HR Manager

Job Description

Job Description

Summary

Position Summary

The Human Resources Manager serves as the primary HR representative supporting multiple facilities and operational locations within the organization. Acting as the key liaison between Corporate Human Resources and site leadership, this role is responsible for executing corporate HR strategies, policies, programs, and compliance initiatives while providing hands-on support to managers and employees at assigned locations.

This position provides "boots-on-the-ground" HR leadership to ensure consistent application of company policies, employment practices, and regulatory requirements across all facilities. The HR Manager partners closely with Operations, Safety, Payroll, Benefits, Talent Acquisition, and Corporate HR leadership to support workforce planning, employee relations, compliance, staffing, training, and organizational initiatives.

The successful candidate will possess strong knowledge of federal, state, and local employment laws, excellent judgment in handling employee relations matters, and the ability to balance operational needs with company policies and legal requirements. This role requires frequent interaction with multiple facilities and the ability to influence, coach, and support leaders in a fast-paced manufacturing and production environment.

Essential Functions and Responsibilities

Employee Relations & Leadership Support

• Serve as the primary HR resource for assigned facilities, providing guidance and support to managers and employees on workplace matters.
• Partner with site leadership to address employee relations issues, performance concerns, attendance matters, disciplinary actions, and policy interpretation.
• Conduct workplace investigations and prepare findings, recommendations, and documentation in accordance with company standards.
• Provide coaching and support to supervisors and managers regarding employee management, performance improvement, and documentation practices.
• Promote employee engagement, positive employee relations, and consistent application of company policies and procedures.

Compliance & Risk Management

• Ensure compliance with all federal, state, and local employment laws and regulations across assigned locations.
• Execute and monitor Corporate HR compliance initiatives, audits, and reporting requirements.
• Maintain audit-ready personnel files, I-9 records, employment documentation, and other required HR records.
• Support government agency responses, unemployment claims, employment verifications, and compliance reviews.
• Partner with Corporate HR to implement policy updates, regulatory changes, and organizational initiatives.

Recruitment, Onboarding & Workforce Planning

• Recruit, interview, and hire operations staff.
• Coordinate local hiring activities, interviews, candidate selection, and onboarding processes.
• Ensure completion of all new hire documentation, compliance requirements, and orientation programs.
• Support seasonal, high-volume, and specialized hiring initiatives as needed.

Benefits, Leave Administration & Employee Support

• Assist employees with benefit-related inquiries and coordinate with Corporate Benefits and external vendors.
• Support benefit enrollment, qualifying life events, and annual open enrollment activities.
• Administer and monitor leave programs including FMLA, state leave programs, ADA accommodations, and workers' compensation cases.
• Coordinate return-to-work, modified duty, and accommodation processes in partnership with management and Corporate HR.

Payroll & Timekeeping Support

• Partner with Corporate Payroll to ensure accurate payroll processing and timekeeping practices.
• Review timecards, attendance records, missed punches, pay adjustments, and time-off requests for accuracy and compliance.
• Monitor wage and hour compliance, overtime practices, meal and rest break requirements, and applicable state-specific regulations.
• Assist in resolving payroll discrepancies and employee pay concerns.

Safety & Operational Partnership

• Partner with Operations, Safety, and Corporate Compliance teams to support safety initiatives and regulatory compliance.
• Assist with incident investigations, workers' compensation administration, and return-to-work programs.
• Support safety training, policy communication, and workforce compliance requirements.
• Participate in site audits, inspections, and continuous improvement initiatives.

Training & Organizational Development

• Support implementation of corporate training programs and leadership development initiatives.
• Facilitate site-level training, policy communication, and employee education efforts.
• Assist managers with performance review processes, employee development plans, and succession planning activities.

Additional Responsibilities

• Travel between assigned facilities as required to support operational and employee needs.
• Serve as a representative of Corporate Human Resources while maintaining strong working relationships with local leadership teams.
• Participate in special projects, acquisitions, organizational changes, and other initiatives as assigned.
• Perform other duties as needed to support business operations and organizational objectives.

