Assistant Human Resources Manager - 2nd Shift

John Soules Foods; Valley (AL); On-site; USD 55,000 - 85,000; Full time

Benefits offered by this job

Vacation & Sick days

Medical Benefits

Dental Benefits

Vision Benefits

Telemedicine

Onsite Clinic

Health screening

401(k) with company match

Life insurance

Job summary

The Assistant Human Resources Manager at John Soules Foods in Valley, AL, leads HR operations on the plant floor, partnering with the HR Manager and leadership to ensure timely, compliant HR processes across employee relations, recruiting, and performance management.

You will supervise HR staff, manage onboarding and training, ensure policy consistency, handle confidential information, and collaborate with production leadership to align HR practices with operational needs while upholding company

Qualifications

• Bachelor’s degree in human resources, business administration, or related field.
• 3-5 years of progressive human resources experience, preferably in a generalist or supervisory capacity.
• Working knowledge of employment laws and HR best practices.

Responsibilities

• Serve as a point of contact for employees and managers regarding HR policies and workplace concerns.
• Lead employee relations matters, investigations, and documentation.
• Ensure consistent application of disciplinary processes across departments.
• Assist with performance management processes including goals and reviews.
• Maintain confidentiality and handle sensitive information.
• Maintain a strong presence on the production floor and advise leaders on HR standards.
• Support recruitment, onboarding, and new-hire orientation for hourly and salaried roles.
• Coordinate training and HR programs, track metrics, and prepare reports.

Skills

Interpersonal skills

Communication

Problem-solving

Discretion & confidentiality

Education

Bachelor’s degree in HR or related field

Tools

HRIS

Microsoft Office

Job description

Job Title : Assistant Human Resources Manager

Location: Valley, AL

Department: Human Resources

Reports To: Human Resources Manager

Normal Work Schedule:2nd Shift - M-F 3 :00 pm to 12 :00 am, with a 1- hr lunch break.

Overview Of Company

Soules Foods is a thriving family-owned food company that has made a positive difference for its customers and consumers for nearly 50 years. Our purpose and promise of Great Food, Made Simple® drives us. Based in Tyler, Texas, the company is a leading national producer of ready-to-eat and ready-to-cook chicken and beef products and is the number one producer of chicken and beef fajitas in the USA. We proudly serve a broad portfolio of great-tasting, high-quality products sold throughout the US via retail, food service distributors, and restaurants. Our wide array of national customers includes prominent organizations such as Walmart, Costco, Sam’s Club, Sysco, and HEB. The company was established in 1975 by John Soules Sr., and the business is now in the second generation of family leadership. The organization has expanded dramatically over the past decade, and with its continued growth, it now has annual sales of approximately $1 billion . The company employs over 2,000 individuals and has three manufacturing facilities in Gainesville, Georgia; Valley, Alabama; and its headquarters in Tyler, Texas.

Job Summary

The Assistant Human Resources Manager owns and drives the day-to-day execution of the Human Resources function within the facility, while partnering closely with the HR Manager and plant leadership. This role leads HR operations through direct oversight of the HR team and ensures consistency, accuracy, and timeliness across all HR processes, including employee relations, recruiting, compliance, performance management, and HR operations.

The Assistant HR Manager is accountable for the quality and effectiveness of HR execution, ensuring policies are applied consistently, employee concerns are addressed proactively, and compliance risks are mitigated. This role serves as a key leader within the plant, maintaining a strong floor presence and influencing leaders to uphold company standards.

Key Responsibilities

HR Operations & Employee Relations

• Serve as a point of contact for employees and managers regarding HR policies, procedures, and workplace concerns.
• Lead and/or review employee relations matters, including investigations, conflict resolution, corrective actions, and documentation to ensure consistency, quality, and alignment with company policy and Just Cause principles.
• Ensure consistent application of the disciplinary process across departments and provide guidance to leaders to maintain fairness and accountability.
• Assist the Human Resources manager, with performance management processes, including goal setting, performance reviews, and development planning.
• Ensure confidentiality and appropriate handling of sensitive employee information.
• Maintain a strong and visible presence on the production floor to proactively identify issues, engage with employees and supervisors, and address concerns before escalation.
• Define and enforce standards for documentation quality, timeliness, and accuracy across all employee relations activities.

