Human Resources Coach

Position Summary

The Human Resources Manager – Oregon Nursery serves as the primary HR partner for Monrovia's Oregon operation, supporting coaches, craftsmen, and site leadership across the full employee lifecycle. This role is responsible for translating company-wide People & Culture strategy into practical, site-level execution — with particular emphasis on Oregon employment law compliance, seasonal workforce management, employee relations, and a bilingual (English/Spanish) work environment. The HR Manager acts as a trusted partner to the Nursery Coach while maintaining a functional reporting relationship to the VP of Human Resources.

Key Responsibilities

EMPLOYEE RELATIONS & LABOR RELATIONS

• Serve as the first point of contact for all HR questions, maintaining an open-door policy for coaches and craftsmen.

• Bridge communication between coaches and craftsmen by addressing grievances, workplace conflicts, and concerns promptly and fairly.

• Conduct workplace investigations in compliance with Oregon's Workplace Fairness Act (WFA) and company policy, maintaining required documentation and timelines.

• Administer progressive discipline processes and support coaches in performance documentation, counseling, and terminations.

• Ensure fair and consistent application of HR policies across all Oregon site departments.

• Nurture a positive and inclusive workplace culture that reflects Monrovia's values.

RECRUITMENT, ONBOARDING & RETENTION

• Manage full-cycle recruitment for seasonal and permanent positions, with a focus on bilingual outreach strategies for the Oregon labor market.

• Design and deliver comprehensive onboarding programs for new craftsmen and coaches, including safety orientation and I-9 processing.

• Develop and execute retention strategies to reduce seasonal and year-round turnover, building talent pipelines for hard-to-fill craft positions.

PERFORMANCE MANAGEMENT & DEVELOPMENT

• Oversee the annual performance appraisal cycle for hourly craftsmen and salaried coaches at the Oregon site.

• Train and coach Oregon coaches on performance documentation, goal-setting, and the delivery of constructive feedback.

• Assess site-level training needs and coordinate learning and development programs, including required compliance and safety certifications.

• Support succession planning and leadership development for high-potential craftsmen and coaches.

• Ensure completion of all mandatory compliance training across the Oregon workforce.

COMPENSATION, BENEFITS & LEAVE ADMINISTRATION

• Support the administration of Monrovia's pay plans and benefits programs for Oregon employees, including open enrollment communications and payroll coordination.

• Process and manage leaves of absence under Oregon Family Leave Act (OFLA), federal FMLA, Oregon Paid Leave, and other applicable programs.

• Administer workers' compensation claims, coordinate return-to-work programs, and maintain OSHA 300 logs for the Oregon site.

• Resolve time and attendance issues, payroll discrepancies, and coordinate with the corporate People & Culture team as needed.

HEALTH, SAFETY & COMPLIANCE

• Partner with the Oregon Nursery Coach and H&S Coordinator to support site safety protocols, OSHA compliance, and the H&S governance model (coaches own outcomes; H&S coordinates process).

• Ensure legal compliance with federal, Oregon state, and local employment laws, including BOLI regulations, Oregon sick leave, predictive scheduling, and agricultural worker protections.

• Maintain I-9 records, work authorization documentation, and confidential employee files in accordance with policy and applicable law.

• Manage required postings, notifications, and regulatory filings; proactively identify and address compliance gaps.

• Support multi-state HR alignment with California and Georgia sites as directed by the VP, Human Resources.

HR ADMINISTRATION & OPERATIONS

• Maintain accurate employee records in HR system and process employment changes, including new hires, transfers, promotions, and terminations.

• Manage the Oregon site employee handbook addendum, policy updates, and employment verification requests.

• Generate HR metrics and reporting to support data-driven decisions by site and corporate leadership.

• Perform other related duties as assigned.

Core Competencies

• Translates People & Culture strategy into site-level action; connects HR activity to operational and business outcomes. Business Partnership:

• Builds trust with craftsmen and coaches by operating with consistency, fairness, and transparency. Employee Advocacy:

• Navigates organizational change at the site level; manages resistance and builds alignment around new practices. Change Leadership:

• Deep working knowledge of Oregon employment law and agricultural workforce requirements; proactive in identifying and closing compliance gaps. Compliance Acumen:

• Facilitates difficult conversations with empathy and directness; mediates disputes and repairs relationships. Interpersonal & Conflict Resolution:

• Communicates effectively in English and Spanish across all levels of the organization, both verbally and in writing. Communication:

• High attention to detail; able to manage competing priorities in a seasonal, high-volume operations environment. Organizational & Analytical Skills:

• Handles sensitive and confidential information with sound judgment and professionalism at all times. Discretion & Integrity:

Qualifications

• Bachelor's degree in Human Resources, Business Administration, or a related field required.

• Minimum 5 years of HR management experience, preferably in agriculture, nursery, food production, or a comparable multi-shift hourly workforce environment.

• Bilingual English/Spanish required.

• Working knowledge of Oregon employment law required, including OFLA, Oregon Paid Leave, BOLI enforcement posture, and Oregon Workplace Fairness Act.

• Experience managing seasonal workforce cycles, including mass hiring, onboarding, and off-season transitions.

• Proficiency with HRIS/HCM systems (Oracle experience preferred) and Microsoft Office Suite.

• SHRM-CP, SHRM-SCP, PHR, or SPHR certification preferred.

• Experience supporting multi-site or multi-state HR operations a plus.

Americans with Disability Specifications

PHYSICAL DEMANDS

The physical demands described here are representative of those that must be met by an employee to successfully perform the essential functions of this job. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions.

While performing the duties of this job, the employee is occasionally required to stand; walk; sit; use hands to handle objects, tools, or controls; reach with hands and arms; climb stairs; balance; stoop, kneel, crouch, or crawl; talk or hear. Specific vision abilities required include close vision, distance vision, color vision, peripheral vision, depth perception, and the ability to adjust focus. Must be able to lift up to 15 pounds at times.

WORK ENVIRONMENT

The work environment characteristics described here are representative of those an employee encounters while performing the essential functions of this job. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions.

This role operates primarily in an office environment on a nursery production site. The employee may periodically be required to walk the production floor, greenhouse areas, or outdoor grounds. The noise level in the work environment is usually moderate. Seasonal outdoor exposure may occur when conducting site walkthroughs or attending field-based activities.