HR Manager, Onsite, Prime Line

US Foods•Fort Lauderdale, FL

2d•$75,000 - $120,000•Onsite

About The Position

The HR Manager – Prime Line leads the execution of HR strategy and delivery of HR programs across Prime Line locations. The role serves as a strategic business partner to the Prime Line leadership team, providing guidance on employee relations, investigations, performance management, leadership development, organizational effectiveness, and change management. The HR Manager translates business priorities into people strategies, analyzes workforce trends, advises on workforce planning, and partners with leaders and subject matter experts to strengthen workforce capabilities. The role also supports employment compliance, benefits and leave programs, talent management, succession planning, engagement, retention, organizational changes, and business integrations. The position is based in a Prime Line office environment, with regular visits to a plant operating in a cold-temperature environment and up to 50% travel.

Requirements

At least 6 years of Human Resources experience.
Experience serving as an HR business partner in a complex operating environment.
Strong knowledge of HR practices, including employee relations, investigations, performance management, talent management, workforce planning, and employment compliance.
Demonstrated ability to build trusted relationships with business leaders, provide strategic HR guidance, and influence decisions without direct authority.
Experience supporting organizational change, workforce transitions, and initiatives that improve associate engagement, retention, and organizational effectiveness.
Proficiency in HR information systems and Microsoft Office applications.
Ability to travel up to 50%.
Bachelor’s degree in Human Resources or equivalent work experience.

Nice To Haves

PHR or SPHR certification.
Workday experience.
Experience in process-based Employee Relations.
Experience in a labor-intensive industry where business results are highly dependent on associate and team performance.
Multi-site experience.

Responsibilities

Serve as a strategic business partner to the Prime Line leadership team, translating business priorities into people strategies and actions.
Analyze engagement, retention, turnover, and workforce trends; identify opportunities and implement strategies to improve organizational health and business performance.
Anticipate workforce needs, identify risks and opportunities, and advise leaders on staffing and workforce planning.
Identify leadership and associate capability needs and partner with subject matter experts to develop and implement training and development solutions.
Provide guidance on employee relations matters, investigations, corrective actions, and interpretation of the Employee Handbook and Company policies; escalate complex or sensitive matters as appropriate.
Coach leaders on positive employee relations practices and partner with HR, Legal, and Employee Relations to resolve complex associate matters and mitigate risk.
Partner with business leaders and functional experts to ensure employment-regulation compliance across assigned locations and address compliance risks.
Partner with Benefits and other functional experts to support administration of employee benefits, FMLA, short-term disability, ADA accommodations, and other leave and benefit programs.
Lead talent management activities, including talent assessments, succession planning, performance reviews, compensation planning, and goal setting.
Partner with leaders to identify talent gaps, strengthen succession readiness, and develop strategies to improve leadership capability and associate retention.
Drive engagement and retention through proactive engagement, leadership coaching, associate listening strategies, recognition programs, and culture and associate-experience initiatives.
Coach leaders on talent development, performance management, and building high-performing teams.
Partner with functional leads to develop and implement people strategies for reorganizations, staffing optimization, and workforce changes.
Identify people-related risks with business and functional leaders, develop mitigation strategies, and support implementation and adoption of organizational changes.
Lead the people aspects of organizational changes and business integrations, including assessing workforce impacts, developing communications, supporting leader readiness, and maintaining associate engagement and operational continuity.
Perform other duties as assigned by the manager.