HR Director

description : At Pacific Seafood, we do more than just provide the world with the healthiest proteins on the planet. We are a family-owned, excellence-driven organization committed to being the brand of choice in the marketplace and the employer of choice in the community. We believe in servant leadership, investing in our team members' personal and professional growth, and rewarding performance. We live by the core values of our Diamond Philosophy: Teamwork, Productivity, Quality, and Excellence-which means consistently doing your best and always striving to do better. Summary:The Director of Human Resources - Processing serves as the right arm of the VP of Processing and Resource Sales on people, leadership, and organizational matters. This role evaluates whether the Processing organization has the right leaders, structure, and workforce to achieve its operational and financial goals. The Director leads the Processing HR team and is accountable for recruiting, team member relations, talent development, succession planning, compensation, benefits, and compliance across the operating company.Because our team members are our greatest asset and strength, this role directly assesses the VP's direct reports and the next level of leaders, identifies strengths and gaps, and ensures each leader has a practical development plan. The Director also evaluates reporting relationships, spans of control, role clarity, and succession depth, and uses a working knowledge of income statements and balance sheets to connect people decisions to business results. key_responsibilities : Leading People and Culture:Serve as the senior HR leader for Processing and the right arm of the VP of Processing and Resource Sales on people, leadership, and organizational decisions.Partner with the Processing Leadership Team to review business priorities, financial results, workforce costs, leadership performance, and organizational risks, then recommend and execute practical actions.Coach and mentor HR representatives to build capability, alignment, and professional growth. Operate within Pacific Seafood's integrated, end-to-end business model, fostering alignment across sales, supply chain, and operations to eliminate silos and ensure accountability from sourcing through customer delivery.Maintain succession plans for critical Processing leadership roles, including named successors, readiness levels, development gaps, and roles without adequate coverage.Assess each of the VP's direct reports and the leaders who report to them. Document each leader's strengths, performance gaps, potential, and readiness for greater responsibility, and require a development plan with specific actions, owners, target dates, and regular progress reviews.Strengthen retention and performance by acting on engagement feedback, recognizing results, and ensuring high-potential team members receive meaningful development opportunities.Human Resources Strategy:Use workforce, turnover, staffing, compensation, productivity, and financial data to identify risks, set priorities, and recommend actions to the VP.Provide oversight of complex employee relations matters, including high-risk investigations and conflict resolution.Partner with the Recruiting Manager and the Processing recruiting team to meet staffing needs through effective recruitment, onboarding, and retention strategies. Collaborate with the Sr. HR Managers and Hiring Managers to develop job descriptions, post positions, and support candidate selection. Lead Change Management for organizational initiatives, including mergers, acquisitions, restructures, leadership transitions, technology implementations, and process changes. Assess impacts, align leaders, develop communication and implementation plans, address resistance, and ensure changes are adopted and sustained.Evaluate reporting relationships, management layers, spans of control, role clarity, workload, gaps, and duplication, and recommend changes that improve accountability, efficiency, and business performance.Translate agreed decisions into clear actions, owners, target dates, and measures, and follow through with leaders until the work is completed.Read and interpret income statements and balance sheets and explain how staffing, turnover, compensation, productivity, and organizational decisions affect revenue, cost, margin, assets, and liabilities.Supporting Internal Customers and Compliance:Lead organizational development initiatives that strengthen leadership capability, accountability, and culture.Oversee the design and governance of compensation, benefits, and total rewards programs to ensure market competitiveness, internal equity, and fiscal sustainability.Serve as an organizational steward of ethical, inclusive, and legally compliant HR practices, ensuring risk mitigation and regulatory adherence.Provide executive oversight of complex employee relations matters, including high-risk investigations and conflict resolution.Act with delegated organizational authority on high-impact employment risk and compliance decisions.Prepare and deliver clear, well organized‑ presentations and written materials, tailoring communication to audience needs, including presenting information.Strategic Growth & Alignment:Use HRIS business intelligence to analyze trends, identify opportunities, and inform strategic decisions. Conduct internal investigations and support resolution of employment-related issues with professionalism and care.Designs and enforces a control environment that ensures compliance with federal, state, and local regulations, including EEOC, AAP, FLSA, and Workers' Compensation. Support third-party and customer audits and maintain accurate records to reduce risk and support operational transparency.Additional ResponsibilitiesAs assigned