Senior Manager, Human Resources, Beer Operations, West

Tilray Brands, Inc.•Bend, OR

13d•Hybrid

About The Position

Tilray Brands, Inc. (“Tilray”) (Nasdaq: TLRY; TSX: TLRY), is leading global lifestyle and consumer packaged goods company with operations in Canada, the United States, Europe, Australia, and Latin America that is leading as a transformative force at the nexus of cannabis, beverage, wellness, and entertainment, elevating lives through moments of connection. Tilray’s mission is to be a leading premium lifestyle company with a house of brands and innovative products that inspire joy, wellness and create memorable experiences. Tilray’s unprecedented platform supports over 40 brands in over 20 countries, including comprehensive cannabis offerings, hemp-based foods, and craft beverages. Location: Portland, OR or Bend, OR Department: Human Resources Travel: Approximately 20-30% throughout the region Position Summary: The Senior Manager, Human Resources serves as the strategic HR leader for Tilray's West Region Beer Operations, partnering closely with brewery, manufacturing, supply chain, distribution, and brewpub leadership teams to drive business performance through people. Supporting both hourly and salaried employee populations across multiple locations, this role is responsible for aligning workforce strategies with business objectives while fostering a culture of accountability, engagement, safety, and operational excellence. The Senior Manager provides leadership in employee and labor relations, talent management, workforce planning, organizational effectiveness, change management, compliance, and leadership development. As a key member of the regional leadership team, this individual acts as a trusted advisor to senior operational leaders while maintaining a strong presence within manufacturing facilities and hospitality environments. The successful candidate combines strategic thinking with hands-on execution and is comfortable navigating complex employee relations matters in fast-paced operational settings.

Requirements

Bachelor's degree in Human Resources, Business Administration, Labor Relations, Organizational Development, or a related field.
7+ years of progressive Human Resources experience, including significant experience supporting manufacturing, consumer packaged goods, food and beverage, hospitality, or other operational environments.
Demonstrated experience supporting multi-site operations and geographically dispersed workforces.
Strong employee relations and workplace investigation experience.
Experience supporting both hourly and salaried employee populations.
Working knowledge of labor relations principles and practices.
Strong knowledge of federal and state employment laws, including FLSA, FMLA, ADA, and wage and hour regulations.
Demonstrated ability to influence leaders and drive business results through people strategies.
Excellent communication, leadership, relationship-building, and problem-solving skills.
Ability to travel regularly throughout the region.

Nice To Haves

Experience supporting brewery, beverage alcohol, food manufacturing, consumer packaged goods, restaurant, hospitality, or retail operations.
Experience in both unionized and non-union environments.
SHRM-SCP, SPHR, or equivalent certification.
Experience supporting organizational transformation, business integrations, and workforce planning initiatives.
Experience partnering with senior operational leadership teams in manufacturing environments.

Responsibilities

Partner with operational leaders to address workforce challenges unique to manufacturing and hospitality environments, including staffing, scheduling, retention, attendance, and employee engagement.
Align people strategies with business objectives to support growth, productivity, operational efficiency, employee engagement, and profitability.
Partner with manufacturing, brewery, distribution, and hospitality leaders to address workforce challenges and identify opportunities to improve organizational effectiveness.
Utilize workforce metrics and business data, including turnover, absenteeism, overtime, staffing levels, engagement, labor costs, and productivity trends, to drive informed decision-making.
Lead organization design, workforce planning, succession planning, and talent review processes across the region.
Support acquisitions, integrations, restructures, business expansions, and organizational change initiatives.
Lead and manage complex employee relations matters including workplace investigations, harassment complaints, policy violations, attendance concerns, performance issues, and workplace conflicts.
Advise leaders regarding employee counseling, performance improvement plans, corrective action, and employment decisions.
Support labor relations activities, including collective bargaining agreement interpretation, grievance management, and partnership with union representatives where applicable.
Ensure consistent application of company policies, procedures, and employment practices across all locations.
Partner with Legal and HR leadership on high-risk employee relations matters and litigation avoidance strategies.
Coach leaders to effectively manage performance, accountability, engagement, and conflict resolution.
Partner with Talent Acquisition to attract, hire, and onboard employees for hourly, salaried, technical, leadership, and hospitality positions.
Support workforce forecasting and succession planning for critical business and operational roles.
Coach managers on performance management, development planning, goal setting, feedback, and career growth discussions.
Support regional talent reviews, succession planning initiatives, and leadership development programs.
Develop and implement retention strategies for key talent and hard-to-fill positions.
Partner with Operations and Environmental Health & Safety leaders to maintain and strengthen a proactive safety culture.
Support compliance with OSHA requirements and workplace safety policies and procedures.
Participate in incident reviews, corrective action planning, and return-to-work processes as needed.
Support workers’ compensation programs and collaborate with leaders to reduce workplace injuries and associated costs.
Provide guidance on ADA accommodations, interactive processes, fitness-for-duty matters, medical leaves, and return-to-work programs.
Partner with internal and external stakeholders regarding compliance requirements and employment-related risk mitigation.
Ensure compliance with all applicable federal, state, and local employment laws and regulations.
Provide guidance on FLSA classifications, wage and hour compliance, overtime regulations, meal and rest break requirements, and pay practices.
Support compliance with FMLA, ADA, PWFA, USERRA, NLRA, workers’ compensation, and other applicable employment legislation.
Monitor employment law developments and advise leaders regarding policy and practice implications.
Support audits, regulatory inquiries, litigation responses, and compliance reporting activities.
Maintain accurate documentation and ensure confidentiality of employee information.
Partner with HR Shared Services and SMEs on compensation, benefits, talent acquisition, learning and development, and employee experience initiatives.
Support annual performance review, compensation planning, talent review, and engagement initiatives.
Ensure employee data and organizational changes are accurately maintained within HR systems.
Drive adoption and execution of enterprise HR programs across the region.