Job Summary: As our
HR Manager, you will be a key leader and strategic partner at our Garden Grove manufacturing site. You will be responsible for directing all aspects of human resources, including employee relations, talent acquisition, performance management, compensation and benefits, and legal compliance. Your primary mission is to cultivate a positive and productive workplace culture while aligning HR strategies with our operational goals to drive business success.
Given our location, an extensive and up-to-date mastery of California labor laws and manufacturing compliance is absolutely essential for success in this role.
Qualifications and requirements:- Bachelor's degree in Human Resources, Business Administration, or a related field.
- 6 to 9 years of progressive HR experience, with at least 5 years in a management role within a manufacturing environment.
- SHRM-CP/SHRM-SCP or PHR/SPHR certification is highly desirable.
- In-depth knowledge of California and US Federal employment laws and regulations.
- Proven experience in managing complex employee relations issues.
- Strong analytical, problem-solving, and leadership skills.
- Proficiency in Microsoft Office (Excel, Word, PowerPoint) and HRIS systems (e.g., ADP, Workday).
Our core values
Accountability, Collaboration, and Empowerment (ACE) are the foundation of our operation and drive success. You will assume the
accountability for the entire HR function, ensuring legal compliance, advocating for employees, and supporting the site's leadership team. You will
collaborate closely with department managers to develop and implement HR strategies that support their operational needs and foster a high-performance culture. You will be
empowered to develop programs and policies that enhance the employee experience, lead change initiatives, and provide managers and employees with the tools and guidance needed to succeed.
Will you be our next ACE?High-Volume Direct Labor (DL) Hiring & Ramping- Lead the strategy and execution for high-volume Direct Labor (DL) recruiting, partnering closely with operations leaders to support business ramping, expansion, and shift scaling.
- Build, optimize, and manage aggressive talent pipelines, local sourcing channels, community partnerships, and job fairs to consistently hit headcount targets.
- Streamline high-throughput candidate selection, background checks, drug screenings, and mass onboarding programs to ensure rapid time-to-fill without sacrificing quality.
HR Process Optimization & Continuous Improvement- Design, evaluate, and streamline internal HR workflows to maximize operational efficiency, reduce administrative bottlenecks, and ensure the department runs smoothly.
- Foster a culture of continuous improvement within the HR team by regularly auditing existing procedures (e.g., onboarding, offboarding, data management) and implementing best practices.
- Leverage HR technology and systems to automate manual processes, improving data accuracy and response times for plant employees.
- Establish and maintain standard operating procedures (SOPs) for the HR department to ensure consistency, scalability, and alignment with corporate goals.
Strategic Leadership & Plant Operations- Partner with General Managers, Finance and Department Heads to align HR strategies with production schedules, workforce planning, and business goals.
- Manage and mentor your HR team.
- Provide data-driven HR insights to executive leadership regarding turnover, absenteeism, overtime, recruitment metrics, and labor costs.
California Labor Compliance & Employee Relations- Ensure absolute compliance with all California Labor Codes, including wage and hour laws, strict meal and rest break regulations, and overtime calculations.
- Oversee leaves of absence in accordance with the California Family Rights Act (CFRA), FMLA, PDL, and ADA/FEHA interactive processes.
- Lead complex employee relations investigations, resolve grievances on the production floor, and foster a transparent, fair workplace culture.
Talent Acquisition & Workforce Planning- Develop and execute recruitment strategies to attract both exempt technical talent (Engineers, Quality Assurance) and non-exempt skilled labor.
- Manage relationships with temporary staffing agencies to scale the production workforce dynamically based on manufacturing demands.
Environment, Health, and Safety (EHS) & Workers' Compensation- Partner closely with the Safety/EHS team to ensure strict compliance with Cal/OSHA regulations tailored to electronics manufacturing (e.g., chemical handling, ESD safety, ergonomics).
- Manage the end-to-end Workers' Compensation process, focusing on early intervention, return-to-work programs, and risk mitigation.
Compensation & Performance Management- Oversee the annual performance review process and implement upskilling/training initiatives for floor supervisors.
- Ensure local compensation practices align with California's Pay Transparency and Pay Equity laws.
Systems you will use:Pay Transparency: Winchester Interconnect Corporation is committed to pay transparency. The pay range for this position is $
100,000-130,000/year, depending on experience. The exact salary will be contingent upon your experience, education, skills, and any other factors Winchester Interconnect Corporation considers relevant to the hiring decision.
