Senior Human Resources ManagerLocation: Valley, AL
Department: Human Resources
Reports to: Corporate HR Director
Dotted line to: Valley Plant Manager
Direct Reports: Valley Plant HR Staff
Travel: Travel to other facilities, Company events, or external meetings may be required based on business needs.
Normal Work Schedule: Schedule aligned with a multi-shift manufacturing operation, including regular off-shift presence and occasional weekends as needed.
Relocation assistance: Eligible
Job Summary The Senior Human Resources Manager is the senior HR leader for the Valley manufacturing facility and serves as the Plant Manager's right-hand people and organizational partner. The role reports to the Corporate HR Director, has a dotted-line relationship to the Plant Manager, and is an active member of the plant leadership team.
The Senior Human Resources Manager leads the Valley facility's workforce strategy and is accountable for staffing, onboarding, training, retention, attendance, employee relations, leadership development, performance management, compliance, engagement, and culture. Working with Corporate HR and plant leadership, this role puts company policies, systems, and initiatives into practice at the facility, measures their effectiveness, and drives improvements that last.
The successful candidate will be a seasoned HR leader who is equally credible on the production floor and in senior leadership discussions. The role leads the Valley HR team, ensures consistent and equitable support across all shifts, and helps the plant translate people strategy into stronger safety, quality, service, productivity, cost, and culture outcomes.
Key Responsibilities NOTE: This description is not intended to be all-inclusive. An employee may perform other related duties to meet the organization's ongoing needs; these duties are considered marginal.
HR Leadership and Plant Partnership • Lead all Human Resources functions for the Valley facility in collaboration with the Corporate HR Director.
• Serve as the Plant Manager's primary people and organizational partner and participate fully in plant operating reviews, leadership routines, and workforce decisions.
• Maintain a highly visible presence on the production floor and regular contact with employees and leaders across all shifts.
• Provide timely counsel, constructive challenge, and escalation when workforce, leadership, compliance, or culture risks could affect the business.
People Strategy, Workforce Planning, and Plant Performance - Lead Valley's people strategy and workforce plan, setting priorities, measuring results, and driving improvements in partnership with the Plant Manager and plant leadership team.
• Translate plant operating priorities into practical workforce plans that support safety, quality, service, cost, productivity, and culture.
• Lead a regular people operating cadence to review performance, risks, corrective actions, owners, and due dates.
• Use workforce data and floor insight to improve staffing attainment, time to fill, attendance, turnover, new-hire retention, training completion, employee relations responsiveness, and engagement.
Strategic Partnership and Alignment
• Partner closely with the Corporate HR Director to align Valley's HR priorities and practices with companywide goals and standards.
• Champion corporate programs and systems at the plant, ensuring leaders understand expectations and that implementation is completed, measured, and sustained.
• Provide informed feedback from the plant to strengthen enterprise programs while remaining accountable for local adoption and results.
Talent Capability and Team Development
• Own workforce planning and staffing execution for hourly and salaried roles, including recruiting priorities, selection, agency coordination, onboarding, retention, succession, and critical-role readiness.
• Partner with Operations to align staffing and skill plans with production requirements, labor standards, training capacity, and anticipated workforce changes.
• Lead, coach, and develop the Valley HR team through clear expectations, meaningful delegation, regular feedback, development planning, and accountability for results.
• Ensure consistent and equitable HR coverage, communication, training access, and issue resolution across shifts, departments, and employee populations.
Employee Relations Compliance and Risk Management
• Lead employee relations matters, workplace investigations, conflict resolution, corrective action, and performance concerns with sound judgment, consistency, timeliness, and appropriate documentation.
• Ensure attendance, pay, promotion, transfer, corrective action, termination, and other employment decisions are accurate, authorized, consistently administered, and free from favoritism or retaliation.
• Ensure compliance with applicable employment laws and Company requirements, including EEO, ADA, FMLA, FLSA, employment eligibility verification, wage and hour, and record retention.
• Coach plant leaders to address concerns promptly, apply policies consistently, communicate effectively, and fulfill their people-leadership responsibilities.
Systems Payroll Partnership and Modern HR Practices
• Partner with Payroll, HRIS, and Corporate HR teams to ensure accurate transactions, strong controls, data integrity, and timely resolution of employee issues.
• Lead plant adoption of HR systems, process improvements, and modern HR tools and practices.
• Maintain accurate, confidential, and audit-ready workforce records, reports, and documentation, including controls for high-risk HR transactions.
Training and Continuous Improvement
• Coordinate with Operations, Safety, Food Safety and Quality, and Learning and Development to ensure required training is completed, documented, understood, and demonstrated on the job.
• Ensure employees and leaders receive ongoing training on policies, compliance, leadership expectations, performance management, and people-management practices.
• Identify opportunities to simplify, standardize, and strengthen HR processes to improve accountability, efficiency, compliance, and the employee experience.
Required Skills and Competencies
• Strong command of HR strategy and fundamentals, with the ability to balance hands-on execution, strategic thinking, and enterprise alignment.
• Executive presence and credibility with frontline employees, plant leaders, and corporate executives.
• Strong business acumen and understanding of how people practices influence safety, quality, service, cost, productivity, retention, and culture.
• Excellent judgment, communication, influence, coaching, relationship-building, and data-based problem-solving skills.
• Ability to lead transformation, work through ambiguity, address difficult issues directly, and hold others accountable while maintaining productive relationships.
Education and Experience
• Bachelor's degree in Human Resources, Business Administration, Organizational Development, or a related field required; an equivalent combination of education and directly relevant experience may be considered.
• Minimum of 12 years of progressive Human Resources experience, including at least seven years leading HR teams and demonstrated accountability at the senior manager or director level in a manufacturing or operational environment.
• Demonstrated experience serving as the senior HR partner to plant executives and operational leaders in a complex, multi-shift environment.
• Broad HR leadership experience covering employee relations, investigations, workforce planning, staffing, compliance, talent strategy, organizational effectiveness, and change leadership.
• Proven experience leading HR transformation, developing HR leaders, and achieving measurable adoption and business results.
Highly Preferred
• Master's degree in Human Resources, Business Administration, Organizational Development, or a related discipline.
• Senior HR certification such as SHRM-SCP or SPHR.
• Experience in protein processing, food manufacturing, consumer packaged goods, or another highly regulated manufacturing environment.
• Bilingual English and Spanish.
• Experience leading significant HRIS, timekeeping, workforce-management, or HR transformation initiatives.
Work Environment
This position works in both professional office and food manufacturing environments and requires regular presence in production areas. The employee may be exposed to cold or humid conditions, moving mechanical equipment, fumes or airborne particles, vibration, and varying noise levels. Appropriate personal protective equipment and adherence to safety and food safety requirements are required.
Physical Demands
The employee must be able to stand, walk, or sit; use hands for work tasks; reach with the arms; communicate verbally; and occasionally lift or move objects. The role also requires close, distance, and color vision, depth perception, and the ability to adjust focus.
The applicant who fills this position will be eligible for the following
• Incentive Pay: This position is eligible for the Company's bonus plan, with amounts varying based on program terms.
• Vacation and sick days
• Medical, dental, and vision benefits
• Telemedicine
• Onsite clinic - Tyler and Valley
• 401(k) with Company match
• Short- and long-term disability coverage
• Life insurance and other voluntary benefits
• Career development through continuous learning and development opportunities
