Sr. HR Manager

Salary : $130000.00 USD Annually - $140,000.00 USD Annually In accordance with California law, this is the salary range annually, depending on experience and qualifictions. We are committed to fair and equitable compensationpractices and encourage open conversations about pay expectations. Job Description Sr. HR Manager The Sr. Human Resources Manager is to lead our HR function and team for our food manufacturing facility located in Ontario, CA. In this role, they will drive the company's safety culture and play a key leadership role in the plant. Human Resources expertise will enhance employee engagement, talent acquisition, training, and company-wide HR initiatives within our fast-paced environment. This is a hands‑on role for an HR leader who can stabilize operations, develop talent, and drive culture and engagement in a plant undergoing transformation. Direct Reports: 2 (1 salaried + 1 hourly) Responsibilities Build strong relationships with production leaders and key stakeholders to develop and implement people plans and solutions to achieve business initiatives and deliver results. Drive engagement by championing the company’s vision, mission, purpose, and culture initiatives. Provide transparent communication, and promotes employee understanding of programs, policies, and objectives along with developing positive employee morale. Administer Human Resources function including employee relations, compensation, recruitment, training, EEO/AA, and benefits. Coach, motivates and develops team members and the plant leadership team. Direct, train and develop a team of HR professionals. Lead an HR team of 2 (1 salaried + 1 hourly) professionals Support plant transformation efforts with strong HR presence, consistency, and team guidance Build and maintain trust Champion a culture of communication, accountability, and performance Represent HR in plant leadership meetings and contribute to operational planning through HR metrics Reinforce continuous improvement and LEAN practices that support production and workforce alignment Experience and Skills Basic Qualifications Bachelor’s degree (or equivalent) and a minimum 8+ years’ experience as an HR Business partner creating and executing staffing and talent strategies, employee engagement, retention, and employee relations Strong project management and business acumen with experience in driving programs that support the over business objectives Strong knowledge of U.S. HR laws and regulations, U.S. HR and employee relations' practices and policies Bilingual (Spanish and English) Experience with manufacturing, ideally in the Food or CPG industry Preferred Qualifications PHR or SPHR certification Commitment to Safety – The Training Manager must continually demonstrate an unequivocal commitment to the highest standards of health and safety for the workforce and be a leader in ensuring the company maintains its high levels of environmental performance. Unquestionable Integrity - Demonstrates the highest degree of integrity when engaging with employees, vendors and stakeholders. Leads ethically by example and fosters a culture firmly grounded in the values of the organization. Strategic and Agile Thinking - Strong strategic capabilities and overall business acumen. Financially savvy and creative mindset with the ability to identify and mobilize around new opportunities very quickly. Collaborative Style – Engages in problem solving and decision making. Is adept at bringing people together to tackle issues rather than dictate solutions. Has a collegial, inclusive working style and is professional and courteous. Builds strong relationships both internally and externally. Is both confident and humble. Communication Skills - Excellent verbal and written communication skills with the ability to effectively deliver and reinforce consistent messages at all levels. Excellent listening skills. Leadership Capability - Has the leadership acumen and credibility to work across the entire organization and develop talent. Should be hands‑on, but able to delegate appropriately with the ability to motivate, inspire and commit an organization to a course of action and achieve results. Executive Presence – Has the poise and confidence to interact with senior company executives and the community. IMPORTANT: APPLICANTS PLEASE READ Qualified applicants are considered for employment, and employees are treated during employment without regard to race, color, religion, national origin, citizenship, age, sex, marital status, ancestry, physical or mental disability, veteran status or sexual orientation. Solely to help us comply with federal and state Equal Opportunity record keeping, reporting, and other legal requirements, we request that you complete this data information questionnaire. PLEASE NOTE: Refusal to complete this information will not subject any applicant or employee to adverse treatment. The information that you provide will be recorded and maintained in a confidential file, separate from all other records. This information will not be used in consideration for your employment. Male Female Decline To Answer (Persons of Mexican, Puerto Rican, Cuban, South or Central American, or other Spanish culture or origin, regardless of race) White/Caucasian (Not Hispanic or Latino) - A person having origins in any of the original peoples of Europe, the Middle East, or North Africa. Black/African American (Not Hispanic or Latino) - A person having origins in any of the black racial groups of Africa. Native Hawaiian or Other Pacific Islander (Not Hispanic or Latino) - A person having origins in any of the peoples of Hawaii, Guam, Samoa, or other Pacific Islands. 