Manager serves as a trusted resource for employees and leaders and is responsible for supporting the full employee lifecycle, including recruiting, onboarding, employee relations, performance management, training and development, benefits administration, compliance, and employee engagement. This position plays a critical role in building and maintaining a positive, productive, and accountable workplace culture. The ideal candidate is a hands-on HR professional who can balance the needs of employees and the organization, provide sound guidance to managers, and develop practical HR processes that support business and workforce objectives. Essential Job ResponsibilitiesHuman Resources Leadership & Strategy · Lead and manage the day-to-day human resources function for the organization. · Partner with leadership and department managers to align workforce strategies with business and operational goals. · Develop, implement, and maintain HR policies, procedures, and programs that support organizational objectives. · Serve as a trusted advisor and resource to managers and employees on HR-related matters. · Identify workforce needs and develop solutions related to staffing, retention, engagement, performance, and employee development. · Maintain confidentiality and exercise sound judgment when handling sensitive employee and organizational information. · Promote a workplace culture based on respect, accountability, teamwork, safety, and continuous improvement. Recruiting & Talent Acquisition · Manage the full recruitment and selection process for hourly and salaried positions. · Partner with hiring managers to identify staffing needs and develop accurate job descriptions. · Develop and utilize effective recruiting strategies to attract qualified candidates. · Post job openings through appropriate recruiting platforms and community/workforce resources. · Screen applicants, coordinate interviews, conduct reference/background checks as appropriate, and facilitate the selection process. · Maintain candidate records and ensure timely communication throughout the recruitment process. · Develop relationships with workforce development organizations, schools, community organizations, and other talent sources. · Monitor recruiting metrics, including time-to-fill, applicant flow, turnover, and hiring effectiveness. · Support workforce planning and succession planning efforts. Onboarding & Employee Integration · Manage the employee onboarding process to ensure new employees receive a consistent and positive introduction to the organization. · Coordinate new-hire paperwork, orientation, required training, and benefit enrollment. · Ensure employees receive appropriate information regarding company policies, procedures, safety expectations, and workplace standards. · Partner with department managers to establish effective onboarding and training plans. · Monitor new employee progress and identify opportunities to improve retention during the first 30, 60, and 90 days. · Maintain accurate employee records and ensure required documentation is completed and retained. Employee Relations & Workplace Culture · Serve as a resource to employees and managers regarding workplace concerns, policies, and employment practices. · Investigate employee complaints and workplace concerns promptly, objectively, and confidentially. · Coach managers on appropriate approaches to employee relations, communication, performance, and conflict resolution. · Facilitate the resolution of workplace conflicts and interpersonal concerns. · Maintain appropriate documentation related to employee relations matters. · Support consistent and fair application of company policies and practices. · Promote a respectful, inclusive, and productive work environment. · Identify trends in employee concerns and recommend actions to address underlying issues. Performance Management · Manage and support the organization’s performance management process. · Partner with managers to establish clear performance expectations and goals. · Provide guidance to managers regarding performance feedback, coaching, corrective action, and documentation. · Help ensure performance concerns are addressed in a timely and consistent manner. · Support annual and ongoing performance review processes. · Encourage a culture of continuous feedback and development rather than relying solely on annual reviews. · Monitor performance management trends and recommend improvements to the process. · Assist managers with performance improvement plans when appropriate. Training & Workforce Development · Assess organizational and employee training needs in partnership with department managers. · Coordinate required employee training, including safety, food safety, quality, compliance, and job-specific training. · Develop and coordinate leadership development opportunities for supervisors and managers. · Support employee career development, cross-training, and advancement opportunities. · Maintain training records and ensure required training is completed and documented. · Partner with external training providers, workforce organizations, community colleges, and apprenticeship programs as appropriate. · Support apprenticeship, internship, and other workforce development initiatives. · Evaluate the effectiveness of training programs and identify opportunities for improvement. Employee Engagement & Retention · Develop and support initiatives designed to improve employee engagement, morale, and retention. · Monitor employee turnover and identify trends or areas requiring attention. · Conduct or coordinate employee engagement surveys, focus groups, and other feedback initiatives. · Partner with managers to address employee feedback and develop appropriate action plans. · Identify opportunities to improve employee communication, recognition, career development, and workplace experience. · Develop strategies to improve retention of key employees and critical skill positions. · Promote consistent communication between leadership and employees. Compensation, Benefits & Payroll Support · Administer and support employee benefit programs, including health, dental, vision, life insurance, retirement plans, and other company-sponsored benefits. · Coordinate new-hire benefit enrollment and employee benefit changes. · Serve as a resource to employees regarding benefit questions and enrollment processes. · Coordinate with payroll providers and internal personnel to ensure accurate and timely payroll processing. · Maintain accurate employee compensation and benefit records. · Support compensation reviews and provide market information as appropriate. · Assist leadership with wage reviews, wage progression, and compensation-related initiatives. · Maintain confidentiality of employee compensation and benefit information. HR Compliance & Risk Management Ensure HR policies and practices comply with applicable federal, state, and local employment laws and regulations. Maintain required employment records and documentation. Monitor compliance with applicable requirements related to: o Equal Employment Opportunity (EEO) o Fair Labor Standards Act (FLSA) o Family and Medical Leave Act (FMLA), as applicable o Americans with Disabilities Act (ADA) o Illinois employment requirements o Illinois Paid Leave for All Workers Act (as applicable) o Workers’ compensation requirements o I-9 and employment eligibility requirements o OSHA-related employee and workplace requirements o Applicable wage, hour, and employment regulations Maintain required employment posters, notices, and HR documentation. Coordinate