Sr. HR Manager- FBP

Ace Sanitary Holdings•Arcade, NY

5d•Onsite

About The Position

Flow Control Holdings is seeking a hands-on Senior HR Manager to lead on-site human resources at Steel & O’Brien’s manufacturing and distribution operation in Arcade, New York, and guide field HR support across additional Food, Beverage & Pharma (FBP) locations. The role serves on the plant leadership team and leads an HR Specialist and two HR Generalists based in New York, Pennsylvania, and Ohio, with support from the Senior Director and HR Centers of Excellence. The position combines practical plant-floor HR leadership, manager coaching, team development, operational support, and improvements to HR processes and technology. As the business expands, the role may take on broader responsibilities. The Senior HR Manager partners with plant leaders and the Senior Director to translate business priorities, production targets, and growth plans into workforce and people strategies. The position oversees workforce planning and reporting, hiring and onboarding, employee relations, manager development, HR operations, compliance, payroll and timekeeping coordination, benefits and leave administration, safety-related HR support, organizational change, and HRIS adoption and improvement across FBP locations. This is an on-site position in a fast-paced manufacturing environment requiring PPE, with occasional exposure to noise and varying temperatures. Work includes standing, walking, safely navigating the plant, prolonged sitting and computer work, and occasionally lifting up to 15 pounds. Occasional schedule adjustments are needed to support multiple shifts. Domestic travel by air and car is approximately 10–20%, including overnight stays; a valid driver’s license and car are required for travel between local sites. Regular, consistent attendance is mandatory. Salary is $105,000–$125,000, with a 10% annual bonus.

Requirements

Bachelor’s degree required; a degree in human resources, business, or a related field is preferred.
Typically 10–12 years of progressive HR experience, including substantial ownership of facility HR as an HR Manager or HR Business Partner in an operation with at least 150 employees.
At least two years of direct experience supervising, coaching, and developing HR professionals.
Experience partnering with a plant leadership team.
Strong knowledge of employment law.
Track record of improving people processes, using workforce data, and influencing plant managers and frontline supervisors.
Proficiency with Microsoft Office, including Excel for workforce analysis.
Demonstrated success using a world-class, integrated HRIS to improve HR service delivery, workflows, reporting, and employee or manager self-service.
Experience leading HR process improvements that reduced manual work, improved data quality, or shortened turnaround times, with measurable results and sustained adoption by HR teams and managers.
Experience translating operational needs into HRIS requirements, testing workflows, and training users.
Ability to build trust through visible plant presence, clear communication, sound judgment, and consistent follow-through.
Ability to remain approachable and empathetic while addressing difficult issues directly and holding people accountable.
Ability to balance immediate operating needs with longer-term improvements, stay composed, protect confidentiality, and adapt as priorities change.
Ability to develop others, collaborate across functions, welcome feedback, and demonstrate initiative and ownership.
Curiosity about technology and a practical improvement mindset, including challenging unnecessary manual steps and supporting consistent use of agreed processes.
Ability to meet the position’s physical requirements, which may include lifting, reaching, bending, stooping, twisting, kneeling, crouching, carrying objects, ascending and descending stairs, and commuting to the work location.
Valid driver’s license and car required for travel between local sites.

Nice To Haves

Master’s degree.
SHRM-CP or PHR certification; strongly preferred.
Manufacturing or distribution HR experience, preferably across multiple shifts.
Multisite experience.
Experience with rapid growth, acquisitions, or significant organizational change.
Participation in an HRIS implementation, migration, or significant system enhancement; strongly preferred.
Experience with Workday, Dayforce, Paylocity, or a comparable integrated platform.

Responsibilities

Partner with plant leaders and the Senior Director to translate business priorities, production targets, and growth plans into practical people strategies.
Plan staffing, organizational structure, and workforce capabilities for current and future needs.
Review turnover, attendance, overtime, headcount, and engagement data; develop action plans with owners, follow-through, and measurable results.
Lead, coach, and develop the FBP field HR team, including an HR Specialist and two HR Generalists; set priorities, delegate, establish performance expectations, and create development plans.
Organize HR support across locations and shifts, set service expectations, and recommend changes to staffing and capabilities as the business grows.
Partner with Talent Acquisition and hiring managers on hourly and salaried hiring, job descriptions, competencies, structured interviews, and local talent pipelines.
Lead consistent onboarding across sites, including manager ownership, structured training, and follow-up to improve readiness and retention while reinforcing safety, quality, and productivity.
Coordinate training, cross-training, succession planning, and supervisor development with Operations and functional experts.
Help managers use Predictive Index insights for selection, coaching, and team effectiveness.
Maintain visibility and accessibility across shifts; listen to employees and managers, follow through on concerns, and use feedback to improve trust, engagement, and retention.
Coach managers on setting expectations, giving timely feedback, addressing performance, and applying policies consistently; promote a respectful, inclusive workplace with clear accountability.
Lead objective workplace reviews and fact-finding, exercising judgment and discretion to resolve concerns and manage employment risk.
Build reliable HR processes with clear ownership and documented standards; partner with corporate process owners to prevent recurring problems and support consistent execution across FBP locations.
Partner with HR leadership on compensation administration, internal equity, and market competitiveness.
Oversee weekly payroll and timekeeping accuracy with Corporate Payroll and resolve employee concerns promptly.
Administer benefits education, enrollment, and invoice reconciliation; manage FMLA, ADA accommodations, disability, and workers’ compensation processes.
Ensure compliance with employment laws, wage and hour requirements, and company policies; maintain accurate records, support audits, and uphold ethical standards.
Partner with plant leadership and safety staff on safety culture and incident investigations, connecting HR practices with safety priorities.
Lead field HR execution for plant growth, automation, organizational changes, and workforce transitions; align leaders on plans, communicate expectations, and track commitments through completion.
Lead FBP adoption and effective use of the HRIS in partnership with Corporate HR, HR Centers of Excellence, Payroll, and IT; improve people processes across sites.
Represent FBP needs in HRIS selection and implementation; map processes, identify manual steps and duplicate entry, define business requirements, and lead field HR participation in data validation, user testing, and rollout readiness.
Partner with corporate system and process owners to implement and improve workflows, approvals, and employee and manager self-service for priority processes such as onboarding, employee changes, timekeeping, and performance management.
Retire redundant spreadsheets and manual workarounds as approved system processes become reliable.
Train and coach the FBP HR team, managers, and employees to use the system effectively; help HR team members provide practical guidance and access across shifts, and address adoption barriers through follow-up and accountability.
Maintain accurate and timely FBP workforce data; use approved dashboards and reports to identify trends and guide decisions while protecting confidential information and following access controls.
Track HRIS adoption, transaction turnaround times, data errors, and manual effort against agreed baselines; use findings and user feedback to prioritize ongoing improvements.
Build strong working relationships with Arcade employees, plant leaders, and the broader FBP team; establish HR team responsibilities, service expectations, and development plans.
Strengthen onboarding, attendance management, performance management, and employee relations across sites, and improve frontline managers’ coaching and communication skills.
Establish useful workforce reporting and action plans for priority staffing and retention challenges; agree on baseline measures, priorities, and numerical improvement targets with the Senior Director and plant leadership.
Establish FBP priorities and baseline measures for HRIS adoption and process improvement, and deliver assigned selection and implementation milestones in line with the enterprise project schedule.
As system capabilities become available, achieve agreed improvements in system use, data accuracy, turnaround times, and manual effort.