Human Resources Manager

Chiquita · United States

• Partners with the HR Director and organizational leadership to develop, implement, communicate, and maintain Human Resources and corporate policies, procedures, and programs that support business objectives and compliance requirements.
• Provides guidance and interpretation of HR policies and practices to managers and employees, ensuring consistent application across assigned business units.
• Develops, monitors, and maintains compliance programs to ensure adherence to federal, state, and local employment laws, regulations, and company policies.
• Identifies and recommends policy enhancements and process improvements to mitigate risk and strengthen organizational effectiveness.

• Leads full-cycle recruitment activities for assigned business units, ensuring timely acquisition of qualified talent aligned with organizational needs.
• Collaborates with hiring managers to develop position descriptions, establish recruitment strategies, conduct interviews, evaluate candidates, ensure compliance with hiring regulations, and recommend competitive compensation packages.
• Provides guidance and market insights to leaders regarding talent acquisition strategies, workforce trends, and succession planning initiatives.

• Manages and oversees the onboarding process to ensure a seamless and compliant new hire experience.
• Serves as the primary HR resource for new employees, conducting orientations and facilitating successful integration into the organization.
• Partners with hiring managers and supervisors to establish performance expectations, goals, and development plans for new hires.

• Oversees the administration of employee benefit programs, ensuring compliance, cost effectiveness, and alignment with organizational objectives.
• Partners with benefits brokers and vendors to evaluate program performance, identify improvement opportunities, and manage annual benefits planning activities.
• Supports annual audits and regulatory filings, including Form 5500 compliance requirements for health, retirement, and legacy pension plans.
• Administers and monitors leave programs, including FMLA, short-term disability, ADA accommodations, and other leaves of absence, ensuring compliance with applicable regulations.
• Collaborates closely with managers and payroll to coordinate workers compensation, leave administration, return-to-work programs, and employee accommodations.
• Participates in Benefits Committee meetings and provides recommendations regarding plan design, employee wellness initiatives, cost-containment strategies, and employee engagement efforts.

• Serves as the primary Human Resources contact for international employee transfers and mobility programs involving assignments to the United States.
• Partners with immigration counsel and business leaders to prepare and manage work authorization and visa petitions, including L-1A and L-1B visas.

• Leads the Workers Compensation program across North America, focusing on risk mitigation, injury management, return-to-work initiatives, and claim resolution.
• Oversees all aspects of workers compensation claims administration, from initial incident reporting through case closure.
• Partners with Health & Safety leadership to ensure compliance with regulatory requirements and support organizational safety initiatives.
• Serves as the primary HR contact for employees and managers regarding workers compensation matters, providing guidance and support throughout the process.
• Analyzes claim trends and recommends corrective actions to reduce workplace injuries and associated costs.

• Serves as a trusted advisor to managers and employees, providing guidance on employee relations matters and workplace concerns.
• Partners with leaders to proactively identify, address, and resolve employee relations issues while minimizing organizational risk.
• Coaches managers on performance management, conflict resolution, policy application, and employee development.
• Promotes a positive work environment through consistent application of policies, fair employment practices, and effective communication.

• Conducts and manages workplace investigations related to employee complaints, ethics concerns, policy violations, harassment, discrimination, retaliation, and other employee relations matters.
• Partners with leadership and legal counsel, when appropriate, to assess findings, mitigate risk, and ensure compliance with company policies and applicable laws.
• Prepares detailed investigative reports and recommends appropriate corrective actions, disciplinary measures, and performance improvement plans.

• Functions as a strategic business partner to executive leadership and management teams, aligning Human Resources initiatives with organizational objectives.
• Builds and maintains trusted relationships with employees and leaders at all levels of the organization.
• Utilizes HR metrics and workforce data to identify trends, develop recommendations, and support informed business decision-making.
• Drives initiatives that enhance organizational effectiveness, employee engagement, leadership capability, and talent retention.

• Bachelor's degree in Human Resources, Business Administration, Organizational Development, or a related field required. Master's degree (MBA or MS) and/or professional Human Resources certification (SHRM-CP, SHRM-SCP, PHR, or SPHR) preferred.
• 8-12 years of progressive Human Resources experience with broad exposure to employee relations, talent acquisition, benefits administration, compliance, labor and employment law, and organizational development.
• Bilingual proficiency in English and Spanish strongly preferred.
• Exceptional written, verbal, and interpersonal communication skills with the ability to effectively communicate and influence stakeholders at all levels of the organization.
• Demonstrated ability to build trusted relationships and provide consultative Human Resources support to employees, managers, and senior leadership.
• Strong knowledge of federal, state, and local employment laws and regulations, including FMLA, ADA, FLSA, EEO, Workers' Compensation, and other applicable employment practices.
• Proven ability to handle highly confidential, sensitive, and complex employee matters with professionalism, discretion, and sound judgment.
• Results-oriented, hands-on professional with strong organizational, analytical, and problem-solving skills, capable of balancing strategic priorities with tactical execution.
• Ability to manage multiple priorities simultaneously and adapt effectively in a fast-paced, dynamic, and evolving business environment.
• Experience supporting geographically dispersed workforces and partnering effectively across multiple locations and business units.
• Proficient in Microsoft Office Suite, including Excel, Word, PowerPoint, and Outlook.
• Experience with Human Resources Information Systems (HRIS), with Workday Human Capital Management experience strongly preferred.
• Experience utilizing Applicant Tracking Systems (ATS) and recruitment technologies to support talent acquisition and workforce planning initiatives.
• Experience supporting global mobility, immigration processes, and international employee transfers is preferred.
• Ability to analyze HR metrics and workforce data to identify trends, provide recommendations, and support business decision-making.

• Most work is performed in a temperature-controlled office environment.
• Incumbent may sit for long periods of time at desk or computer terminal.
• Incumbent may use calculators, keyboards, telephone, and other office equipment during normal workday.
• Stooping, bending, twisting, and reaching may be required in completion of job duties.
• Incumbent will need to travel maximum 10% of his/her time to visit sites and operations across North America.

We are an equal opportunity employer and all qualified applicants will receive consideration for employment without regard to race, color, religion, sex, national origin, disability status, protected veteran status, or any other characteristic protected by law.