Senior Human Resources Business Partner

We are seeking a commercially minded, hands-on Senior Human Resources Business Partner to serve as the strategic people leader and sole on-site HR partner for a fast-paced manufacturing operation. This role requires more than strong HR knowledge. The right person will understand how the business operates, recognize how workforce decisions affect performance, and turn the organization’s HR vision into practical, measurable action. You will partner closely with the Plant Manager and regional leadership while remaining highly visible and accessible to employees throughout the facility. Success requires someone who can move comfortably between advising leaders, interpreting workforce data, coaching managers, resolving complex employee matters, and building trust on the production floor. We are looking for a confident, approachable, and highly credible HR leader, someone who brings sound judgment, follows through on commitments, communicates directly, and is genuinely effective at building relationships across every level of an organization. What You’ll Do: Connect People Strategy to Business Performance Partner with the Plant Manager and regional leaders to understand operational priorities and translate them into practical workforce strategies. Evaluate how staffing, labor costs, overtime, turnover, absenteeism, retention, and organizational capability affect plant performance. Use workforce data and business insights to identify risks, recommend solutions, and measure the impact of HR initiatives. Anticipate workforce needs and build plans that support production goals, organizational growth, and changing business demands. Help leaders make thoughtful people decisions that balance employee experience, operational performance, and long-term business needs. Turn Strategy into Execution Translate the company’s broader HR vision into consistent, sustainable practices within the Anaheim operation. Lead organizational changes from planning through implementation, earning buy-in from both leadership and front-line employees. Develop career pathways, succession plans, retention strategies, and talent programs that address real business needs. Establish clear action plans, maintain accountability, and ensure initiatives move from discussion to execution. Identify gaps in processes, leadership capability, and workforce practices, then take ownership of improving them. Coach and Strengthen Leaders Serve as a trusted advisor and candid thought partner to the Plant Manager and leadership team. Coach supervisors and managers on communication, accountability, performance management, employee development, and team effectiveness. Help leaders navigate difficult conversations and complex people decisions with confidence and consistency. Build stronger leadership habits throughout the facility rather than simply resolving individual issues as they arise. Build Trust Across the Workforce Maintain a visible, approachable presence throughout the operation and develop strong relationships with hourly and salaried employees. Communicate effectively in both English and Spanish across different roles, backgrounds, and levels of the organization. Listen closely, identify underlying concerns, and address issues with empathy, discretion, and sound judgment. Create an environment in which employees and leaders view HR as credible, responsive, practical, and fair. Lead Employee Relations and HR Operations Provide hands-on leadership for employee relations, workplace investigations, corrective action, conflict resolution, and performance concerns. Ensure compliance with California employment laws, wage‑and‑hour requirements, company policies, and workplace safety expectations. Partner with Talent Acquisition and other HR resources to attract, onboard, develop, and retain critical talent. Use HR systems and reporting tools to monitor workforce trends and support informed decision‑making. What You’ll Bring: At least seven years of progressive HR experience, including significant responsibility within a manufacturing, industrial, distribution, or similarly fast‑paced operational environment. Fluency in English and Spanish, with the ability to build trust, coach leaders, conduct employee conversations, and facilitate training in both languages. Demonstrated business acumen and an understanding of how workforce decisions influence productivity, labor costs, retention, operational performance, and organizational growth. A proven record of taking HR strategies or organizational priorities from concept through successful implementation. Strong experience advising plant, operations, or business leaders, not simply administering HR programs. Deep knowledge of California employment law, wage‑and‑hour compliance, employee relations, workplace investigations, and HR best practices. Experience leading organizational change, workforce planning, talent development, succession planning, and manager coaching. Strong analytical skills, including the ability to interpret workforce data, identify patterns, and convert insights into action. A bachelor’s degree in Human Resources, Business, Organizational Leadership, or a related field, or equivalent professional experience. SHRM‑CP, SHRM‑SCP, PHR, SPHR, or another relevant certification is preferred. The Leadership Style That Will Succeed Here. Commercially aware and curious about how the business makes decisions and measures performance. Approachable and relationship‑oriented while remaining direct and accountable. Comfortable building credibility with production employees, front‑line supervisors, and senior leaders. Practical, responsive, and willing to take ownership rather than stopping at recommendations. Emotionally intelligent and able to adapt their communication style to different people and situations. Steady under pressure, thoughtful in difficult situations, and trusted to handle sensitive matters. Low‑ego, collaborative, and genuinely invested in helping other people succeed. What Success Looks Like. Within the first year, this person will have: Established strong credibility with the Plant Manager, leadership team, and broader workforce. Developed a clear understanding of the operation’s business priorities and workforce challenges. Introduced practical people strategies tied to retention, leadership capability, staffing, employee engagement, and operational performance. Strengthened manager effectiveness and consistency across the facility. Demonstrated the ability to move between strategic partnership and hands‑on execution without losing momentum. #J-18808-Ljbffr