Senior Human Resources Manager

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.
• Oversee FMLA, CFRA, PDL, ADA/FEHA accommodation, and other protected leave processes in partnership with the HR Generalist.

Performance Management and Leadership Development

• Own the company’s performance-management framework, including goal setting, introductory reviews, annual reviews, performance improvement plans, talent reviews, and development planning.
• Create consistent tools and expectations for employee feedback, documentation, accountability, and recognition.
• Coach managers and supervisors on performance conversations, employee development, conflict management, and effective leadership practices.
• Develop and implement supervisor and leadership-development programs that strengthen frontline management capability and accountability.

Training and Organizational Development

• Own the company-wide training strategy and partner with Operations, Quality, Safety, and department leaders to identify workforce and leadership skill gaps.
• Ensure a current and effective training matrix is maintained for required compliance, safety, quality, technical, and leadership training.
• Oversee training program design, scheduling, records, completion tracking, and effectiveness measurement, with administrative support from the HR team.
• Support organizational development and change-management initiatives as the company grows.

Compensation, Benefits, and HR Programs

• Lead compensation planning and market benchmarking in partnership with Finance, including salary ranges, pay recommendations, promotions, internal equity, and retention adjustments.
• Partner with Finance and executive leadership on bonus and incentive-program design, administration, and communication.
• Provide strategic oversight of employee benefits, leave administration, workers’ compensation, payroll-related HR changes, and HRIS processes.
• Review benefits offerings and support annual renewal and open-enrollment decisions to bala