Human Resources Manager


The Human Resource Manager is responsible for oversight and implementation of the two plants’ human resources function for a diverse client group of salaried and hourly employees. Identify and drive the communication and sharing of best practices across functions to facilitate continuous improvement. The Human Resource Manager will be a business partner that drives the organizational development process, serves as an employee advocate, manages employee relations and communications, and ensures compliance with all legal, regulatory and corporate requirements within the function.  The HR Manager is also responsible for facilitating long-term initiatives aligned with the business agenda. 


25% – Strategic Business Partner: Contribute to the business objectives by helping business leaders identify, prioritize, and build organizational capabilities, behaviors, structures, and processes. Act as a liaison between the operations and HR to ensure HR services are aligned with the needs of the business and identify new opportunities where HR can add value to the business. Manage specific projects as determined in the annual HR plan and participate in functional and cross-functional initiatives. Participate in corporate HR project teams and programs.

10% – Ensure consistent application of all corporate and plant policies, collective bargaining agreements and/or plant practices.  Communicate HR programs and policies to plant staff and address all related questions.  Conduct investigations of potential violations of company policies.  Lead the process of capturing desired changes in plant policies, practices, or contract language.

10% – Provide expert advice and coaching where appropriate.  Ensure that strong leadership and coaching culture permeates the organization. Identify and resolve employee issues through regular contact with all employees.

10% – Assist the business leader to provide employees with development opportunities and ensure current and future performance standards are met. Champion the Talent Management Process and ensure timely, accurate and fair assessments of employee performance are conducted per the corporate guidelines. Support managers in forecasting and planning their talent pipeline requirements in line with the business objectives.

10%  – Administer the local Workers’ Compensation program, oversee the unemployment claims process and management of the relationship with company panel health care providers. Champion the Strategic Labor Relations Plan or the Union Avoidance Plan for the facility, if applicable. Administer CA Employment and Labor Laws, Cal-OSHA, and the continually changing CA employment landscape.

10% – Recruit candidates for all hourly and salaried positions using behavioral-based interviewing techniques and company mandated selection tools.

10% – Manage Environmental, Health and Safety facility reporting per corporate requirements and participate in the plants’ EHS management system.

10% – Manage specific projects as determined in the annual HR plan and participate in functional and cross-functional initiatives.  Participate in corporate HR project teams and programs and coordinate community involvement.

5% – Perform other duties as assigned.

 Level Based Competencies are to be designated based on job level and content.

  • Leadership
  • Adaptability
  • Building Strategic Working Relationships
  • Technical/Professional Knowledge & Skills
  • Stress Tolerance
  • Decision Making
  • Communication
  • Facilitating Change
  • Developing Others
  • Managing Conflict

Technical knowledge/skills:

  • Entry to intermediate Microsoft Office skills
  • Entry to intermediate Training & Development skills
  • Intermediate Recruiting skills
  • Intermediate to Advanced Employee Relations skills
  • Familiar with OSHA reporting, regulations, and compliance

General knowledge/skills:

  • Excellent interpersonal skills
  • Strong attention to detail
  • Ability to work as a team player
  • Intermediate facilitation skills
  • Ability to handle multiple projects simultaneously


  • Bachelor’s Degree in Human Resources, Business Management, or related discipline is required
  • 3-5 years of experience in an exempt level Human Resources position
  • SHRM-CP and/or PHR certification is preferred
  • Experience in manufacturing is preferred


  • No of direct reports: 1
  • No of indirect reports: n/a
  • Budget Responsibility: Yes
  • Travel Requirements: <10%


We believe our employees are our greatest resource. We offer competitive salary, benefits, 401k, and vacation packages for all full time permanent positions. We are proud to be an equal opportunity workplace and GAF, SGI, and Siplast are proud to be affirmative action employers. We are committed to equal employment opportunity regardless of race, color, ancestry, religion, sex, national origin, sexual orientation, age, citizenship, marital status, disability, gender identity, or Veteran status. If you have a disability or special need that requires accommodation, please let us know. If applying for positions in the U.S., must be eligible to work in the U.S. without need for employer sponsored visa (work permit).

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