Monday, June 27, 2016

WineTalent Classifieds: Program Manager in Napa

Program Manager

WineTalent is working with our client, the Napa Valley Grapegrowers (NVG), to find a Program Manager to support the organization.  The Napa Valley Grapegrowers is a nonprofit organization dedicated to preserving and promoting Napa Valley’s world-class vineyards.  The Program Manager will be responsible for the development of educational seminars, the logistics of all events and will be responsive to the needs of NVG membership.  The Program Manager will exhibit exceptional professionalism, analytical skills, communication abilities and organizational skills.

Napa Valley Grapegrowers routinely puts together educational seminars to support the needs of the membership.  The Program Manager will work with the Associate Director to identify potential seminar topics, develop the content, reach out to industry experts to support the seminars and handle all of the logistics of these seminars.  The Program Manager is also interacting with the membership and the Board of Directors to identify topics and programming for seminars.  Additionally the Program Manager will play a key role in all special events NVG puts on.  This will include venue selection, vendor contract negotiation and scheduling all actions that must happen to create a professional and seamless event.  To support and build on the mission of the Napa Valley Grapegrowers, the Program Manager will manage the website content related to the position, assist with the grant process including all necessary reporting, and administrative duties as needed. 


  • Seminars & Events
    • Responsible for coordinating all event logistics from start to finish
    • Create event timelines and checklists
    • Manage all aspects of event registration and work with Director of Finance to ensure payment is received
    • Manage all event budgets reporting regularly to NVG Associate Director
    • Coordinate all vendor logistics – catering, event rentals, audio visual, set up, breakdown, d├ęcor, etc.
    • Secure event venues and oversee all rental and contract agreements
    • Assist with sponsorship outreach and details
    • Create attendee folders, handouts, and event materials
    • Manage event volunteers and ensure staffing needs are met
    • Responsible for all event follow up and wrap up
    • Manage and plan the annual Afternoon in the Vineyards event

    • Assist with the management, planning and execution of the NVG annual exhibition & symposium
    • Assist NVG Associate Director and ROOTSTOCK Event Coordinator in managing the marketing & promotion schedule, timeline, printing and mailing requirements for signs, postcards, event program, billboards, online & print ads, etc.
    • Work with event committee on the development of seminar topics and overall program
    • Assist with sponsorship outreach efforts and coordination of sponsor benefits
    • Assist with the management of the event budget
    • Manage all aspects of event registration and work with bookkeeper to ensure payment is received
    • Assist with all aspects of event logistics and execution

  • Harvest STOMP
    • Provide event planning support to NVG Associate Director and Harvest STOMP Steering Committee
    • Assist with all event logistics and execution
    • Assist in creating overall event design and decor
    • Assist with managing event staff, vendors and volunteers

  • Research, Reports and Services
    • Assist with the coordination of the NVG Vineyard Trial Program

  • Website Management
    • Responsible for creating all website pages for NVG events and seminars
    • Responsible for day-to-day updates of website to ensure information is current and accurate
    • Responsible for creating all online event registration pages

  • Grants
    • Responsible for assisting Associate Director with grant reporting and budgeting
    • Responsible for keeping annual grant program folder up-to-date with all relevant reporting information
    • Act as co-coordinator for all grant activities

  • Administrative duties for each of the above programs and associated committees

  • General support to NVG Associate Director

Interested candidates should email a resume to  All inquiries are completely confidential.   PLEASE DO NOT CONTACT THE NVG OFFICE DIRECTLY.  

Employers: Deadline This Friday for Piece Rate Safe Harbor

Employers  with piece rate compensation systems must act now to take advantage of safe harbor; deadline for state registration is July 1, 2016

              Although deciphering and complying with California’s labor laws is challenging for most employers, it has recently become even more so for employers with piece rate compensation systems.  Although for years such employers reasonably assumed that such systems were lawful so long as the piece rate compensation provided at least minimum wage for all hours worked, a number of courts began ruling that such pay systems were in fact unlawful unless they included a distinct payment for rest periods.   Recognizing the unfair dilemma confronted by employers who assumed their employees were paid properly, the Legislature approved AB 1513, which allows employers to minimize the risk of lawsuits over piece rate pay plans by making retroactive payments to employees for rest periods.  

