Human Resources Manager

Confidential Retained Opportunity

A well-capitalized manufacturing operation in the Salt Lake City area is looking for the person who runs HR day to day, not from behind a policy binder, but from the floor. This is a search we're conducting on a strictly confidential basis. The employer's name stays off the table until we've had a real conversation, and you've decided this is worth pursuing.

This site sits inside a much larger international group, one with real balance-sheet strength and a long horizon, but the day-to-day culture is closer to a single, hands-on plant than a corporate headquarters. That combination is unusual: global backing without the bureaucracy. The person in this seat is the entire on-site HR function, working alongside one direct report and a small circle of corporate HR partners, rather than presiding over a large department.

Building the workforce: Own recruiting from req to start date for the plant's hourly and temporary staff, run the screens, make the offers, run onboarding, and close the loop with exit interviews when people leave.

Keeping people out of trouble and getting them back to work: Field day-to-day questions on policy, work through employee concerns and the occasional internal investigation, and manage leave cases start to finish, FMLA, short-term disability, ADA accommodations, workers' comp.

Running the back office of HR: Administer benefits and lead open enrollment, keep personnel records current through every hire, transfer, promotion, and separation, and translate corporate HR initiatives into something that actually works on a plant floor.

Setting the tone: Drive engagement, report on what's working and what isn't to the leadership team, and make sure the site's food-safety and quality obligations show up in how HR operates too, not just in a manual somewhere.

A four-year degree and roughly seven-plus years of HR experience, ideally with real time inside a manufacturing or production environment; regulated food, beverage, or consumer products backgrounds translate well here. A PHR or SHRM-CP is a plus but not a hard requirement. Spanish fluency is a meaningful advantage given the makeup of the plant-floor workforce, and comfort with an HRIS and payroll platform is assumed.

This isn't a desk-only role. Expect to be out on the production and warehouse floor regularly, in an environment with the sounds, smells, and pace you'd expect from an active food manufacturing site, and to flex your schedule when the business needs it.

Three things make this different from the usual site HR opening:

1. The parent company's resources are real, not aspirational;

2. The scope is broad enough that you're never bored, recruiting, ER, benefits, compliance, all in one seat; and

3. The site is small enough that your fingerprints are visible on the outcome within the first few months, not buried three layers down in a large HR org.

Base pay set individually based on experience, credentials, and location — this is not a one-size number.

Full medical/dental/vision, HSA and FSA options, employer-paid short- and long-term disability, employer-paid basic life insurance, paid parental leave, PTO plus 8 holidays and 3 floating days, 401(k) with a Roth option and company match, and voluntary critical illness, hospital, and accident coverage.

This search is being run confidentially on my end and yours. Your current employer is never contacted, and your name doesn't move anywhere without your explicit go-ahead. If the fit looks right after we talk, I'll share exactly who the employer is, along with the honest version of what it's like to work there, not the recruiting-brochure version.

Reach out to Ernie Moreno at NextLevel Executive Search for a confidential conversation. No obligation, no pressure, just a real conversation about whether this is worth pursuing.

The employer this search represents provides equal employment opportunity to all applicants and employees, consistent with all applicable federal, state, and local law.