Human Resources Director (Bilingual)

Summary This is the top Human Resources position in the manufacturing organization, reporting directly to the CEO. The Director of Human Resources will serve as a strategic business partner to the executive leadership team, owning the full HR function and aligning people strategies with business objectives.

This is a high-visibility, hands-on leadership role for an HR professional who is equally comfortable developing long-term workforce strategies, supporting employees at the plant level, and managing day-to-day HR operations. The Director of HR will lead a lean HR function, currently supported by a team of one, while helping position the business for its anticipated 2x growth in 3 months.

This individual will need to balance hands-on HR responsibilities with building scalable processes, strengthening organizational capabilities, and developing people strategies that support the company as it grows. An on-site presence is essential to building relationships, assessing organizational health, supporting the workforce, and driving key HR priorities.

[[JD_HEADING:Job Duties]]

Serve as a strategic business partner to the CEO and the broader executive team, shaping people strategy that supports operational performance and company growth. Oversee all core HR functions including talent acquisition, employee relations, compensation and benefits administration, HR compliance, and payroll.

Lead, develop, and manage the HR team across the organization, establishing clear expectations, driving accountability, and building a high-performing function. Drive cultural development— proactively identifying workforce gaps, anticipating people-related risks, and partnering with operations and plant leadership to build engaged, high-performing teams.

Serve as part of the HR presence at the plant level, building credibility and trust with both hourly and salaried employees across the organization. Ensure full compliance with California employment law, including wage and hour regulations, meal and rest break requirements, leave administration, and all applicable state and federal labor laws.

Lead workforce planning efforts, including organizational design, succession planning, and headcount strategy aligned with business objectives. Manage and oversee the performance management process, including goal-setting, mid-year reviews, annual evaluations, and development planning for all levels of the organization.

Partner with site leadership to address employee relations issues promptly and effectively, turning challenges into opportunities for improvement. Develop and implement training and development programs that build leadership capability and support employee growth at all levels.

Establish and maintain HR policies, procedures, and systems that are consistent, scalable, and aligned with best practices for a manufacturing environment. Identify and address organizational weak spots and cultural issues before they surface — staying ahead of problems through strong relationships and regular site presence.

Required Skills and Experience

• Proven experience partnering with multiple staffing agencies to grow workforce by 200% with high-quality employees Deep expertise in California employment law, including wage and hour compliance, leave management, and employee relations; California HR experience is non-negotiable.
• Demonstrated experience supporting hourly and direct labor workforces in a manufacturing environment — understanding the culture, pace, and people dynamics of plant operations.
• Proven track record as a strategic HR leader and trusted business partner, with the ability to influence executive decision-making and drive organizational change.
• Strong execution capability — this role requires equal parts strategy and operational follow-through; the ideal candidate does not delegate what they can lead directly.
• Experience building and maintaining HR infrastructure, including policies, systems, compensation frameworks, and compliance programs.
• Excellent interpersonal and communication skills, with the credibility to engage effectively across all levels of the organization — from the plant floor to the boardroom.
• Comfortable operating in a fast-paced, PE-backed environment with high expectations for performance, accountability, and urgency.
• Demonstrated ability to travel regularly and maintain visible, consistent presence across multiple locations.

Qualifications

• Bachelor’s degree required 7+ years of experience in an HR Generalist, HR Manager, or HR Business Partner role.
• 2+ years of management experience.
• Bilingual in English and Spanish required.
• Experience working in a manufacturing environment.
• Experience with payroll systems (ADP, or equivalent) Experience using the HR/People module of an ERP system.
• Experience working in an ITAR-regulated facility preferred.