Work Environment and Schedule

This is a full-time, on-site position headquarters at the Orca Bay Foods facility in West Seattle, WA. To effectively lead on-site HR initiatives and provide high-touch support to our operational teams, a consistent presence is required Monday through Friday. While primarily based in West Seattle, this role supports our broader family of companies, and the HR Manager may be required to report to or visit other locations as needed to meet business demands.

Physical Demands

While performing the duties of this Job, the employee is regularly required to sit; use hands to finger, handle, or feel and talk or hear. The employee is occasionally required to stand; walk; reach with hands and arms and stoop, kneel, crouch, or crawl. The employee must occasionally lift and/or move up to 10 pounds.

Mental Activities

The employee is frequently required to use interpersonal and teamwork skills. The employee needs to be able to discern details on timesheets and reconcile appropriate calculations. The employee needs to regularly demonstrate attention to detail. The employee is occasionally required to use creativity, independent judgment, discretion, and problem analysis.

Competencies

To perform the job successfully, an individual should demonstrate the following functional and interpersonal competencies:

Functional

• Collaborative Mindset : Ability to work effectively within a matrixed organization, supporting corporate-led functions like Payroll and Safety.
• Regulatory Knowledge: Deep understanding of employment laws and HR administration.
• Communication: Exceptional verbal and written communication skills with the ability to influence at all levels of the organization.
• Analytical Thinking : Ability to interpret HR data and workforce trends to provide actionable insights to leadership.

Interpersonal

• Passionate - You love what you do, and you have a positive attitude. You care about your teammates and the results of your work while demonstrating humility.
• High Standards - Quality orientation. Follow through on commitments. A Doer who gets things done.
• Efficient - Producing significant output with minimal wasted effort, organized planning, and prioritization.
• Proactive - Initiative-taker who appropriately tackles problems and gets stuff done without the need for constant oversight. Continually seeks additional responsibilities while asking for, and acting on, feedback.
• Communicator- Speaks and writes clearly and articulately and likes to build strong relationships. Openly listens to learn and shows appreciation for other points of view.
• Judgment - Strong business acumen, professional ethics and excellent logic and reasoning skills, Ability to exercise great judgment while working independently in a demanding environment.
• Emotional Intelligence - high degree of self-awareness. Oversees interpersonal relationships judiciously and empathetically. Exercises good judgement while under pressure.

Education and Experience

• 5+ years of progressive HR experience, with at least 2 years in an HR Management or Generalist leadership role.
• Experience in a manufacturing or food processing environment; experience in a 'satellite' location reporting to a corporate headquarters.
• Bachelor's degree in human resources, Business Administration, or a related field preferred.
• Knowledge of Washington, California, and Alaska employment laws preferred.
• Certification: PHR, SPHR, SHRM-CP, or SHRM-SCP required.

Salary Disclosure

The typical base pay range for this role is $95,000 - $120,000 per year. Individual base pay depends on various factors, in addition to primary work location, such as complexity and responsibility of role, job duties/requirements, and relevant experience and skills.

Silver Bay Benefits and Perks

• Health Insurance: Employees, as well as their families, are eligible for health benefits that include medical, dental, and vision benefits. Employees are also eligible for basic life insurance, long-term disability, and voluntary life insurance benefits for them and their families.
• Employee Assistance Program: Available for employees and their families.
• Retirement Plan: Employees are eligible for the Silver Bay Seafoods safe harbor retirement 401(k) plan.
• Paid Time Off (PTO), Sick & Paid Holidays : Silver Bay recognizes the importance of employees having the opportunity to recreate, rejuvenate, and attend to non-work matters. As a full-time employee, you will accrue 4.62 hours every bi-weekly pay period of Vacation, up to 120/hours/3 weeks per year. In addition, you will accrue 1 hour of Sick Time for every 30 hours worked.
• Other Compensation: Eligible for an annual discretionary bonus.

Silver Bay Seafoods is equal opportunity employer. All qualified applicants will receive consideration for employment without regard to age, ancestry, color, family or medical care leave, gender identity or expression, genetic information, marital status, medical condition, national origin, physical or mental disability, political affiliation, protected veteran status, race, religion, sex (including pregnancy), sexual orientation, or any other characteristic protected by applicable laws, regulations, and ordinances.

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