Mission Produce

ESSENTIAL DUTIES & RESPONSIBILITIES 

• Serve as a trusted HR partner to site-level leadership, providing practical guidance that supports workforce stability, operational effectiveness, employee engagement, and compliance. 

• Partner with leaders to understand business goals, workforce needs, organizational challenges, and employee trends; develop HR strategies that support operational and organizational objectives. 

• Provide guidance on organizational structure, workforce planning, job design, staffing alignment, team development, and leadership effectiveness. 

• Analyze HR metrics, including turnover, attendance trends, engagement feedback, staffing levels, and employee relations activity; recommend actionable solutions to improve retention, accountability, consistency, and employee experience. 

• Serve as the primary point of contact for complex employee relations matters; conduct thorough and objective investigations, assess risk, recommend corrective actions, and ensure consistent application of company policies and employment practices. 

• Coach managers on performance management, conflict resolution, employee communication, documentation practices, accountability, and employee engagement. 

• Provide HR guidance for hourly, non-exempt, shift-based, and experienced operational employee populations, including matters involving attendance, conduct, performance expectations, workplace concerns, and policy interpretation. 

• Identify training needs and coordinate development programs for managers and employees that strengthen leadership capability, communication, compliance, and employee effectiveness. 

• Support succession planning, talent development, leadership readiness, and workforce continuity initiatives. 

• Ensure compliance with all applicable federal, state, and local employment regulations, including consistent documentation and audit-ready HR practices. 

• Review policies, recommend updates, and support consistent application across departments, employee groups, and leadership teams. 

• Maintain a visible and credible HR presence with leaders and employees while managing sensitive information with discretion, professionalism, and confidentiality. 

• Participate in and help lead site-wide engagement programs, communication efforts, recognition initiatives, and change-management activities. 

• Partner cross-functionally with HR Operations, Talent Acquisition, Payroll, Safety, Legal, Compliance, and site leadership to resolve employee matters, improve processes, and support business priorities. 

 Salary: $103,300 - $129,125/year

MINIMUM QUALIFICATIONS & REQUIREMENTS 

• Minimum 5+ years of progressive HR experience, preferably in a business partner, generalist, employee relations, or site-level HR role supporting high-volume operational employee populations. 

• Demonstrated ability to operate as a high-level individual contributor with sound judgment, discretion, and ownership of complex HR matters from intake through resolution. 

• Strong employee relations and investigation experience, including the ability to assess risk, document findings, recommend corrective action, and maintain confidentiality. 

• Experience supporting hourly, non-exempt, shift-based, and experienced employee populations with varying workforce needs and operational priorities. 

• Strong working knowledge of federal, state, and local employment laws; California employment law experience strongly preferred. 

• Demonstrated ability to influence, coach, and build credibility with leaders and employees at all levels of an organization. 

• Excellent communication, analytical, problem-solving, documentation, and decision-making skills. 

• Ability to manage shifting priorities, sensitive issues, and competing business needs while maintaining professionalism and confidentiality. 

• Proficiency in Microsoft PowerPoint, Excel, Word, and Outlook; HRIS system experience preferred. 

• Bilingual in Spanish and English is required.