Senior HR Manager

WHO WE ARE

The Wing Group is a global leader in engineered solutions for demanding environments, bringing together a portfolio of trusted brands including Wing Inflatables, Mustang Survival, Henshaw Inflatables, Patten Company, and FabTek Industries. Across defense, marine safety, law enforcement, and industrial sectors, we design and manufacture mission-critical inflatable, flotation, and survival solutions that professionals trust to perform when it matters most.

From combat-ready rigid inflatable boats and inflatable structures to life-saving flotation devices and marine apparel, our products are engineered and tested to exceed the highest standards of safety, durability, and performance. With U.S. and Canadian-based manufacturing and a collaborative, hands-on culture, The Wing Group delivers purpose-built solutions for the world's toughest environments. Join us in advancing safety, performance, and innovation, on the water and beyond.

COMPENSATION & WHAT WE OFFER

The pay scale for this position is $110,000 - $130,000 per year . This range is our good-faith estimate of the base salary we reasonably expect to pay at hire. Final compensation within the range depends on job-related factors such as experience, skills, and qualifications.

• Comprehensive benefits, including medical, dental, [vision], [401(k) with company match], [paid time off and paid holidays], and California paid sick leave
• [Annual incentive / bonus eligibility, if applicable]
• A collaborative and supportive culture within a trusted, market-leading organization
• The opportunity to make a meaningful impact by driving growth and innovation in a dynamic industry dedicated to saving lives

WE ARE LOOKING FOR

An experienced, hands-on Senior HR Manager to lead our U.S. People & Culture function in California. This role suits a well-rounded HR leader who can operate strategically while staying close to the day-to-day needs of the business. You will partner with site leadership to strengthen workforce planning, talent acquisition, employee relations, performance and leadership development, total rewards, compliance, and HR operations, while coaching managers and developing the local HR team. The successful candidate brings strong business judgment, deep practical knowledge of California and federal employment law, and a track record of building people programs that support growth, reduce risk, and create a high-performing employee experience.

STRUCTURE

This position reports to the Chief Financial Officer. It may have direct reports (e.g., HR Generalist(s), HR Coordinator(s)) and will partner with the corporate People & Culture team, Payroll/Finance, and site leadership.

RESPONSIBILITIES

People leadership & strategy

• Translate business strategy into HR priorities (workforce planning, talent pipeline, org design) and lead execution across the site.
• Coach and develop HR staff; set objectives, monitor performance, and ensure consistent HR service delivery.

Talent acquisition & onboarding

• Own full-cycle recruitment for key professional and leadership roles, including role design, sourcing strategy, selection, offer negotiation, and closing. Track recruiting KPIs (time-to-fill, quality of hire, cost per hire).
• Ensure hiring practices comply with California requirements, including pay scale disclosure in job postings, the salary history ban, Fair Chance Act procedures for criminal history assessment, and rules on automated decision systems used in hiring.
• Strengthen onboarding to accelerate productivity and retention; partner with hiring managers on role readiness and new-hire integration.

Employee relations & performance

• Provide timely, pragmatic, and legally grounded counsel to managers and employees on performance issues, discipline, investigations, conflict resolution, and terminations. Serve as primary escalation point for complex employee relations matters.
• Conduct and oversee workplace investigations consistent with FEHA and California Civil Rights Department guidance.
• Coach managers on performance management, objectives, development plans, promotions, and succession planning.

Compensation, benefits & total rewards

• Interpret, administer, and recommend changes to compensation and incentive programs using market benchmarks and job evaluations, ensuring compliance with the California Equal Pay Act and pay transparency requirements, including maintaining job title and wage rate history records.
• Partner with Finance on budgeting and salary planning, including annual review of exempt classifications against California salary thresholds and duties tests.
• Partner with benefits vendors and Payroll to ensure accurate benefits enrollment and reporting.

Compliance, policy & risk management (California and federal)

• Ensure HR policies and practices comply with federal and California employment law, including FEHA, California wage and hour rules (daily overtime, meal and rest periods, accurate itemized wage statements, final pay timing, and expense reimbursement), and record retention and posting requirements. Advise leadership on regulatory changes and mitigate exposure, including PAGA risk.
• Administer leave programs under federal and California law, including FMLA, CFRA, Pregnancy Disability Leave, California paid sick leave, and coordination with State Disability Insurance and Paid Family Leave; maintain compliant documentation and manager guidance.
• Manage the interactive process and reasonable accommodations under FEHA and the ADA, including lactation accommodation.
• Ensure required sexual harassment prevention training is delivered to supervisory and non-supervisory employees on the mandated schedule.
• Prepare and submit the annual California Pay Data Report to the Civil Rights Department, if applicable.
• Maintain required employment notices, posters, and personnel records, and respond to personnel file and payroll record requests within statutory timelines.
• Support compliance with the California Consumer Privacy Act (CCPA/CPRA) as it applies to applicant and employee personal information.

Workplace safety, workers' compensation & unemployment

• Partner with the HSE team to manage workers' compensation claims, return-to-work plans, and Cal/OSHA recordkeeping and incident reporting, including maintenance of the Injury and Illness Prevention Program and Workplace Violence Prevention Plan.
• Support EDD unemployment claim responses and appeal preparation as needed.

HR operations & systems

• Ensure HRIS and data integrity, produce standard and ad-hoc people analytics, and automate HR processes where practical (ATS, performance tools, HRIS, LMS). Drive data-led decisions (turnover analysis, engagement, workforce demographics).

Culture, engagement & inclusion

• Lead employee engagement initiatives and facilitate employee forums. Design and implement development programs aligned with [The Wing Group] values and retention goals.

Reporting & budget

• Prepare workforce, compensation, and HR operations reports for leadership. Participate in HR budget preparation and manage HR program spend against budget.

• Bachelor's degree in Human Resources, Business Administration, Organizational Development, or a related field, or an equivalent combination of education and experience. A Master's degree or SHRM-SCP/SPHR is preferred.
• 7+ years of progressive HR experience, including 3+ years in an HR leadership or senior business-partnering role in an operational or manufacturing environment. Experience supporting a California workforce is strongly preferred.
• Strong working knowledge of federal employment law (FMLA, ADA, FLSA, Title VII, ADEA) and practical, applied expertise in California employment law. This includes FEHA, CFRA, the Labor Code and IWC Wage Orders, wage and hour rules, paid sick leave, pay equity and transparency, personnel records, and final pay and separation requirements.
• Proven experience managing complex employee relations matters, including investigations, discipline, accommodations and the interactive process, leaves, and terminations.
• Experience across workforce planning, organizational development, succession planning, compensation benchmarking, talent acquisition, and employee development.
• Strong HRIS and ATS experience, advanced Excel skills, and the ability to turn people data into actionable business insight.
• Credibility with senior leaders. You can advise, challenge constructively, and translate business needs into practical HR solutions.
• Excellent communication skills, sound judgment, and discretion with confidential and legally privileged matters.
• Strong organizational skills, with the ability to manage competing priorities and work independently in a fast-paced environment.
• Ability to travel to company locations approximately [X]% of the time.
• Bilingual English/Spanish is an asset.

This position requires access to export-controlled information and CMMC-controlled environments. Candidates must be a "U.S. person" as defined under 22 C.F.R. § 120.62 or otherwise eligible to access such information. Any required security screening will take place after a conditional offer of employment.