Human Resources Manager

Prime Source Foods of NH•Londonderry, NH

1d•Onsite

About The Position

Navis Food Partners, a leading foodservice 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.

Requirements

Bachelor’s degree in Human Resources, Business Administration, or related field, or equivalent work experience.
7+ years of progressive HR experience in a generalist or HR manager role.
Experience supporting hourly, frontline workforces in food distribution, warehouse, transportation, manufacturing, logistics or similar environments.
Strong technological proficiency, especially in HRIS platforms (Paylocity or ADP) and reporting tools, MS Outlook, Word, Excel, PowerPoint, etc.
Strong working knowledge of employment law, employee relations and HR operations.
Comfortable handling high-volume, hands-on HR activity.
Ability to work independently and make sound judgment calls in real time.
Strong interpersonal communication and presentation skills.
Ability to build relationships at all levels of the organization.

Nice To Haves

Prior experience developing and/or implementing HR programs, such as engagement action planning, performance management processes, HRIS transitions, job leveling, and/or training programs preferred.
Spanish speaking preferred.

Responsibilities

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.
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.
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.
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.
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.
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 leveling and title consistency across the site in coordination with Navis HR.
Educate managers and employees on pay practices, policies, and total rewards programs.
Partner with operations leadership to support safety initiatives and reinforce safe work practices.
Assist with workers’ compensation claims, incident reporting, and return-to-work efforts.
Participate in safety meetings or committees as needed.
Support drug testing, background checks, and compliance requirements.
Plan, coordinate and execute site-level employee engagement action planning, activities, events and initiatives to build morale, connection and a positive workplace culture.
Reinforce OpCo and platform values, behaviors, and expectations.
Assist with site communications, employee meetings, and change initiatives.
Serve as a visible HR presence on the floor and in the office.
Act as the local extension of the Navis HR team, ensuring platform programs and processes are implemented consistently.
Provide regular updates to Navis HR on employee relations issues, staffing, turnover, and site needs.
Participate in Navis HR meetings, projects, and initiatives.
Support integrations, system implementations, and process improvements.