responses to employment-related audits, claims, and regulatory inquiries. Partner with legal counsel, insurance providers, and other outside resources when appropriate. Maintain confidentiality and appropriate security of personnel records. Safety, Workers’ Compensation & Leave Administration · Partner with management and employees to support a safe and compliant workplace. · Coordinate workers’ compensation claims and maintain appropriate documentation. · Work with employees, supervisors, insurance providers, and medical providers as appropriate throughout the workers’ compensation process. · Track employee leave and coordinate applicable leave programs. · Support return-to-work and reasonable accommodation processes. · Maintain appropriate documentation related to workplace injuries, accommodations, and leaves of absence. · Partner with Safety and Operations leadership to identify workforce-related safety trends and opportunities for improvement. HR Policies & Documentation · Develop, maintain, and communicate employee policies and procedures. · Regularly review the employee handbook and recommend updates as laws, regulations, or company practices change. · Ensure policies are communicated consistently to employees and managers. · Maintain accurate personnel files and confidential HR records. · Ensure employee documentation is complete, accurate, and maintained in accordance with applicable requirements. · Establish standardized HR processes that promote consistency and efficiency. · Maintain appropriate documentation related to hiring, onboarding, performance, corrective action, leave, and separation. HR Information Systems & Reporting Maintain accurate employee information within the company’s HRIS and related systems. Ensure employee data is entered and maintained accurately and timely. Generate HR reports and analyze workforce data to support management decision-making. Monitor and report key HR metrics, including: o Employee turnover o Absenteeism o Time-to-fill o Headcount o Overtime o Training completion o New-hire retention o Employee engagement o Workers’ compensation trends Maintain appropriate security and confidentiality of electronic HR records. Utilize HRIS, payroll systems, Microsoft Office, and other technology effectively. Employee Separation & Offboarding · Coordinate employee resignations, terminations, and other separations in accordance with company policies and applicable laws. · Conduct exit interviews when appropriate and identify trends that may impact retention. · Coordinate final payroll, benefits information, company property, and required documentation. · Ensure personnel records are updated and maintained appropriately. · Communicate relevant information to managers and leadership while maintaining confidentiality. Continuous Improvement · Identify opportunities to improve HR processes, employee experience, and organizational effectiveness. · Develop and implement standardized HR practices that improve efficiency and consistency. · Use employee and workforce data to identify trends and recommend solutions. · Partner with leadership to address workforce challenges and develop practical solutions. · Support continuous improvement initiatives throughout the organization. · Balance employee needs with business objectives while maintaining fairness, consistency, and compliance. Minimum Qualifications · Bachelor’s degree in Human Resources, Business Administration, Management, or a related field preferred. · Minimum 5 years of progressive human resources experience. · Previous HR experience in a manufacturing, production, distribution, or other fast-paced work environment preferred. · Previous experience supporting hourly employees and frontline supervisors. · Working knowledge of federal and Illinois employment laws and regulations. · Experience with employee relations, recruiting, performance management, and HR compliance. · Experience administering employee benefits and supporting payroll processes. · Experience using an HRIS and Microsoft Office applications. · Strong understanding of confidentiality and appropriate handling of sensitive employee information. Preferred Qualifications · SHRM-CP, SHRM-SCP, PHR, or SPHR certification. · Bachelor’s degree in Human Resources or related field. · Experience in food manufacturing or another highly regulated industry. · Experience working with GMP, HACCP, SQF, BRC, or other food safety systems. · Experience with employee engagement and retention initiatives. · Experience developing supervisors and frontline leaders. · Experience with apprenticeship, internship, or workforce development programs. · Experience with HRIS/payroll systems. · Experience supporting organizational change and continuous improvement initiatives. · Experience working in a union environment is a plus. Knowledge, Skills & Abilities · Strong knowledge of human resources principles, practices, and employment regulations. · Strong employee relations and conflict resolution skills. · Excellent communication and interpersonal skills. · Strong coaching and leadership skills. · Ability to build trust and effective working relationships with employees at all levels of the organization. · Strong organizational and time management skills. · Excellent problem-solving and decision-making abilities. · Ability to maintain confidentiality and exercise sound judgment. · Strong attention to detail and accuracy. · Ability to manage multiple priorities in a fast-paced environment. · Ability to work effectively with hourly employees, supervisors, managers, and senior leadership. · Strong written and verbal communication skills. · Proficient in Microsoft Office and HR information systems. · Ability to interpret and explain company policies and employment requirements in a clear and practical manner. · Ability to handle difficult conversations professionally and objectively. · Strong commitment to employee development, engagement, and retention. Physical Demands & Work Environment · Regularly required to sit, stand, walk, bend, and move throughout the manufacturing and office environments. · Ability to regularly visit production, warehouse, and other operational areas. · May occasionally lift or move materials weighing up to 25 pounds. · May be exposed to varying temperatures, moderate noise, machinery, and other conditions associated with a food manufacturing environment. · Required to follow all company safety and PPE requirements when entering production and warehouse areas. · May require occasional evening, weekend, or extended hours based on business needs. · Must be able to maintain confidentiality when working in both office and production environments. Food Safety Responsibilities All employees are responsible for supporting the company’s food safety and quality initiatives. The Human Resources Manager will support the organization’s food safety culture by ensuring employees receive appropriate training, understand company food safety expectations, and comply with applicable Good Manufacturing Practices (GMP), sanitation procedures, allergen controls, and company food safety policies. The Human Resources Manager will partner with Quality, Operations, and department leadership to ensure required food safety training is completed and documented. Employees must report any food safety or product quality concerns immediately to management. Pay: $75,000.00 - $90,000.00 per year Benefits: Dental insurance Health insurance Paid time off Vision insurance Work Location: In person
Наблюдалась 2026-09-14, впервые 2026-08-26, источник — Indeed.