Talent Acquisition & Onboarding

• Support full-cycle recruitment efforts, including job postings, resume screening, interviews, reference checks, and offer coordination, both hourly and salary roles.
• Oversee and ensure the effectiveness of recruiting pipelines, including time-to-fill, candidate experience, and hiring quality.
• Supervise new-hire onboarding and orientation programs to ensure a smooth employee experience.
• Ensure onboarding processes are executed consistently and meet company standards across all hires.
• Supervise HR assistants to ensure recruiting processes align with organizational needs and timelines.

Compliance & Policy Administration

• Assist with ensuring compliance with federal, state, and local employment laws and regulations (e.g., FLSA, FMLA, EEO, ADA).
• Own and ensure compliance with employment laws and internal policies through regular audits, process reviews, and corrective actions.
• Support consistent application of company policies and procedures across the organization.
• Maintain accurate employee records and HRIS data; conduct audits as needed.
• Ensure all HR documentation (I-9s, investigations, discipline, LOA records) is audit-ready and maintained in accordance with company and legal standards.

Benefits, Leave, & Payroll Support

• Assist with benefits administration , leave management, and workers’ compensation processes.
• Oversee LOA/FMLA processes to ensure accurate tracking, timely communication, and compliance with legal requirements.
• Coordinate with payroll to ensure accurate employee data, changes, and timely reporting.
• Respond to employee questions related to benefits, timekeeping, and leave programs.
• Ensure accuracy and accountability in attendance tracking, leave coordination, and benefits-related processes managed by the HR team.

Training & HR Programs

• Coordinate training sessions, employee development activities, and engagement initiatives.
• Support the implementation and continuous improvement of HR programs and processes.
• Prepare HR reports, metrics, and documentation for leadership review.
• Track and analyze key HR metrics (turnover, attendance, time-to-fill, LOA trends) and take action to address gaps or risks.

Team Leadership & Development

• Direct, train, and develop HR team members (HR Assistant I, HR Assistant II, HR Generalist) to ensure strong capability and consistent execution.
• Set clear expectations for performance, accountability, and behavior across the HR team.
• Hold team members accountable for meeting deadlines, maintaining accuracy, and delivering high-quality work.
• Provide ongoing coaching and feedback to improve individual and team performance.

Plant Leadership Partnership

• Partner with plant leadership to support business objectives while ensuring adherence to company policies and HR standards.
• Provide guidance and challenge leaders when practices are inconsistent with company expectations or create risk.
• Ensure alignment between HR practices and operational needs without compromising compliance or fairness.

Qualifications

• Bachelor’s degree in human resources, Business Administration, or a related field.
• Or 3-5 years of progressive human resources experience, preferably in a generalist or supervisory capacity.
• Working knowledge of employment laws, HR best practices, and employee relations.
• Strong interpersonal, communication, and problem - solving skills.
• High level of discretion and ability to handle confidential information.
• Proficiency with HRIS systems and Microsoft Office (Excel, Word, Outlook).

Preferred Qualifications

• HR certification (SHRM - CP, PHR) or progress toward certification.
• Experience supporting managers in a multi - department or multi - location environment.
• Exposure to performance management cycles, investigations, and compliance audits.

Benefits

• Vacation / Sick days
• Medical, Dental, Vision Benefits
• Telemedicine
• Onsite Clinic
• Free annual health screening
• 401 (k) with company match
• STD and LTD
• Life insurance & other voluntary benefits
• Career Development: We support professional growth through continuous learning and development opportunities.

Soules Foods is an Equal Employment Opportunity Employer. We consider all qualified applicants without regard to race, color, religion, sex, sexual orientation, gender identity, national origin, disability, veteran status, or any other protected status.

Applicants with disabilities needing accommodation during the application process can contact Human Resources at the relevant location.

Soules Foods will not discriminate against applicants who discuss their compensation. We also participate in the E-Verify program where required by law.

Unsolicited Assistance: Soules Foods does not accept unsolicited support from external recruitment vendors for U.S. positions. Resumes or candidate profiles submitted without a valid written request and search agreement from HR will be considered the property of Soules Foods. No fees will be paid for candidates hired through unsolicited referrals.