The so-called “safe-harbor plan” is conditioned upon meeting two deadlines – a July 1, 2016 deadline to register with the state for participation in the plan and a December  15, 2016 deadline for making the actual payments.  As expressly stated in the safe harbor statute,  participation in the plan does not preclude lawsuits over rest period pay, but it provides an affirmative defense to such lawsuits, precluding an award of damages or penalties.  To take advantage of the affirmative defense, however, the employer must prove that it complied with the letter and spirt of AB 1513’s safe harbor program.    

Any employer with piece rate compensation systems should carefully consider the pros and cons of the safe harbor program before July 1.  Exposure to wage and hour litigation after the deadline elapses will increase dramatically for employers who have not taken advantage of the safe harbor.  As the list of employers who register for the program is on-line and publicly available, anyone considering a wage and hour class action will instantly know who has registered and who has not.  Given the difficulties inherent in overcoming the affirmative defense,  employers who have registered for the program will be positioned to aggressively block rest period litigation.  Those who fail to register may still argue that their pay systems were adequate, but they will have to overcome the current precedents holding that rest periods must be separately paid.  Registering with the state’s program is user-friendly.  Employers interested in the program should immediately log onto the Department of Industrial Relations website and click on the AB 1513 link:

Tuesday, May 31, 2016

WineTalent Classifieds: SALES: Bottling Equipment Product Manager

WineTalent Classifieds:  Now Hiring a Bottling Equipment Product Manager for ColloPack Solutions in Napa, CA.

WineTalent is working with our client ColloPack Solutions on a Product Manager search.  ColloPack is a leading distributor of equipment to the US wine and beverage industry.  The Product Manager position is responsible for the sales and marketing of the bottling equipment product line.  The Product Manager is responsible for the entire sales cycle.  This includes initial customer contact, developing an understanding of potential needs, demonstrating equipment capabilities in person, following-up on potential orders, generating sales orders, negotiating contracts, scheduling delivery and installation, and ongoing support.  The Product Manager will be working with ColloPack’s technical sales team to promote the company’s offerings throughout the domestic wine and beverage industries. 

  • Executing the marketing and sales of the bottling equipment product line.
  • Building and maintaining long-term business relationships with customers throughout the US. 
  • Effectively communicating the capabilities and applications for the product line.
  • Collaborating with the equipment suppliers to manage logistics, scheduling and maintenance requirements.
  • Professionally representing ColloPack throughout the US at industry events, tradeshows, and in-person meetings. 
  • Identifying opportunities for additional sales opportunities with existing customers of all ColloPack equipment offerings.
  • Preparation and presentation of customized plans, budgets and schedules for each customer.
  • Prioritizing duties effectively and managing sales cycle to maximize efficiency.
  • Following up with customers on a timely basis.


  • Bachelor’s degree in Mechanical, Process, Electrical or related Engineering discipline desired.  Bachelor’s degree in Enology and Viticulture, Food Science, Chemistry, Business, Marketing or related disciplines required.
  • A keen understanding of beverage bottling systems, mechanical equipment and production environments is essential in this role.
  • Good presentation and listening skills.
  • Technical sales experience highly desirable but not required.
  • Strong organization skills required.
  • Excellent interpersonal skills to effectively facilitate internal and external business relationships.
  • Hard-working, trustworthy and positive demeanor.

WineTalent Classifieds: Recruiter for Long Meadow Ranch

WineTalent Classifieds:  Internal Recruiter Role with Long Meadow Ranch

WineTalent is seeking an internal recruiter for Long Meadow Ranch to support the staffing needs of the winery, the restaurant and the farming operations.  

