HR Manager

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 Human Resources Manager at Pacific Seafood is a key role on our HR team supporting efforts to the organization's overall success by ensuring compliance, attracting, and retaining talent, managing performance, fostering employee engagement, maintaining positive employee relations, analyzing data, and ensuring compliance with leave policies. This position involves performance management, data analysis, and managing relationships with employees and is ideal for someone who is adaptable, able to build positive relationships, analytical, and organized.This position is based in Kodiak, AK, but the HR Manager will be required to travel to Pacific Seafood's other Alaska plants as needed. This role must be willing to travel for extended periods to assist with investigations, provide support during peak crew movement times, and address HR related matters across various locations. Flexibility in travel plans is essential to meet operational demands and support the company's objectives. key_responsibilities : 1. Human Resources Management: Partner with corporate HR department to develop site-specific strategies, programs, policies, procedures, and guidelines to drive standardization across your division and ensure compliance with safety requirements, the Team Member handbook, and local, state, and federal employment laws and regulations.Conduct thorough and impartial HR investigations into employee complaints and reports of misconduct, ensuring compliance with company policies and legal regulations. Document findings and recommendations and collaborate with management to implement necessary actions to resolve issues and maintain a positive workplace environment.Prepare and maintain accurate team member personnel files and employee data within company HRIS system; including personal data, job and comp data, time and attendance, workers compensation, Form I-9 verification records, and confidential documents.Administer Corporate benefit programs and facilitate monthly and annual enrollment process.Consistently apply appropriate judgment and discretion in the handling of sensitive and/or confidential information.Manage time & attendance, bi-weekly payroll processing, including new hire set up in UKG, training team members on timecard procedures and approval processes for Supervisors.Escalate issues to Team Member Services, as appropriate.2. Talent Acquisition and Onboarding: Manage the recruitment process, including sourcing, screening, and interviewing candidates; work with hiring managers to understand location needs, post open positions, attend career fairs and other hiring events, screen applicants, and assist with interviewing.Deliver an onboarding and orientation program that engages, develops, and retains top talent at your location. 3. Employee Relations and Administration: Help identify performance management strategies at your location including, identifying current and future business needs, succession gaps, internal training and development opportunities, driving the annual performance review process, and supporting team member corrective actions, performance improvement plans, and development action plans.Create reports and utilize PowerBI dashboards to drive engagement and strategic focus toward achievement of team, division, and company KPI goals.Be a leader in managing employee relations matters. Conduct investigations, present findings, and assist with determining the appropriate corrective action and resolution.Conduct exit interviews, analyze trends in turnover, hiring, promotions, separations, and grievances to determine support or action needed to adjust unfavorable trends.Helps to support managers through employee leave of absence processes by serving as a liaison between the employee, leave of absence team, and management. Helps to answer employee and manager questions related to leave of absence, FMLA, short-term disability, personal leave of absence, and the reasonable accommodation process. Additional responsibilities may be assigned as deemed necessary to support the overall goals and objectives of the position.