Senior Human Resources Manager

Senior Human Resources Manager

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.

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.

• 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.

• 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.

• 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.

• 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.

• 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.

• 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,…