Senior HR Business Partner

King's Hawaiian•Torrance, CA

6d•$130,000 - $180,000

About The Position

The Senior HR Business Partner is a trusted advisor, coach, and strategic thought partner to leaders within King’s Hawaiian’s California Manufacturing Operation. The role supports a multi-shift, hourly and salaried workforce across Production, Maintenance, Quality, Sanitation, Warehouse, and Distribution. It helps operations leaders succeed and remain accountable, mitigates employment risk, and connects leaders with the People Team to deliver talent solutions that support safety, quality, and productivity. The Senior HRBP maintains a visible presence on the plant floor across all shifts to build trust with frontline employees and supervisors. The role makes routine decisions independently, while non-routine matters require manager guidance and approval. This position partners with plant and operations leaders on organizational design, staffing, compensation, employee development, retention, engagement, and succession planning. It coaches supervisors and shift leads, uses People data to help address workforce and process issues, and partners with Operations, Talent Acquisition, EHS, Legal, and other People Team functions. The role also supports compliance with California employment requirements, safety and food-safety practices, People strategy initiatives, and plant-level change management.

Requirements

At least 5 years of HRBP experience, including building trusted partnerships with leaders, advising on organizational design, and de-escalating employee relations issues.
Bachelor’s degree or equivalent work experience.
Manufacturing experience supporting a multi-shift, hourly workforce.
Ability to activate and amplify the company’s Aloha Values—Excellence, Dignity, and Telling it like it is in a way that can be heard—and Aloha Behaviors: Critical Thinking, Collaboration, and Curiosity.
Expert understanding of organizational structure, jobs, qualifications, and compensation practices.
Expert ability to advise leadership, support plant personnel, and partner with other People functions to influence outcomes.
Expert knowledge of California employment law, compliance, and employee relations, including the ability to interpret and apply laws, regulations, and policies.
Working knowledge of Cal/OSHA, workers’ compensation, and leave administration, including FMLA/CFRA.
Familiarity with lean manufacturing, continuous improvement, and operational KPIs such as safety, quality, and productivity.
Data-minded approach and experience using quantitative and qualitative analytics to drive decisions.
Strong change leadership, time management, critical thinking, and ecosystem thinking skills.
High emotional intelligence and curiosity; ability to collaborate with employees at all levels.
Proficiency in Microsoft Office Suite.
Able to lift up to 15 pounds and meet the listed physical and manufacturing-floor requirements.

Nice To Haves

Food or CPG manufacturing experience.
Experience with Workday, ADP Workforce Now, and ADP Workforce Management.
Experience with Workday HCM, including employee transactions, reporting, and dashboards.
Bilingual English/Spanish.

Responsibilities

Advise plant and operations leaders on organizational design, role definition, recruiting, compensation, development, retention, and engagement; facilitate talent calibration and succession planning.
Coach leaders, including frontline supervisors and shift leads, to set expectations, provide feedback, develop teams, and de-escalate employee issues.
Use People data, such as turnover, absenteeism, and overtime, to help leaders address root causes of recruiting, retention, performance, and process issues.
Maintain a visible presence on the plant floor across all shifts, engage hourly employees, and proactively address concerns.
Partner with Operations and Talent Acquisition on hourly workforce planning, shift staffing, and staffing agency partnerships.
Identify employment risk, advise leaders on mitigation, and escalate high-risk employee relations issues to the Legal Team.
Partner with EHS on safety culture, incident investigations, workers’ compensation, leave of absence, and return-to-work accommodations.
Ensure consistent application of attendance, timekeeping, and overtime policies and compliance with California wage and hour, Cal/OSHA, and food safety training requirements.
Connect leaders with People Team partners, including Talent Acquisition, Total Rewards, Internal Communications, Learning, and People Solutions, to improve people processes and outcomes.
Support implementation of People strategy initiatives and plant-level change management for new lines, equipment, schedules, and continuous improvement.
Perform other duties as assigned.