HR Manager POST NUMBER: 477386

About the Role

We’re partnering with a well-established, growing company in the food & beverage space looking to bring on an HR Manager to support their multi-location operations.

This is a hands-on role where you’ll play a key part in strengthening HR operations, supporting employees and leadership, and ensuring compliance across multiple states. You’ll work closely with leadership, Training, and Operations teams to help create a high-performing, people-first environment. 

What You’ll Be Doing

HR Operations & Employee Relations

• Manage day-to-day HR operations and support HR team members
• Handle employee relations matters including investigations, performance issues, and documentation
• Support leave of absence, accommodations, and workers’ comp processes
• Maintain and update HR policies and employee handbook

Compliance & Risk Management

• Ensure compliance with federal, state, and local laws (CA, NV, AZ) 
• Maintain accurate documentation and audit-ready processes
• Partner with leadership to reinforce compliant and consistent practices

Training & Development Partnership

• Partner with Training and Operations teams on onboarding and development programs
• Support rollout of training initiatives and leadership development efforts
• Help drive consistency across locations

Talent & Total Rewards Support

• Assist with hiring efforts for corporate and leadership roles
• Support benefits administration and employee questions
• Partner with payroll and leadership on compensation practices

Performance & Culture Support

• Coach managers on performance management and employee development
• Support disciplinary processes and ensure alignment with policies
• Contribute to initiatives that improve retention and employee experience

HR Systems & Reporting

• Maintain HR data and track metrics like turnover and retention
• Utilize HRIS systems (Paylocity or similar) to improve efficiency
• Partner cross-functionally with Operations, Training, and Finance

What They’re Looking For

• Strong HR experience with a focus on employee relations and compliance
• Experience supporting multi-location or multi-state teams preferred
• Solid understanding of employment laws (CA experience required)
• Ability to balance employee advocacy with business needs
• Highly organized, detail-oriented, and able to manage multiple priorities
• Strong communication and problem-solving skills

Why This Role?

• High-impact, visible role supporting a growing organization
• Strong partnership with leadership and cross-functional teams
• Opportunity to influence culture, retention, and operational success
• Hands-on role with a mix of strategy and execution

Determining compensation for this role (and others) at Vaco/Highspring depends upon a wide array of factors including but not limited to the individual’s skill sets, experience and training, licensure and certifications, office location and other geographic considerations, as well as other business and organizational needs. With that said, as required by local law in geographies that require salary range disclosure, Vaco/Highspring notes the salary range for the role is noted in this job posting. The individual may also be eligible for discretionary bonuses, and can participate in medical, dental, and vision benefits as well as the company’s 401(k) retirement plan. Additional disclaimer: Unless otherwise noted in the job description, the position Vaco/Highspring is filing for is occupied. Please note, however, that Vaco/Highspring is regularly asked to provide talent to other organizations. By submitting to this position, you are agreeing to be included in our talent pool for future hiring for similarly qualified positions. Submissions to this position are subject to the use of AI to perform preliminary candidate screenings, focused on ensuring minimum job requirements noted in the position are satisfied. Further assessment of candidates beyond this initial phase within Vaco/Highspring will be otherwise assessed by recruiters and hiring managers. Vaco/Highspring does not have knowledge of the tools used by its clients in making final hiring decisions and cannot opine on their use of AI products.