Senior Manager, Human Resources

Wing Group•Arcata, CA

1d•$110,000 - $150,000•Onsite

About The Position

The Wing Group is seeking a hands-on Senior HR Manager to lead its U.S. People & Culture function at Wing Inflatables in Arcata, California. Reporting directly to the Chief Financial Officer, this role partners with site leadership, the corporate People & Culture team, Payroll/Finance, and other stakeholders. It may have direct reports, such as HR Generalists or HR Coordinators. The role translates business strategy into HR priorities and oversees workforce planning, talent acquisition, employee relations, performance and leadership development, compensation and benefits, compliance, HR operations, and employee engagement. The successful candidate will provide practical, legally grounded guidance, coach managers, develop the local HR team, and build people programs that support growth, reduce risk, and foster a high-performing employee experience. The position requires deep practical knowledge of California and federal employment law, particularly in an operational or manufacturing environment, and occasional travel to other company locations. The position is full-time and based in Arcata, California. The stated annual salary range is $110,000–$150,000, with final compensation depending on job-related factors. Benefits include medical, dental, and vision coverage; a 401(k) with company match; paid time off and paid holidays; California paid sick leave; profit sharing; and relocation assistance. The role requires access to export-controlled information and CMMC-controlled environments. Candidates must meet the stated U.S.-person requirement or be eligible for required export authorization.

Requirements

Bachelor’s degree in Human Resources, Business Administration, Organizational Development, or a related field, or an equivalent combination of education and experience.
At least 7 years of progressive HR experience, including at least 3 years in an HR leadership or senior business-partnering role in an operational or manufacturing environment.
Practical, applied expertise in California employment law, including FEHA, CFRA, the Labor Code and IWC Wage Orders, wage-and-hour rules, paid sick leave, pay equity and transparency, and personnel records; working knowledge of FMLA, ADA, FLSA, Title VII, and ADEA.
Proven experience managing complex employee relations matters, including investigations, discipline, accommodations and the interactive process, leaves, and terminations.
Working knowledge of workers’ compensation, return-to-work, and Cal/OSHA recordkeeping, and experience partnering with safety teams.
Experience in workforce planning, compensation benchmarking, talent acquisition, performance management, and succession planning, as well as coaching and developing HR staff.
HRIS and ATS experience, advanced Excel skills, and ability to turn people data into actionable business insight.
Credibility with senior leaders and experience partnering with Finance on budgeting and salary planning; ability to advise, constructively challenge, and translate business needs into practical HR solutions.
Excellent communication skills, sound judgment, and discretion with confidential and legally privileged matters.
Ability to manage competing priorities and work independently in a fast-paced environment.
Ability to travel occasionally to other company locations.
Must be a U.S. person as defined in 22 C.F.R. § 120.62 or eligible for required export authorization.

Nice To Haves

Master’s degree or SHRM-SCP/SPHR certification (or equivalent).
Experience supporting a California workforce.
Bilingual English/Spanish.
Paycom experience.

Responsibilities

Translate business strategy into site HR priorities, including workforce planning, talent pipelines, and organizational design, and lead execution.
Coach and develop HR staff, set objectives, monitor performance, and ensure consistent HR service delivery.
Lead full-cycle recruitment for key professional and leadership roles, including role design, sourcing, selection, offer negotiation, and closing; track recruiting KPIs.
Ensure hiring practices comply with California requirements, including pay-scale disclosure, the salary history ban, Fair Chance Act procedures, and rules regarding automated decision systems.
Improve onboarding to support productivity and retention, partnering with hiring managers on role readiness and new-hire integration.
Advise managers and employees on performance issues, discipline, investigations, conflict resolution, and terminations; serve as the escalation point for complex employee relations matters.
Conduct and oversee workplace investigations consistent with FEHA and California Civil Rights Department guidance.
Coach managers on performance management, objectives, development plans, promotions, and succession planning.
Interpret, administer, and recommend compensation and incentive program changes using market benchmarks and job evaluations; ensure compliance with equal-pay and pay-transparency requirements and maintain job-title and wage-rate history records.
Partner with Finance on budgeting and salary planning, including annual review of exempt classifications against California salary thresholds and duties tests.
Partner with benefits vendors and Payroll to ensure accurate benefits enrollment and reporting.
Ensure HR policies and practices comply with federal and California employment laws, wage-and-hour requirements, record-retention rules, and posting requirements; advise leadership on regulatory changes and mitigate risk, including PAGA risk.
Administer federal and California leave programs, maintain compliant documentation, and provide manager guidance.
Manage the interactive process and reasonable accommodations under FEHA and the ADA, including lactation accommodation.
Ensure required sexual-harassment prevention training is delivered to supervisory and non-supervisory employees on the mandated schedule.
Prepare and submit the annual California Pay Data Report to the Civil Rights Department, if applicable.
Maintain required employment notices, posters, and personnel records, and respond to personnel-file and payroll-record requests within statutory timelines.
Support CCPA/CPRA compliance as it applies to applicant and employee personal information.
Partner with the HSE team on workers’ compensation claims, return-to-work plans, and Cal/OSHA recordkeeping and incident reporting, including maintenance of the Injury and Illness Prevention Program and Workplace Violence Prevention Plan.
Support EDD unemployment claim responses and appeal preparation as needed.
Ensure HRIS and data integrity, produce standard and ad-hoc people analytics, and automate HR processes where practical using ATS, performance tools, HRIS, and LMS systems.
Use workforce data, including turnover, engagement, and workforce demographics, to inform decisions.
Lead employee engagement initiatives and facilitate employee forums; design and implement development programs aligned with company values and retention goals.
Prepare workforce, compensation, and HR operations reports for leadership; participate in HR budget preparation and manage HR program spending against budget.