Thorne
Human Resources Director- Supply Chain
Thorne, Summerville, South Carolina, United States, 29485
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At Thorne, we work to deliver high‑quality, science‑backed solutions to empower individuals to take a proactive approach to their well‑being. Each day begins with a mission to help others discover and achieve their best health. We count on our team members to challenge and push the boundaries to make that happen. At Thorne, you’ll be joining a team of more than 750 passionate individuals committed to providing superior health solutions at every age and life stage.
Position Summary
The HR Director – Supply Chain serves as a strategic partner within the manufacturing organization across all shifts, driving alignment between human capital initiatives and operational objectives. Acting as the lead HR presence on the production floor, this role is instrumental in shaping workforce strategies, leveraging labor market intelligence to inform talent planning, and ensuring seamless execution of core HR functions. The position also plays a critical role in cultivating a high‑performance, compliant, and engaged workplace culture that supports long‑term business success. Relocation assistance available. Responsibilities
Employee Relations
Serves as subject matter expert in the development and execution of strategic employee relations initiatives across manufacturing operations, ensuring consistent application of policies and fostering a culture of accountability, safety, and respect. Partners with management to proactively identify workplace trends, mitigate risks, and implement employee engagement and retention strategies aligned with operational goals. Conducts regular floor walks to increase visibility, actively build trust with employees, leads, and supervisors. Identifies challenges early and drives collaborative solutions. Acts as the primary point of contact for employee inquiries and concerns on the manufacturing floor across all shifts. Leads investigations into employee complaints, grievances, and misconduct; documents findings and recommends appropriate actions in accordance with company policies and legal requirements. Partners with the Learning & Development team to identify and implement training solutions that address employee relations trends, improve supervisor‑employee communication, and promote a positive work environment; utilize data from employee concerns, investigations, and performance issues to proactively shape training programs focused on conflict resolution, workplace conduct, and compliance. Partners with Safety team to investigate and address Safety and workplace violence incidents. Collaborates with the VP of People on high‑risk or complex cases to minimize legal exposure. Facilitates Stay Interviews to gather insights and improve employee retention. Conducts Exit Interviews to identify trends and opportunities for improvement. Tracks and reports on ER‑related metrics (e.g., turnover, disciplinary actions, absenteeism, Stay Interviews, Exit interviews). Performance Management & Coaching
Provides coaching and support to managers and supervisors on effective people management, conflict resolution, and disciplinary practices. Guides the corrective action process to ensure outcomes are fair, transparent, and legally compliant. Assists in developing and documenting performance improvement plans as needed. Conducts training for supervisors and employees on policies, behavioral expectations, and legal compliance. Partners with managers and the Learning & Development team to identify skill gaps and training needs on the production floor; support the design and delivery of technical, safety, and development programs that enhance workforce capabilities and drive operational efficiency. Workplace Accommodations
Serves as the primary point of contact for workplace medical accommodation requests, ensuring timely and confidential handling of employee needs. Coordinates interactive process meetings between employees, managers, and relevant stakeholders to determine effective accommodations. Collaborates with Safety team to ensure accommodations meet both employee needs and workplace safety standards. Partners with department managers to assess and implement reasonable accommodations in accordance with the Americans with Disabilities Act (ADA). Leave Administration
Administers and coordinates FMLA leave cases in collaboration with a third‑party leave administrator. Collects and tracks required return to work medical certifications. Partners with payroll and operations teams to communicate employee leave status, anticipated return‑to‑work dates. Partners with the Safety team on workers’ compensation claims and return to work physician certifications. Maintains confidential records and provides guidance to employees and supervisors throughout the leave process. Talent Strategy & Market Intelligence
Conducts research on industry competitors to benchmark HR practices, compensation trends, and talent acquisition strategies. Monitors labor market trends and emerging workforce practices to inform strategic workforce planning and ensure competitiveness in recruitment and retention. Analyzes employer branding strategies used by competitors and makes recommendations to strengthen the organization’s positioning as an employer of choice. Tracks demographic shifts, skills demand, and employee expectations to guide future talent initiatives. Collaborates with People Team to align HR strategies with external market conditions. Drives the employee engagement strategy by capturing and analyzing employee feedback, engagement data, and workplace trends to understand what employees value. Partners with cross‑functional teams to continuously evolve programs, initiatives, and total rewards offerings that enhance the employee experience, support retention, and align with the company’s culture and business goals. Policy Enforcement & Compliance
Provides input into policy updates, safety programs, and employee development strategies. Facilitates periodic reviews and updates of employee handbooks and HR policies in collaboration with internal stakeholders and General Counsel, ensuring alignment with regulatory changes and organizational practices. Ensures compliance with company policies, federal/state labor laws, OSHA, EEO, and workplace safety regulations. Qualifications
Bachelor’s degree required, preferably in business or human resources. A minimum of 5 years of working experience in a human resources field within manufacturing, production, distribution or similar industry, with a demonstrated record of success in human resources management. HR certification a plus. Strong Microsoft Office skills (i.e.: Word, Excel, PowerPoint, Outlook). Detail‑oriented with strong analytical, problem‑solving, and written and verbal communication skills. Strong organizational and project management skills. Benefits
Competitive compensation 100% company‑paid medical, dental, and vision insurance coverage for employees Company‑paid short‑ and long‑term disability insurance Company‑paid life insurance 401(k) plan with employer matching contributions up to 4% Gym membership reimbursement Monthly allowance of Thorne supplements Paid time off, volunteer time off and holiday leave Training, professional development, and career growth opportunities THORNE IS AN EQUAL OPPORTUNITY EMPLOYER.
