Manager, HR Business Partner

Manager, HR Business Partner

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MegaFood, a Certified B Corporation and 1% for the Planet Partner, leverages 50+ years of scientific know-how to expertly craft the most efficacious, planet‑first supplements powered by plants. Driven by its belief that plants grown from healthy soil are a solution for making people and the planet healthier, MegaFood works with trusted farm partners who share its commitment to organic and regenerative agriculture. MegaFood products are tested for 150+ pesticides and hold third‑party certifications such as Non‑GMO Project Verified and Certified Glyphosate Residue Free. MegaFood is also Certified Plastic Neutral through its partnership with RePurpose Global and has enabled the recovery of over 500,000 pounds of nature‑bound plastic since become certified in 2023.

The Role

The Manager, Human Resources Business Partner (HRBP) reports directly to the Senior Director, HR Specialty Brands in a shared service HR model. The Manager aligns talent and organizational plans with business priorities for their assigned business client groups. The HRBP serves as both a hands‑on tactical partner and a strategic change agent, working closely with client managers and directors to proactively identify talent and organizational needs and collaborating with HR colleagues to develop integrated, pragmatic solutions.

Responsibilities

• Act as a consultative partner with leadership to harmonize HR and business strategies, fostering employee engagement and achieving tangible business outcomes.
• Develop and sustain deep knowledge of the business, building credibility with leaders to drive change and maintain a high‑performance culture.
• Implement talent strategies for performance management, succession planning, career growth, and leadership development to promote an inclusive and equitable workplace.
• Diagnose organizational issues, develop solutions, and implement action plans.
• Ensure seamless execution of HR programs, optimizing processes and aligning with HR policies and best practices.
• Provide guidance to managers and leaders on employee relations issues; collaborate with ER and legal teams to conduct investigations and identify trends proactively to reduce risks.
• Perform organizational development analysis, identify root causes, and recommend action plans to support business transformation and workforce readiness.
• Analyze workforce trends to forecast labor needs, identify sources, and use HR metrics to guide talent decisions and recommend strategies.
• Partner with Centers of Excellence to ensure HR programs meet client needs within a shared services model, facilitate change, enhance operational efficiency, and identify areas for improvement.
• Support core HR programs and processes such as performance management, merit and compensation planning, talent review, and development actions within the assigned client group.
• Collaborate with client leaders to evaluate employee engagement and create action plans for a diverse, inclusive, and engaging workforce.
• Partner with Talent Acquisition and managers on recruiting strategies for building a diverse, high‑performing team; work with Hiring Managers and Total Rewards to define new roles and job descriptions for hiring or promotions.
• Deliver training across various levels and topics, including leadership development and performance management.
• Support day‑to‑day HR operational activities with the client group, such as onboarding delivery, job description reviews, reviewing organizational communications, headcount reconciliation, and other operational HR tasks.

Ideal Candidate Profile

The ideal Manager, HRBP is a strategic thinker and a hands‑on problem solver who thrives in a fast‑paced, high‑growth environment. They excel in a consultative role, quickly establish and maintain positive relationships at all levels, enjoy working in a highly collaborative environment, and can operate both independently and in teams. They demonstrate a deep understanding of organizational dynamics, proactively address challenges, and leverage HR expertise to drive results with urgency and accuracy.

Critical Success Factors

• Strong business acumen, understanding the key financial drivers and dynamics related to growth and revenue goals of an organization.
• Ability to navigate tactical challenges while thinking strategically to ensure effective problem solving and decision making in a dynamic environment.
• Customer‑centric focus and culture leadership; ability to influence culture and align business goals, behaviors, and compensation systems that drive performance.
• Collaborative consultative style with proven ability to build trust rapidly and support leaders.
• Track record of successfully driving and implementing HR initiatives with functional leaders.
• Strategic thinking and proven ability to effectively drive and manage change.
• Innovative and analytical mindset focused on continuous improvement and exceeding client expectations.
• Strong empathy and understanding to effectively handle people‑related topics.
• Thrives in a fast‑paced, high‑growth environment and can navigate ambiguous business situations.

Capabilities & Skills Required

• A Bachelor's degree in Human Resources, Business Administration, Psychology or related field.
• Minimum of 6 years’ experience in Human Resources and/or Organizational Development.
• Experience working in both small and larger organizations is preferred.
• Strong functional capabilities with talent expertise; experience in multiple areas of HR (e.g., talent acquisition; employee relations; performance management; leadership development; training).
• Driven by a strong internal desire to impact the organization; proven track record of delivering HR solutions that enable achievement of business strategies and priorities.
• Ability to prioritize, problem‑solve and translate concepts into action items.
• Expertise in developing solutions and influencing others using facts and data analytics.
• Knowledge of federal and local employment laws covering wage and hour, discrimination, and reasonable accommodations.
• Consultative style and proven ability to foster credible relationships with business partners and influence them.
• Strong verbal and written communication skills; ability to present viewpoints in varied business situations.

Physical Requirements

General office environment; ability to sit for long periods; ability to move about in office and manufacturing facilities; travel up to 10%; flexible work hours to meet client needs. Work in office in Londonderry, NH 2‑3 days a week with expectation to travel to other Pharmavite locations as needed.

Compensation and Benefits

We offer a comprehensive Total Rewards package including competitive base pay, annual performance bonus, medical, dental, vision benefits, 401(k) match, and additional wellness benefits. The salary range reflects national standards and is adjusted for cost of living in California and New York metro areas.

SALARY RANGE

National Target Base Pay Range: $96,000.00 - $162,000.00. For candidates in California and New York metro the Target Base Pay Range is $106,000 - $180,000.

Equal Opportunity Employer

MegaFood is an equal‑opportunity employer. We prohibit discrimination and harassment based on race, color, religion, age, sex, sexual orientation, gender, national origin, and any other basis protected by state and federal law. We recruit, hire, employ, train, promote, and compensate individuals solely based on job‑related qualifications and abilities. MegaFood also provides reasonable accommodations to qualified individuals with disabilities or based on sincerely held religious beliefs in accordance with applicable laws. If you need to inquire about an accommodation to complete the application process, please email recruiter@pharmavite.com. Qualified applicants with arrest or conviction records will be considered for Employment in accordance with the Los Angeles County Fair Chance Ordinance and the California Fair Chance Act.