Ambros Foods

Emily Price is a people-focused HR professional who combines empathy, business insight and practical problem-solving to support employees and guide leadership decisions. Her approach emphasizes trust, effective communication and workplace practices that strengthen employee relationships and organizational success.

Aligning Employee Needs with Business Goals

Effective HR requires balancing employee needs with business goals. When I joined my current employer, there was no established HR function, giving me the opportunity to introduce new processes and improve existing ones to support employees and the organization. My work has included revising the employee handbook, improving performance evaluations, supporting workplace culture initiatives, and providing guidance on payroll and employee relations.

My background helps me approach these responsibilities from both a people and business perspective. I earned a Bachelor of Arts in Social Work before returning to school for a Master of Arts in Business. I draw on both fields to develop practical solutions that support employees while helping the business run effectively.

Strong leadership, clear expectations and consistent support are essential to attracting and retaining talent. Hiring is only the beginning. Employees also need effective training, opportunities to develop, and managers who can lead their teams and recognize their contributions.

I support corporate hiring and recruitment for new business ventures, while restaurant managers handle much of the hiring at their locations. I also provide managers with the guidance and resources they need to support their teams. Employees have a stronger foundation for success when they understand expectations and feel supported. Investing in managers and maintaining consistent HR processes can strengthen the employee experience and benefit the organization as a whole.

Strengthening Workplace Culture through Recognition and Support

For me, creating a positive workplace starts with remembering that HR is about people. I spent six and a half years in foster care as a caseworker and licensing foster family homes. During that time, I also helped interview, onboard and train new employees. Those experiences strengthened the communication, relationship-building and problem-solving skills I continue to use in HR.

I want employees to feel comfortable approaching HR with questions about benefits, policies, payroll or workplace challenges. I also enjoy advising managers and helping them navigate difficult situations.

Creating a positive culture means finding meaningful ways to recognize employees and show appreciation. I have introduced initiatives, including providing personal pan pizzas to employees on National Pepperoni Pizza Day, organizing a Halloween store decorating contest, and sharing positive customer reviews with employees through company emails. These activities create opportunities to celebrate employees' efforts, recognize great work and strengthen connections across the organization.

“Effective HR leadership combines adaptability, approachability and a genuine commitment to people with the ability to navigate challenges and support business success.”

A positive culture requires both appreciation and accountability. By combining meaningful recognition with consistent HR processes and accessible support, I aim to create a workplace where employees feel valued, and managers have the tools they need to lead effectively.

Adapting HR Practices to Support People and Business Growth

Attracting and retaining talent, developing effective frontline leaders, and responding to changing workforce expectations will continue to challenge the food manufacturing and distribution industry. Organizations operating across multiple locations must also maintain consistent HR practices while navigating different employment requirements.

Technology can streamline administrative processes, improve access to policy and benefits information, and help leaders make informed decisions. However, it should complement rather than replace the human side of HR. Employees and managers still need accessible HR support, sound judgment and meaningful communication. The opportunity lies in using technology to improve efficiency while giving HR professionals more capacity to focus on people and organizational development.

My transition from social work into business and HR allowed me to combine my passion for helping others with an understanding of how organizations operate. My advice to aspiring HR leaders is to recognize the value of transferable skills, remain open to different career paths and learn about the business beyond HR. Be someone managers can rely on for guidance and employees can trust to listen. HR often requires balancing competing needs, navigating difficult conversations and finding solutions that are fair to employees and practical for the organization.

I am proud to have helped establish stronger HR processes at my current employer and become a consistent resource for the organization. To me, effective HR leadership requires adaptability, approachability and a willingness to tackle challenges as they arise. The strongest HR practices stem from a genuine commitment to people and an understanding of how to support business success.