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The HR Director – Supply Chain serves as a strategic partner within the manufacturing organization across all shifts, driving alignment between human capital initiatives and operational objectives. Acting as the lead HR presence on the production floor, this role is instrumental in shaping workforce strategies, leveraging labor market intelligence to inform talent planning, and ensuring seamless execution of core HR functions. The position also plays a critical role in cultivating a high‑performance, compliant, and engaged workplace culture that supports long‑term business success. Relocation assistance available. Responsibilities
Employee Relations
Serves as subject matter expert in the development and execution of strategic employee relations initiatives across manufacturing operations, ensuring consistent application of policies and fostering a culture of accountability, safety, and respect. Partners with management to proactively identify workplace trends, mitigate risks, and implement employee engagement and retention strategies aligned with operational goals. Conducts regular floor walks to increase visibility, actively build trust with employees, leads, and supervisors. Identifies challenges early and drives collaborative solutions. Acts as the primary point of contact for employee inquiries and concerns on the manufacturing floor across all shifts. Leads investigations into employee complaints, grievances, and misconduct; documents findings and recommends appropriate actions in accordance with company policies and legal requirements. Partners with the Learning & Development team to identify and implement training solutions that address employee relations trends, improve supervisor‑employee communication, and promote a positive work environment; utilize data from employee concerns, investigations, and performance issues to proactively shape training programs focused on conflict resolution, workplace conduct, and compliance. Partners with Safety team to investigate and address Safety and workplace violence incidents. Collaborates with the VP of People on high‑risk or complex cases to minimize legal exposure. Facilitates Stay Interviews to gather insights and improve employee retention. Conducts Exit Interviews to identify trends and opportunities for improvement. Tracks and reports on ER‑related metrics (e.g., turnover, disciplinary actions, absenteeism, Stay Interviews, Exit interviews). Performance Management & Coaching
Provides coaching and support to managers and supervisors on effective people management, conflict resolution, and disciplinary practices. Guides the corrective action process to ensure outcomes are fair, transparent, and legally compliant. Assists in developing and documenting performance improvement plans as needed. Conducts training for supervisors and employees on policies, behavioral expectations, and legal compliance. Partners with managers and the Learning & Development team to identify skill gaps and training needs on the production floor; support the design and delivery of technical, safety, and development programs that enhance workforce capabilities and drive operational efficiency. Workplace Accommodations
Serves as the primary point of contact for workplace medical accommodation requests, ensuring timely and confidential handling of employee needs. Coordinates interactive process meetings between employees, managers, and relevant stakeholders to determine effective accommodations. Collaborates with Safety team to ensure accommodations meet both employee needs and workplace safety standards. Partners with department managers to assess and implement reasonable accommodations in accordance with the Americans with Disabilities Act (ADA). Leave Administration
Administers and coordinates FMLA leave cases in collaboration with a third‑party leave administrator. Collects and tracks required return to work medical certifications. Partners with payroll and operations teams to communicate employee leave status, anticipated return‑to‑work dates. Partners with the Safety team on workers’ compensation claims and return to work physician certifications. Maintains confidential records and provides guidance to employees and supervisors throughout the leave process. Talent Strategy & Market Intelligence
Conducts research on industry competitors to benchmark HR practices, compensation trends, and talent acquisition strategies. Monitors labor market trends and emerging workforce practices to inform strategic workforce planning and ensure competitiveness in recruitment and retention. Analyzes employer branding strategies used by competitors and makes recommendations to strengthen the organization’s positioning as an employer of choice. Tracks demographic shifts, skills demand, and employee expectations to guide future talent initiatives. Collaborates with People Team to align HR strategies with external market conditions. Drives the employee engagement strategy by capturing and analyzing employee feedback, engagement data, and workplace trends to understand what employees value. Partners with cross‑functional teams to continuously evolve programs, initiatives, and total rewards offerings that enhance the employee experience, support retention, and align with the company’s culture and business goals. Policy Enforcement & Compliance
Provides input into policy updates, safety programs, and employee development strategies. Facilitates periodic reviews and updates of employee handbooks and HR policies in collaboration with internal stakeholders and General Counsel, ensuring alignment with regulatory changes and organizational practices. Ensures compliance with company policies, federal/state labor laws, OSHA, EEO, and workplace safety regulations. Qualifications
Bachelor’s degree required, preferably in business or human resources. A minimum of 5 years of working experience in a human resources field within manufacturing, production, distribution or similar industry, with a demonstrated record of success in human resources management. HR certification a plus. Strong Microsoft Office skills (i.e.: Word, Excel, PowerPoint, Outlook). Detail‑oriented with strong analytical, problem‑solving, and written and verbal communication skills. Strong organizational and project management skills. Benefits
Competitive compensation 100% company‑paid medical, dental, and vision insurance coverage for employees Company‑paid short‑ and long‑term disability insurance Company‑paid life insurance 401(k) plan with employer matching contributions up to 4% Gym membership reimbursement Monthly allowance of Thorne supplements Paid time off, volunteer time off and holiday leave Training, professional development, and career growth opportunities THORNE IS AN EQUAL OPPORTUNITY EMPLOYER.
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