Senior Director Human Resources

Revolution Foods is looking for a hands-on, technically strong HR leader who sees opportunity where others see complexity. If you can move comfortably from a production floor to an executive discussion, and enjoy turning inconsistent practices into systems people can rely on, this is a chance to make a lasting impact.

Founded in 2006, Revolution Foods expands access to nutritious, affordable, culturally relevant meals. A Certified B Corporation and Public Benefit Corporation, it serves students and seniors across California and Nevada and provides more than 35 million meals annually.

With approximately 700 employees and continued expansion through facilities and acquisitions, Revolution Foods is investing in the people practices that will support its next chapter. Its workforce includes production teams, drivers, school-based servers, and corporate colleagues, many working in frontline hourly roles.

You’ll lead an established HR organization of approximately ten team members and partner with Operations, Finance/Payroll, executive leadership, and an independently managed Safety function. The role is expected to report to the CFO or another senior executive as the leadership structure is finalized.

This is a genuine builder's role: part technical HR expert, part team developer, part trusted employee advocate, and part business partner. You'll be visible in operating locations, strengthen day-to-day execution, and gradually move the function from reactive problem-solving to proactive leadership. The role offers potential to grow toward VP-level responsibility as the business expands.

You'll thrive here if you've led HR for a sizable hourly workforce in food service, manufacturing, distribution, logistics, or a similar operational environment. You bring strong employee-relations judgment, a detail-oriented approach, and the humility to roll up your sleeves or seek specialist help when needed. Familiarity with UKG or comparable HR systems is useful;
Spanish proficiency is preferred, not required.

• Strengthen compliance and trust Apply deep California employment and wage-and-hour knowledge to improve timekeeping, meal and rest-period practices, employee relations, investigations, and manager accountability.
• Build a stronger HR team Assess talent and responsibilities, develop capable leaders, address technical gaps, and establish a collaborative, responsive service model across locations.
• Make systems work for people Lead a practical improvement plan for UKG data, workflows, training, and HR processes in close partnership with Payroll and operations teams.
• Develop managers and employees Create a sustainable training approach that strengthens supervisor capability, respectful workplace practices, employee engagement, and frontline communication.
• Support growth with confidence Build repeatable HR playbooks for acquisitions, seasonal workforce transitions, and new operating locations, bringing clarity to employees during change.
• Turn insight into strategy Use retention, engagement, compliance, and workforce measures to guide decisions and help shape the company's future people strategy.

• Base salary: $180,000–$200,000 annually, plus a 15% bonus.
• Paid time off: 15 PTO days, 48 hours of sick time, and 11 paid holidays (including one floating birthday holiday).
• Health coverage: Kaiser and Aetna medical options, Aetna dental, and VSP vision.
• 401(k): 100% match on the first 3% contributed, plus 50% on the next 2%.
• Additional benefits: Company-paid basic life/AD&D and short-term disability for exempt employees; voluntary long-term disability, FSAs, EAP, supplemental coverage, and employee discounts.
• Meaningful growth: Opportunity to shape the HR function and develop toward broader executive-level people leadership.