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.

Key Responsibilities:

Employee Relations & Manager Support

• 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.

Recruiting, Hiring & Onboarding Support

• 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.

Performance Management & Development

• 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.

HR Operations & Administration

• 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.

Policy & Compliance

• 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.

Total Rewards & HR Programs

• 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.

Safety, Workers’ Compensation & Risk Support

• 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.

Culture, Engagement & Communications

• 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.

Platform Alignment & Reporting

• 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.

Qualifications:

• 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.
• 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. 
• 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.
• Spanish speaking preferred. 

 Core Competencies:

• Hands-On Execution & Operational Effectiveness: Comfortable rolling up sleeves and managing day-to-day HR activity in a fast-paced, frontline environment while maintaining accuracy, consistency, and professionalism.
• Execution Discipline & Follow-Through: Drives tasks and initiatives to completion; ensures commitments are met and details are not dropped.
• Judgment, Integrity & Discretion: Demonstrates sound judgment in sensitive situations; handles confidential matters with professionalism, consistency, and fairness.
• Manager Coaching & Leadership Support: Effectively coaches supervisors and managers on performance management, employee relations, documentation, and people leadership; builds confidence and capability in frontline leaders.
• Organizational Design & Role Clarity: Supports job architecture, role definition, and organizational structure to ensure clarity, scalability, and alignment with business needs.
• Influence & Relationship Building: Builds trust and credibility with leaders and employees at all levels; able to challenge, influence, and partner effectively in a matrixed environment.
• Problem Solving & Practical Decision Making: Identifies issues quickly, evaluates risk, and recommends practical, workable solutions in real-world operational settings.
• Change Leadership & Adaptability: Supports leaders and employees through change, growth, and integration; able to navigate ambiguity and help others adapt to evolving priorities.
• Communication & Presence: Communicates clearly and effectively with both frontline employees and senior leaders; maintains a visible, approachable HR presence on-site.
• Technical Proficiency: Strong working knowledge of HRIS, timekeeping, applicant tracking systems and standard business software; comfortable learning and using new technology to support day-to-day HR operations.