Vice President Human Resources

Precision Advanced Manufacturing, based in Anaheim, CA, is a premier provider of precision metal manufacturing services. It delivers high-precision machining, waterjet and laser cutting, welding, and other precision fabrication and finishing solutions to customers in the aerospace, defense, and medical industries. With highly trained technicians and state-of-the-art equipment, Precision is able to work with a wide variety of materials, including exotic metals, relevant to its target customers and their advanced products. The company is ISO 9001:2015 and AS9100D certified and ITAR compliant. Reports To Chief Executive Officer Summary This is the top human resources seat in the organization, reporting directly to the CEO. The Vice President of Human Resources will serve as a true strategic business partner to the executive leadership team, owning the full people function across all three manufacturing facilities. This is a high-visibility, hands‑on leadership role designed for an HR leader who is equally comfortable developing long‑term workforce strategy and rolling up their sleeves at the plant level. The VP of HR will be expected to maintain regular presence across all sites to build relationships, assess organizational health, and drive priorities in the field. All Vice Presidents across the organization report directly to the CEO, giving this individual a genuine seat at the executive table alongside peers in Finance, Operations, Sales, Engineering, and Quality. Job Duties Serve as a strategic business partner to the CEO and the broader executive team, shaping people strategy that supports operational performance and company growth. Oversee all core HR functions including talent acquisition, employee relations, compensation and benefits administration, HR compliance, and payroll. Lead, develop, and manage the HR team across the organization, establishing clear expectations, driving accountability, and building a high‑performing function. Drive cultural development across all three sites — proactively identifying workforce gaps, anticipating people‑related risks, and partnering with operations and plant leadership to build engaged, high‑performing teams. Serve as the primary HR presence at the plant level, building credibility and trust with both hourly and salaried employees across the organization. Ensure full compliance with California employment law, including wage and hour regulations, meal and rest break requirements, leave administration, and all applicable state and federal labor laws. Lead workforce planning efforts, including organizational design, succession planning, and headcount strategy aligned with business objectives. Manage and oversee the performance management process, including goal‑setting, mid‑year reviews, annual evaluations, and development planning for all levels of the organization. Partner with site leadership to address employee relations issues promptly and effectively, turning challenges into opportunities for improvement. Develop and implement training and development programs that build leadership capability and support employee growth at all levels. Establish and maintain HR policies, procedures, and systems that are consistent, scalable, and aligned with best practices for a manufacturing environment. Identify and address organizational weak spots and cultural issues before they surface — staying ahead of problems through strong relationships and regular site presence. Required Skills and Experience Deep expertise in California employment law, including wage and hour compliance, leave management, and employee relations; California HR experience is non‑negotiable. Demonstrated experience supporting hourly and direct labor workforces in a manufacturing environment — understanding the culture, pace, and people dynamics of plant operations. Proven track record as a strategic HR leader and trusted business partner, with the ability to influence executive decision‑making and drive organizational change. Strong execution capability — this role requires equal parts strategy and operational follow‑through; the ideal candidate does not delegate what they can lead directly. Experience building and maintaining HR infrastructure, including policies, systems, compensation frameworks, and compliance programs. Excellent interpersonal and communication skills, with the credibility to engage effectively across all levels of the organization — from the plant floor to the boardroom. Comfortable operating in a fast‑paced, PE‑backed environment with high expectations for performance, accountability, and urgency. Demonstrated ability to travel regularly and maintain visible, consistent presence across multiple locations. Qualifications MBA preferred 15+ years of experience in human resources 7+ years of experience within a manufacturing environment #J-18808-Ljbffr