Long Meadow Ranch is a family ­owned and operated producer and purveyor of world ­class wine and food that is economically successful and socially responsible using diversified, sustainable, and organic farming methods. LMR produces award ­winning wines, handcrafted extra virgin olive oils, grass ­fed beef, eggs, and heirloom fruits and vegetables.
Long Meadow Ranch has a unique opportunity for a Recruiter to join the administrative team to continue to build, support and manage a growing staff of winery, restaurant, hospitality, farming and administrative professionals.   Reporting to the Manager of Administration, the Recruiter will perform a wide variety of human resources activities including recruitment, onboarding, training, career development and staffing support.
External Recruitment:
  • Build recruiting network through the use of internet job posting sites and social media.
  • Forge strong industry connections through involvement in professional organizations, trade groups, colleges and universities.
  • Create internal platform to market open positions to encourage staff referrals.
  • Implement and manage LMR’s college recruiting program.  This will include identifying appropriate colleges, creating a relationship with faculty and career centers, attending career fairs and developing an internship program.  
  • Develop the recruiting and interviewing plan for every open position.  This will include identifying the best recruitment tools and job boards to utilize.  
  • Monitor recruiting metrics to identify areas needing improvement and effectiveness of recruiting efforts.
Internal Staffing Support:
  • Manage the entire recruitment process for identified positions.
  • Develop and maintain excellent relationships with LMR’s hiring managers, candidates and team members.
  • Interact closely with external recruiters.
  • Create interview guides for internal staff and applicable interview questionnaires.     
  • Market open positions and LMR’s mission and values to candidates.
  • Screen resumes and submit most qualified candidates’ resumes to hiring manager.
  • Schedule all phone screens and in-person interviews for hiring manager.
  • Follow-up with candidates as needed throughout the process, keeping candidates informed and engaged.  
  • Conduct post-interview debriefing with hiring manager and determine next steps in hiring process.
  • Arrange travel and lodging accommodations for interviews with out of area applicants. Handle all reimbursement requests and maintain timely payments to applicants when necessary.  
  • Ensure proper documentation is in place before an offer is made (Employment application, references, pre-employment screenings).  
  • Prepare offer letters.
Additional Administrative Support:
  • Manage LMR’s applicant tracking system.  This will include identifying potential solutions for LMR and be the point of contact for system implementation.  
  • Prepare internal recruitment reports for direct supervisor and departments as requested.  

Qualifications and Requirements
  • Bachelor’s degree in Human Resources, Business, Marketing or related.  Relevant work experience in lieu of a degree is also applicable.
  • At least 5 years of experience in human resources and personnel administration.
  • Keen ability to build rapport with personnel throughout the organization and maintain relationships to facilitate strong lines of communication.
  • Understanding of current employment laws.
  • Familiarity and comfort on Mac, online productivity and collaboration tools including Google Drive, Google Docs, cloud based storage systems and related systems.  
  • Sharp attention to detail with good oral and written communication skills.  
  • Spanish language skills highly desirable.
  • Able to work in a team environment as well as operate independently.    
  • Experience with recruitment databases and applicant tracking systems
  • Strong organizational, problem-solving and priority management.  

Compensation and Benefits

  • This is a full-time, salaried position.
  • Competitive compensation depending on experience plus benefits including medical/dental insurance, paid vacation and 401(k).

Monday, May 23, 2016

Change Afoot: New Federal Overtime Rules Taking Effect in December

With all of the new employment laws coming along, it is good to stay on top of changes that are happening.  One of the big changes coming at the Federal level is regarding overtime pay.  Last week the Department of Labor announced final regulations on overtime pay.  This regulation will go into effect December 1, 2016.  As an employer, all exempt positions that are paying less than $913 per week should be reviewed and possibly reclassified as hourly positions.  With hourly positions employers need to be aware of requirements for unpaid meal and rest breaks and tracking of hours.

For more complete information about this, please refer to this update prepared by Attorney Barbara Cotter of Cook Brown LLP, an employment law firm here in Sacramento.