HR Manager

Job Summary/Objective

The HR Manager serves as a strategic HR leader responsible for driving employee relations, performance management, talent development, compliance, and organizational effectiveness across the business. This role partners closely with leaders at all levels to align people strategies with organizational objectives while fostering a culture of accountability, engagement, and continuous improvement. The position leads initiatives that support workforce development, succession planning, employee performance, and regulatory compliance. The HR Manager also serves as a trusted advisor to leadership, helping resolve complex employee issues and ensuring HR programs and practices effectively support business goals.

Essential Functions & Responsibilities

Performance Management

• Ensure organizational roles are clearly defined with established expectations, performance standards, and key performance indicators (KPIs).
• Drive accountability for regular coaching conversations and performance feedback throughout the organization.
• Partner with leaders to identify critical skills and development needs for direct and indirect reports.
• Support implementation and monitoring of individual development plans, career conversations, and succession planning activities.
• Establish and monitor performance indicators aligned with organizational objectives.
• Review team scorecards and performance metrics to identify gaps and drive corrective action plans.

Business Partner Leadership

• Align HR initiatives and team priorities with company strategic objectives.
• Partner with business leaders to improve team member performance, engagement, and retention.
• Assist in the development and implementation of HR programs, policies, and initiatives.
• Foster a culture of continuous improvement by identifying root causes and implementing scalable solutions.
• Utilize internal and external benchmarking data to establish performance targets and identify improvement opportunities.
• Evaluate organizational structures and workforce planning strategies to ensure alignment with business needs.
• Participate in strategic initiatives and cross-functional improvement efforts.

Compliance & Employee Relations

• Ensure consistent application of HR policies, procedures, and employment practices.
• Serve as a liaison with Legal and other stakeholders regarding employee relations matters and workplace investigations.
• Ensure compliance with all applicable federal, state, and local employment laws and regulations.
• Lead preparation and readiness activities for internal and external compliance audits.
• Provide guidance and coaching to leaders on employee relations issues, corrective actions, and policy interpretation.

Talent Management

• Assess organizational talent and ensure robust succession planning processes are in place.
• Drive development and execution of performance excellence initiatives, including strategic planning, team scorecards, and individual development plans.
• Oversee onboarding effectiveness and continuous improvement efforts for new team members.
• Identify and develop high-potential talent through mentoring, coaching, and growth opportunities.
• Support recruiting and networking efforts to build strong talent pipelines.
• Serve as hiring manager for direct reports and provide leadership throughout the selection process.
• Ensure effective utilization of company screening, interviewing, and selection tools.

Organizational Leadership & Culture

• Support employee engagement initiatives, steering committees, and company-sponsored events.
• Participate in board meetings, strategic planning sessions, and leadership forums as required.
• Encourage innovation by challenging the status quo and promoting organizational effectiveness.
• Represent the organization at industry conferences and professional events.
• Inspire team participation in community involvement and company-sponsored outreach activities.
• Participate in cross-functional interview panels and job definition sessions as needed.

Qualifications & Competencies

• Bachelor's degree in Human Resources, Business Administration, Organizational Development, or related field required; Master's degree preferred.
• Minimum 8–10 years of progressive Human Resources experience, including employee relations, talent management, and leadership responsibilities.
• Bilingual in English and Spanish.
• Demonstrated experience partnering with leaders to drive organizational and people-related initiatives.
• Strong knowledge of federal, state, and local employment laws and HR compliance requirements.
• Proven ability to lead performance management, succession planning, talent development, and employee relations programs.
• Excellent communication, coaching, conflict resolution, and relationship-building skills.
• Strong analytical, problem-solving, and continuous improvement capabilities.
• Experience leading teams and managing organizational change initiatives.
• Professional HR certification (SHRM-CP, SHRM-SCP, PHR, SPHR, or equivalent) preferred.

Physical Demands & Work Environment

• Regularly required to sit, stand, walk, communicate, and operate standard office equipment.
• Frequently works in an office and manufacturing environment.
• May occasionally be required to travel between facilities and participate in meetings throughout operational areas.
• Ability to move throughout production and office environments safely and effectively.
• Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions of the position.

Travel Requirements

Approximately 15–25% travel, including visits to company locations, professional conferences, leadership meetings, recruiting activities, and community events.

Agency Statement:

Clemens Food Group does not accept unsolicited resumes from search or staffing firms. All resumes submitted by search or staffing firms to any employee at Clemens Food Group via email, the Internet, or directly without a valid written search agreement for this role, and without having been asked to participate in this by Talent Acquisition, will be deemed the sole property of Clemens Food Group, and no fee will be paid in the event the candidate is hired. Firms not authorized to submit candidates will not be eligible for any fee or ownership claim.

EEO Statement:

It is the policy of Clemens Food Group to provide equal employment opportunity (EEO) to all persons regardless of age, color, national origin, citizenship status, physical or mental disability, race, religion, creed, gender, sex, sexual orientation, gender identity and/or expression, genetic information, marital status, status with regard to public assistance, veteran status, or any other characteristic protected by federal, state or local law. All employees are subject to a pre-employment screening process, including a background check and drug screen. In addition, we will provide reasonable accommodation for qualified individuals with disabilities. If you require reasonable accommodation in completing the application, interviewing, completing any pre-employment testing, or otherwise participating in the employee selection process, please direct your inquiries to your recruiter.