Senior Human Resource Manager

Description

The Senior Human Resources Manager leads end-to-end HR execution across multiple manufacturing locations in different states, supporting approximately 550 employees. This role reports directly to the Senior Vice President of Human Resources and serves as the primary HR partner to plant leadership. The Senior HR Manager translates HR strategy into site-level execution by driving consistent people processes, resolving workforce issues in real time, and ensuring compliance, staffing stability, and leadership capability across all assigned locations.

Essential Functions: 

• Own and execute HR strategy across assigned plants, ensuring consistent application of policies, procedures, and cultural expectations.
• Act as a hands-on HR advisor to plant managers and site leadership on organizational design, workforce planning, employee development, and change initiatives.
• Maintain a regular on-site presence at each location, including time on the plant floor, to proactively identify issues, build trust, and support leaders and employees.
• Directly manage and develop site-based HR staff, setting clear expectations, coaching performance, and ensuring consistent HR execution across locations.
• Standardize HR workflows and best practices across sites to improve efficiency and reduce variability.
• Lead and oversee employee relations activities, including investigations, corrective actions, performance improvement plans, and conflict resolution.
• Ensure policies are applied consistently and fairly, partnering with leadership to address performance and conduct issues promptly.
• Manage leaves of absence, ADA accommodations, and workers’ compensation cases, ensuring timely documentation and compliance.
• Ensure all sites comply with federal, state, and local labor laws, as well as corporate HR and safety policies.
• Oversee hourly and salaried recruiting efforts across sites, ensuring staffing levels support production and operational demands.
• Partner with operations to forecast labor needs, manage headcount plans, and address turnover risks.
• Implement standardized onboarding, cross-training, and succession planning processes to improve retention and bench strength.
• Identify skill gaps across locations and implement targeted training and development programs.
• Lead leadership development initiatives to strengthen frontline supervisors and plant leadership capability.
• Drive employee engagement initiatives, communication plans, and culture-building programs across all locations.
• Ensure completion and tracking of safety, compliance, and job-specific training requirements.
• Ensure accurate and consistent administration of benefits, attendance, timekeeping, and HRIS data across all sites.
• Review compensation data and market trends, supporting equitable and competitive pay practices.
• Use workforce data and HR metrics to identify trends, inform decisions, and recommend corrective actions.
• Partner closely with Safety/EHS teams to support safety initiatives, reinforce accountability, and promote a strong safety culture at all sites.

Requirements

Qualifications:

• Bachelor’s degree in Human Resources, Business, or related field required; Master’s degree or HR certification (PHR, SPHR, SHRM-CP, SHRM-SCP) strongly preferred.
• 8 years of progressive HR experience, including at least 3 years supporting manufacturing operations.
• Demonstrated experience supporting multiple sites or complex operations strongly preferred.
• Proven ability to operate effectively on the plant floor while influencing senior leadership.
• Strong working knowledge of employment law, labor relations, and manufacturing workforce requirements.
• Ability to balance frequent on-site engagement with effective remote support.
• Data-driven mindset with strong HRIS and reporting capabilities.
• High integrity, sound judgment, and discretion.
• Strong communication, collaboration, and problem-solving skills.
• Proficiency in MS Office and HR systems.

 Company Paid Benefits:

• 10 paid holidays
• 3 weeks vacation
• Telemedicine*
• Life insurance*
• Long term disability insurance*
• Employee assistance program (EAP)*

Company Offered Benefits: 

• Medical*
• Dental*
• Vision*
• 401(k) – first of the month after 90 days of employment – auto-enroll at 3%**
• Short term disability*
• Voluntary life insurance*
• Flexible spending account – health care and/or dependent care*
• Critical illness insurance, hospital indemnity insurance and accident insurance* 
• * Benefit will be available on the 1st of the month after 60 days of employment
• ** Benefit will be available after 90 days of employment

About Us:

About Us: Brook & Whittle Ltd. is one of North America’s leading Sustainable Labeling Solutions providers, producing pressure sensitive labels, shrink sleeves and flexible packaging for many of the nation’s leading brands. The company serves multiple consumer markets, including Personal Care, Beverage, Food, Nutraceuticals, Wine & Spirits, and Household Chemicals. The company’s rapid growth can be attributed to its world-class staff of employees and its commitment to sustainability, print innovation, and the latest technological advancements. Wouldn’t it be cool to go into a store, pick up a product and say “we make that label! ”Our culture is first and foremost one of collaboration and teamwork. We hold ourselves to high professional, ethical, and fairness standards. We have zero tolerance for anything less. We celebrate our diverse workforce and reward good performance through our recognition program, advancement opportunities, and our compensation structure. We believe people are our greatest asset. Thus, we highly value individuals of strong character with drive, ambition and creativity. Relationships are our cornerstone whether it be clients, vendors or co-workers. We are the best at what we do and are looking for an exceptional individual to join our growing organization.

AAP/EEO Statement 

Brook & Whittle LTD provides equal employment opportunities (EEO) to all employees and applicants for employment without regard to race, color, religion, sex, national origin, age, disability or genetics. In addition to federal law requirements, Brook & Whittle complies with applicable state and local laws governing nondiscrimination in employment in every location in which the company has facilities. This policy applies to all terms and conditions of employment, including recruiting, hiring, placement, promotion, termination, layoff, recall, transfer, leaves of absence, compensation, and training.Brook & Whittle expressly prohibits any form of workplace harassment based on race, color, religion, gender, sexual orientation, gender identity or expression, national origin, age, genetic information, disability, or veteran status. Improper interference with the ability of Brook & Whittle LTD’s employees to perform their job duties may result in discipline up to and including discharge.

Other Duties

Please note this job description is not designed to cover or contain a comprehensive listing of activities, duties or responsibilities that are required of the employee for this job. Duties, responsibilities, and activities may change at any time with or without notice.