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People canbecome disabled, so we need to ask this question at least every five years. Completing this form is voluntary, and we hope that you will choose to do so. Your answer isconfidential. No one who makes hiring decisions will see it. Your decision to complete the form and youranswer will not harm you in any way. If you want to learn more about the law or this form, visit the U.S. Department of Labor’s Office of Federal Contract Compliance Programs (OFCCP) website at How do you know if you have a disability? A disability is a condition that substantially limits one or more of your "major lifeactivities." If you have or have ever had such a condition, you are a person with a disability. Disabilities include, but are not limited to: Alcohol or other substance use disorder (not currently using drugs illegally) Blind or low vision Cancer (past or present) Cardiovascular or heart disease Celiac disease Cerebral palsy Deaf or hard of hearing Diabetes Disfigurement, for example, disfigurement caused by burns, wounds, accidents, orcongenital disorders Epilepsy or other seizure disorder Gastrointestinal disorders, for example, Crohn's Disease, irritable bowel syndrome Mental health conditions, for example, depression, bipolar disorder, anxiety disorder,schizophrenia, PTSD Missing limbs or partially missing limbs Mobility impairment, benefiting from the use of a wheelchair, scooter, walker, legbrace(s) and/or other supports Nervous system condition, for example,migraine headaches, Parkinson's disease, multiplesclerosis (MS) Neurodivergence, for example,attention‑deficit/hyperactivity disorder(ADHD), autismspectrum disorder,dyslexia, dyspraxia, other learning disabilities Partial or complete paralysis (anycause) Pulmonary or respiratory conditions, forexample, tuberculosis, asthma,emphysema Yes, I Have A Disability, Or Have A History/Record Of Having A Disability No, I Don't Have A Disability, Or A History/Record Of Having A Disability I don't wish to answer Veteran This employer is a Government contractor subject to the Vietnam Era Veterans'Readjustment Assistance Act of 1974, as amended by the Jobs for Veterans Act of 2002,38 U.S.C. 4212 (VEVRAA), which requires Government contractors to take affirmative action to employ and advance in employment: Disabled veterans; Recently separated veterans; Active duty wartime or campaign badge veterans; Armed Forces service medal veterans. These classifications are defined as follows: A "disabled veteran" is one of the following: A veteran of the U.S. military, ground, naval or air service who is entitled to compensation (or who but for the receipt of military retired pay would be entitled to compensation) under laws administered by the Secretary of Veterans Affairs; A person who was discharged or released from active duty because of a service-connected disability. A "recently separated veteran" means any veteran during the three-year period beginning on the date of such veteran's discharge or release from active duty in the U.S. military, ground, naval or air service. An "active duty wartime or campaign badge veteran" means a veteran who served on active duty in the U.S. military, ground, naval or air service during a war, or in a campaign or expedition for which a campaign badge has been authorized under the laws administered by the Department of Defense. An "Armed forces service medal veteran" means a veteran who, while serving on active duty in the U.S. military, ground, naval or air service, participated in a United States military operation for which an Armed Forces service medal was awarded pursuant to Executive Order 12985. Protected veterans may have additional rights under USERRA - the Uniformed Services Employment and Reemployment Rights Act. In particular, if you were absent from employment in order to perform service in the uniformed service, you may be entitled to be reemployed by your employer in the position you would have obtained with reasonable certainty if not for the absence due to service. For more information, call the U.S. Department of Labor's Veterans Employment and Training Service (VETS), toll‑free, at 1-866-4-USA-DOL. #J-18808-Ljbffr Tropicale Foods, LLC