Senior Human Resources Manager
- Compensation
- Not disclosed
- Location
- Fremont, California, United States
- Work setup
- Onsite
- Seniority
- Senior
- Employment
- Not specified
- Experience
- 3+ years
- Category
- Hr
- Posted
Skills
Must have
- Strong working knowledge of California employment laws and HR compliance requirements.
- Demonstrated experience leading employee relations, workplace investigations, corrective actions, performance management, and terminations.
- Experience leading recruiting and workforce planning for difficult-to-fill positions.
- Data-driven approach to program management, with experience building KPIs and translating insights into action. Comfortable with AI tools and enthusiastic about putting them to work.
- Demonstrated ability to leverage business acumen and interpersonal savvy to influence senior business leaders.
- Excellent written and verbal communication, organization, analytical, coaching, and interpersonal skills.
- Proficiency with HRIS, applicant-tracking, payroll, reporting, and Microsoft Office systems.
- Proven experience managing HR operations in a fast-paced manufacturing environment supporting hourly and salaried employees across multiple shifts.
Full description
About Us
South Bay Solutions is a high-precision machine shop, making parts for semiconductor, medical devices, and advanced tech hardware. Our tolerances are measured in microns, our equipment is top-of-the-line, and our team is passionate about quality craftsmanship.
Position Summary
The Senior Human Resources Manager is the strategic leader of the Human Resources function and the primary people-business partner to the CEO and leadership team. This position owns the company’s people strategy and is accountable for workforce planning, training , talent acquisition, employee relations, leadership development, performance management, compensation programs, compliance, retention, and organizational effectiveness.
Essential Duties and Responsibilities
HR Leadership and Business Partnership
- Lead the Human Resources function and establish clear ownership, priorities, service standards, operating processes, and accountability across the HR team.
- Partner with the CEO and leadership team to align HR strategy with business objectives, operational priorities, workforce requirements, and long-term growth plans.
- Develop annual and quarterly HR goals, metrics, and action plans and provide regular updates and recommendations to executive leadership.
- Lead, coach, and develop the HR team, including clear role definition, performance expectations, and career development.
Talent Acquisition and Workforce Planning
- Own recruiting strategy and workforce planning for skilled manufacturing, engineering, quality, operations, administrative, and leadership positions.
- Partner with department leaders to forecast staffing needs, prioritize requisitions, define candidate profiles, and maintain accountability for timely hiring decisions.
- Develop talent pipelines and partnerships with technical schools, colleges, industry groups, recruiting agencies, and community organizations.
- Use recruiting data to improve time to hire, cost per hire, offer acceptance, quality of hire, candidate-show rates, and new-hire retention.
Employee Relations and California Compliance
- Serve as the primary HR advisor for complex employee relations matters, workplace investigations, complaints, corrective actions, performance concerns, attendance issues, and separations.
- Coach managers and supervisors on consistent application of company policies, documentation standards, conflict resolution, and employee communication.
- Ensure compliance with federal, California, and local employment laws, including wage-and-hour, EEO, anti-harassment, leave, accommodation, and recordkeeping requirements.