HR Manager

Position Summary

The Human Resources Manager serves as the on-site HR leader for a large, vertically integrated poultry manufacturing complex, supporting live operations, processing, packaging, warehousing, and sanitation teams. This role partners closely with Plant and Complex leadership to drive employee engagement, operational effectiveness, compliance, and workforce stability in a fast-paced, 24/7 production environment.

As a key member of the site leadership team, the HR Manager leads all aspects of employee relations, talent acquisition, performance management, training and development, compensation support, compliance, and workforce planning. This individual ensures sound morale, a safe and compliant work environment, and the development of frontline and mid-level leadership to meet short- and long-term operational goals.

Key Responsibilities

1. HR Leadership & Business Partnership

• Serve as the primary HR business partner to the Complex Manager, Plant Managers, and department leaders.

• Provide hands-on, visible HR leadership across all shifts and departments within the facility.

• Align HR strategy with operational goals including throughput, yield performance, safety, labor efficiency, and retention.

• Coach leaders on effective workforce management, accountability, and engagement practices.

• Participate in site leadership meetings and contribute to strategic workforce planning discussions.

2. Employee Relations & Workforce Engagement

• Lead all employee relations initiatives for hourly and salaried team members.

• Investigate and resolve workplace concerns, complaints, and policy violations in a timely, consistent, and legally compliant manner.

• Coach and guide supervisors and managers through progressive discipline processes.

• Promote a culture of respect, fairness, and open communication.

• Develop and implement engagement strategies including:

  • Recognition programs

  • Engagement surveys and action planning

  • Employee feedback forums

  • Retention initiatives

• Act as employee advocate while balancing operational and compliance requirements.

• Monitor morale trends, turnover metrics, and absenteeism; develop corrective action strategies.

3. Talent Acquisition & Workforce Planning

• Lead full-cycle recruiting efforts for:

  • High-volume hourly production roles

  • Skilled maintenance positions

  • Supervisory and plant management positions

• Partner with hiring managers and Talent Acquisition to develop effective recruitment strategies.

• Ensure diverse candidate slates and objective, competency-based selection processes.

• Conduct structured, behavioral, and competency-based interviews.

• Oversee onboarding and orientation programs to ensure smooth integration into the production environment.

• Develop workforce forecasting plans aligned with production needs and seasonal demand fluctuations.

• Monitor key hiring metrics including time-to-fill, cost-per-hire, and quality-of-hire.

4. Performance Management & Leadership Development

• Lead site-level implementation of performance management processes.

• Coach managers on effective goal-setting, performance reviews, and feedback conversations.

• Partner with Legal and Employee Relations to manage performance-related actions.

• Identify high-potential employees and support succession planning initiatives.

• Design and coordinate training programs for:

  • Frontline supervisors

  • Lead personnel

  • Safety and compliance requirements

• Support organizational development initiatives that strengthen leadership bench strength.

5. Compensation, Benefits & Payroll Support

• Serve as on-site contact for employee questions regarding benefits, payroll, leave policies, and compensation.

• Support annual compensation planning and merit cycles.

• Partner with corporate HR to ensure competitive and equitable pay practices.

• Ensure accurate payroll coordination and compliance with wage and hour regulations.

• Administer leave programs including FMLA, parental leave, ADA accommodations, and workers' compensation processes.

• Monitor overtime trends and collaborate with operations to manage labor costs effectively.

6. Compliance, Policies & Risk Management

• Ensure compliance with federal, state, and local employment laws and regulations.

• Maintain up-to-date knowledge of labor laws affecting manufacturing environments.

• Interpret and implement HR policies, procedures, and handbook guidelines.

• Conduct internal audits to ensure proper documentation and adherence to policies.

• Partner with Safety and Operations teams to support OSHA compliance and workplace safety initiatives.

• Lead investigations and documentation for workers' compensation, unemployment claims, and other employment-related matters.

• Maintain accurate HR records and reporting metrics.

7. Systems & HR Operations

• Utilize and maintain HR systems, including:

  • Human Resource Management Systems (e.g., UKG)

  • Applicant Tracking Systems (ATS)

  • Candidate Management Systems (CMS)

• Ensure data integrity across HR databases.

• Generate and analyze workforce reports (turnover, attendance, headcount, engagement metrics).

• Identify opportunities to automate and improve HR administrative processes.

• Maintain confidentiality and data security standards.

8. Team Leadership & Development

• Lead and develop on-site HR staff (HR Generalists, Coordinators, or Administrative support).

• Establish performance expectations and accountability standards within the HR team.

• Provide mentorship and professional development opportunities.

• Foster a service-oriented HR culture that supports operations while maintaining compliance rigor.

• Promote cross-functional collaboration between HR, Safety, Quality, and Operations.

Qualifications & Experience

• Bachelor's degree in Human Resources, Business Administration, or related field (preferred).

• Minimum 6+ years of progressive HR generalist experience in a manufacturing or production environment.

• Minimum 3+ years of supervisory or HR leadership experience.

• Strong preference for experience in food manufacturing, protein processing, or high-volume hourly workforce environments.

• Professional certification (PHR, SPHR, SHRM-CP, SHRM-SCP) strongly preferred.

• Demonstrated experience leading recruitment efforts for hourly plant roles and plant management positions.

• Experience managing employee relations issues in a fast-paced, multi-shift facility.

• Hands-on experience with HR systems (e.g., UKG) and recruiting platforms.

• Strong understanding of wage and hour laws, FMLA, ADA, workers' compensation, and other employment regulations.

• Proficient in Microsoft Office Suite.

Leadership Competencies

• Strong interpersonal and conflict-resolution skills.

• High emotional intelligence and sound judgment.

• Ability to influence and coach leaders at multiple levels.

• Strategic thinker with operational mindset.

• Strong organizational and project management skills.

• Ability to handle sensitive issues with discretion and professionalism.

• Comfortable working in a fast-paced, production-driven environment.

Scope & Impact

• Direct responsibility for HR strategy and execution at a large poultry processing complex employing a significant hourly workforce.

• Critical role in workforce stability, engagement, and regulatory compliance.

• Direct impact on retention, labor productivity, leadership effectiveness, and plant culture.

• Key member of the site leadership team influencing operational and organizational decisions.