Director of Human Resources

Deli Star Corporation•St. Louis, MO

39d•Onsite

About The Position

Deli Star is a category-defining food technology and manufacturing company built on a people-first foundation and a relentless commitment to food safety, quality, and innovation. We are a B2B food manufacturing company reimagining what’s possible in protein innovation—specializing in fresh-prepared deli meats, fresh sous-vide-cooked proteins, and patented food-safety technologies. Deli Star serves many of the most trusted brands and culinary teams across the U.S. Through scientific rigor, operational excellence, and continuous innovation, we are building a more nutritious, efficient, and sustainable food system while scaling a culture designed to grow people alongside the business. Guided by our purpose—to Nourish Life through Protein with Integrity—Deli Star brings trusted partnerships, advanced research, and a commitment to product excellence to every customer it serves. The Director of Human Resources is responsible for leading Deli Star’s core people operations with rigor, consistency, and care. This role ensures that HR systems, policies, and practices support a safe, compliant, and well-managed organization while reinforcing accountability, fairness, and trust across the company. This is a foundational operating role, not a culture-design or coaching role. The focus is on execution excellence in HR fundamentals so leaders and teams can perform effectively in a fast-growing manufacturing environment.

Requirements

8–12+ years of progressive HR experience, preferably in manufacturing or operations-heavy environments.
Strong working knowledge of employment law and HR compliance.
Experience leading employee relations and performance management.
Practical, execution-oriented mindset.

Nice To Haves

SHRM-CP/SHRM-SCP or similar certification preferred.

Responsibilities

Own and administer HR policies, procedures, and the employee handbook, ensuring clarity, consistency, and alignment with legal and operational requirements.
Lead employee relations, performance management processes, and disciplinary actions with professionalism and sound judgment.
Oversee onboarding, offboarding, and end-to-end employee lifecycle processes to ensure smooth, compliant execution.
Maintain accurate employee records, personnel files, and HR documentation in accordance with regulatory and company standards.
Ensure compliance with all federal, state, and local employment laws and regulations.
Partner with legal counsel as needed on employee relations, investigations, and compliance matters.
Lead workplace investigations and corrective actions with discretion, consistency, and thorough documentation.
Support audits, regulatory inquiries, and internal reviews, ensuring readiness and risk mitigation.
Partner with Operations leaders to support attendance, scheduling, and workforce reliability in a shift-based manufacturing environment.
Ensure fair, consistent application of HR policies for hourly, frontline, and salaried employees.
Partner with EHS and Operations on incident response, corrective actions, and documentation.
Reinforce HR practices that support safety, accountability, and operational discipline on the production floor.
Own or oversee recruiting processes for hourly, salaried, and leadership roles.
Partner with Operations and Finance on workforce planning, headcount management, and hiring priorities.
Ensure hiring practices are compliant, efficient, and aligned with operational needs.
Improve time-to-fill, hiring quality, and onboarding effectiveness as the organization scales.
Ensure performance management processes are applied consistently, documented appropriately, and completed on time.
Support managers in addressing underperformance through timely feedback, corrective action, and clear expectations.
Serve as the primary escalation point for employee relations issues, grievances, and conflicts.
Reinforce accountability and fairness while preventing avoidance of difficult people decisions.
Administer compensation structures in accordance with approved pay frameworks and company policy.
Oversee payroll coordination to ensure accurate, timely, and compliant processing.
Administer employee benefits programs, including enrollments, changes, and vendor coordination.
Partner with Finance on labor cost management, payroll reconciliation, and headcount tracking.
Ensure compensation and benefits practices are documented, compliant, and consistently applied.
Own HRIS and related systems to ensure data accuracy, reporting integrity, and system effectiveness.
Track and report key HR metrics, including turnover, absenteeism, time-to-fill, and employee relations trends.
Use data and insights to identify risk areas and operational improvements.
Continuously improve HR processes for clarity, efficiency, and scalability.