Human Resources Manager

At ILS Gummies, we’re more than just a company; we’re a family. Founded in 2022 by Rosewood Private Investments and part of the esteemed Rosewood Corporation - wholly owned by the Caroline Hunt Trust, our roots run deep with a tradition of innovation and excellence dating back to 1935. Our culture mirrors that of a tight-knit family, built on the success and values rooted in our founding members. We’re dedicated to pushing the boundaries of health and wellness through unique and innovative delivery systems. Here at ILS Gummies, innovation isn’t just a buzzword; it’s at the heart of everything we do. We thrive on collaboration and are passionate about working side by side with our partners to create exceptional, proprietary products. About the Role Company At ILS Gummies, we’re more than just a company; we’re a family. Founded in 2022 by Rosewood Private Investments and part of the esteemed Rosewood Corporation - wholly owned by the Caroline Hunt Trust, our roots run deep with a tradition of innovation and excellence dating back to 1935. Our culture mirrors that of a tight-knit family, built on the success and values rooted in our founding members. We’re dedicated to pushing the boundaries of health and wellness through unique and innovative delivery systems. Here at ILS Gummies, innovation isn’t just a buzzword; it’s at the heart of everything we do. We thrive on collaboration and are passionate about working side by side with our partners to create exceptional, proprietary products. About the Role We are seeking an experienced and hands-on HR Manager to lead human resources operations at our manufacturing facility. This role is critical to ensuring a safe, compliant, and productive workplace by managing the full employee lifecycle for a plant workforce, including hourly production staff, skilled trades, and salaried personnel. The ideal candidate combines strong HR generalist expertise with an understanding of manufacturing environments, union or labor relations (if applicable), and shop-floor culture. Key Responsibilities Employee Relations & Labor Relations Serve as the primary HR point of contact for plant employees and supervisors, resolving workplace concerns, conflicts, and grievances. Partner with plant leadership to maintain positive employee relations and a strong plant culture. If unionized: manage labor relations activities, including grievance handling, contract administration, and participation in collective bargaining as needed. Talent Acquisition & Staffing Manage full-cycle recruiting for production, maintenance, and administrative roles, including sourcing, interviewing, and onboarding. Partner with department leads to forecast staffing needs based on production schedules and turnover trends. Maintain relationships with local staffing agencies, technical schools, and community organizations to build a strong talent pipeline. Compliance & Safety Ensure plant HR practices comply with federal, state, and local employment laws (FLSA, FMLA, ADA, EEOC, OSHA, etc.). Partner with EHS (Environmental, Health & Safety) teams on workplace safety programs, incident investigations, and workers' compensation claims. Maintain accurate personnel records and ensure audit readiness. Performance & Talent Management Administer performance review processes and support supervisors in coaching, corrective action, and disciplinary procedures. Identify training and development needs; coordinate onboarding, cross-training, and leadership development programs. Support succession planning for key plant roles. Compensation & Benefits Administer payroll-related HR functions, benefits enrollment, and leave management for plant employees. Support annual compensation reviews, job evaluations and wage benchmarking for hourly and salaried roles. HR Strategy & Reporting Track and report on HR metrics (turnover, absenteeism, time-to-fill, headcount) to plant and corporate leadership. Lead or support HR-related continuous improvement initiatives (e.g., attendance policies, retention programs, employee engagement). Act as a change agent during plant restructuring, new equipment rollouts, or shift changes. Qualifications Required Bachelor's degree in Human Resources, Business Administration, or related field (or equivalent experience). 5+ years of progressive HR experience, with at least 2–3 years in a manufacturing, industrial, warehouse, or distribution environment. Working knowledge of federal and state employment laws and regulations. Experience with HRIS systems and Microsoft Office/Excel. Strong interpersonal, conflict-resolution, and communication skills. Ability to work on the plant floor and interact effectively across all levels of the organization, including shift workers. Bilingual (English/Spanish or other locally relevant language). Highly Preferred PHR, SPHR, SHRM-CP, or SHRM-SCP certification. Experience in a union or unionized manufacturing environment. Familiarity with lean manufacturing or continuous improvement principles. Work Environment & Physical Requirements Primarily based on-site at the manufacturing plant, with regular time spent on the production floor. May require flexibility to support multiple shifts (day/night/weekend) as production needs demand. Exposure to a typical manufacturing environment (noise, machinery, varying temperatures); PPE required in designated areas. Compensation & Benefits Competitive salary based on experience: Starting $90,000 Benefits package: health/dental/vision insurance, 401(k) match, PTO, etc. #J-18808-Ljbffr