Regional HR Manager- Anaheim (Multi-site)

We are looking for:

REGIONAL HR MANAGER – Anaheim (onsite) / Orange County / D’Air, California  

This position provides regional HR leadership with a strong focus on labor relations for nearly 600 union and non-union employees within a manufacturing environment. The incumbent will serve as a strategic labor relations partner and execution leader, working collaboratively with employees, leaders, union representatives, and the broader HR team. The role supports a broad range of HR activities including talent management and development, employee engagement, performance management, diversity and inclusion, recruitment and selection, HR compliance, training, policy development, labor relations strategy and interpretation, compensation planning, and organizational effectiveness. 

• Partner with regional and site leadership teams to align people strategy to business priorities and deliver measurable outcomes through disciplined execution. 

• Serve as an operations-focused HR business partner: understand manufacturing/operations rhythms, enable frontline leadership effectiveness, and translate business needs into scalable HR solutions. 

• Provide direct involvement with senior management to provide information on significant employee relations topics impacting achievement of company objectives; advise on risk and practical solutions. 

• Build and maintain effective, collaborative relationships with union leadership and internal stakeholders while upholding company values, policies, and compliance standards. 

• Protect the interests of employees and the company in accordance with HR policies and all applicable federal, state (California), and local laws and regulations to ensure compliance. 

• Provide counsel to leaders and employees on conflict resolution, discipline, performance management, accommodations, and terminations; investigate issues, identify root causes, and recommend corrective actions. 

• Coach leaders to strengthen executive presence, communication effectiveness, and people leadership capability; elevate leadership standards and accountability. 

• Make the business case, gain support for, and lead specific HR programs, policies, or initiatives across the region. 

• Foster an environment of employee engagement and promote effective human resources practices to minimize potential liability and risk and further a positive environment. 

• Direct and/or support annual compensation processes for salaried merit and hourly pay increases by measuring and establishing competitive pay rates (as applicable by site). 

• Remain aware of the latest trends and legal/regulatory changes affecting HR practices; partner with COEs to ensure compliant and consistent deployment. 

• Act as a resource for employees and leaders on all Human Resource related topics. 

We can count on you for: 
Building Effective Teams. Blends people into teams when needed; creates strong morale and spirit in his/her team; shares wins and successes; fosters open dialogue; lets people finish and be responsible for their work; defines success in terms of the whole team; creates a feeling of belonging in the team. 
Business Acumen. Understands the company's business goals and objectives, the business process, and impact of individual actions on business performance. Applies cost-effectiveness, competitiveness and profitability to business decisions and initiatives. 
Developing Others. Provides challenging and stretching tasks and assignments; holds frequent development discussions; is aware of each person’s career goals; constructs compelling development plans and executes them; pushes direct reports to accept developmental moves; will take on those who need help and further development; cooperates with the developmental systems in the organization; is a people builder. 
Drive for Results. Can be counted on to exceed goals successfully; is constantly and consistently one of the top performers; very bottom-line oriented; steadfastly pushes self and others for results; ability to drive execution in fast-paced, complex labor environments. 
Interpersonal Savvy. Relating openly and comfortably with diverse groups of people; strong collaboration skills with union and management partners. 
Managerial Courage. Does not hold back anything that needs to be said; provides current, direct, complete, and actionable positive and corrective feedback to others; lets people know where they stand; faces up to people problems on any person or situation quickly and directly; is not afraid to take negative action when necessary. 
Motivating Others. Creates a climate in which people want to do their best; can motivate many kinds of direct reports and team or project members; can assess each person’s hot button and use it to get the best out of him/her; pushes tasks and decisions down; empowers others; invites input from each person and shares ownership and visibility; makes each individual feel his/her work is important; is someone people like working for and with. 
Problem Solving. Uses rigorous logic and methods to solve difficult problems with effective solutions; probes all fruitful sources for answers; can see hidden problems; is excellent at honest analysis; looks beyond the obvious and does not stop at the first answers—especially in complex labor relations matters. 
Strategic Agility. Sees ahead clearly; can anticipate future consequences and trends accurately; has broad knowledge and perspective; is future oriented; can articulately paint credible pictures and visions of possibilities and likelihoods; can create competitive breakthrough strategies and plans. 

You will bring: 

• Bachelor’s degree in Human Resources, Business Administration or related field required. 

• Advanced degree preferred (or equivalent advanced legal/labor relations education). 

• 10+ years of progressive HR experience, including significant labor relations leadership responsibility such as grievance handling, investigations, and high-stakes employee relations matters. 

• Demonstrated experience in manufacturing environments, supporting both union and non-union populations. 

• Prior people leadership/supervisory experience required. 

• Proficient in the use of Microsoft Office and HRIS. 

• Strong verbal and written communication, presentation, facilitation, and customer service skills. 

• Strong analytical, problem-solving, and project management skills; demonstrated ability to drive execution and deliver outcomes. 

• Effective coaching skills; strong technical/functional HR knowledge and ability to align HR practices with business strategy. 

• SPHR (California) certification preferred; SPHR/PHR/SHRM-SCP/SHRM-CP strongly valued. 

You will get: 

• The U.S. base salary range reasonably expected to be paid for this position is $144,800.00 to $181,000.00. Since actual compensation packages are based on a variety of factors unique to each candidate we may ultimately pay more or less than the posted base salary range. Total compensation for this role also includes bonus and/or other incentives. 

• 16, or more, weeks of maternity/paternity and co-parenting leave, according to local regulations 

• Training platform for all employees 

• Free well-being sessions (physical and psychological)