Sr. Manager, Human Resources

Ferrara•Orangeburg, SC

3d•$98,843 - $138,381•Onsite

About The Position

We’re building the largest food manufacturing facility in our network, a bold investment that will set new standards for scale, technology, and efficiency. This is a rare opportunity to play a critical role to build a site from the ground up, shaping the people strategy, culture, and operations that will power our future. We’re looking for a builder. Someone who thrives in fast-moving, ambiguous environments and brings an entrepreneurial mindset. This role requires agility, curiosity, and a hands-on approach. You’ll be solving problems in real time, building processes from scratch, and creating a high-performing, engaged workforce from day one. If you’re driven by impact, ownership, and results, this is your chance to leave a lasting mark. The Senior Manager, HR Business Partner will serve as the senior-most HR leader onsite and a key member of the plant leadership team, playing a critical role in building the organization, culture, and capabilities ahead of our Q1 2029 production launch. This leader will be a member of the site leadership team and design and will execute a people strategy that enables rapid scaling, operational excellence, and a strong employee experience. This role goes beyond traditional HR leadership—you will be a foundational leader in building the site, developing both the team and the culture from the ground up, while serving as a critical bridge between the plant and our corporate headquarters (OPO) in Chicago.

Requirements

BA/BS in Human Resources, Business Administration, or related field required; Master’s degree strongly preferred.
SHRM or equivalent certification preferred.
8+ years of progressive HR experience, including experience leading HR teams at the Manager/Senior Manager level.
Experience supporting or leading HR in a manufacturing, distribution, or industrial environment, preferably within a 24/7 operation.
Startup, greenfield, or large-scale transformation experience a plus.
Demonstrated success leading high-volume, full-cycle recruiting efforts for hourly workforces.
Strong knowledge of employment law and HR best practices.
Experience working with HR systems such as SuccessFactors, ADP, and MS Office Suite.
Bilingual (English/Spanish) is a plus.

Nice To Haves

Comfort operating in ambiguity and fast-paced environments with shifting priorities.
Self-starter with a strong sense of ownership—able to identify priorities, take initiative, and act with urgency to drive results.
Proven ability to build, lead, and scale teams and organizations, ideally in startup, greenfield, or transformation environments.
Strong leadership presence with the ability to influence and operate effectively as part of a senior leadership team.
Demonstrated success in developing leaders and building high-performing teams.
Strong business acumen with the ability to translate strategy into actionable people plans.
Deep expertise across core HR disciplines: employee relations, talent acquisition, performance management, leadership development, and engagement.
Strong coaching and conflict resolution skills, with the ability to navigate complex situations.
High level of ownership, urgency, and accountability.
Ability to balance strategic thinking with hands-on execution.

Responsibilities

Lead and build the HR function: Hire, develop, and lead a high-performing onsite HR team; establish priorities, operating rhythms, and a strong leadership bench for the future.
Be a core member of site leadership: Act as a trusted advisor and thought partner to the Plant Manager and leadership team, shaping business decisions through a people and culture lens.
Build from the ground up: Lead all HR efforts for a greenfield manufacturing site, including workforce strategy, org design, hiring ramp plans, and HR infrastructure.
Drive large-scale hiring & onboarding: Partner closely with Talent Acquisition to execute high-volume recruiting strategies and build a workforce capable of supporting a 24/7 operation.
Create a high-performance culture: Establish and embed leadership expectations, employee engagement strategies, and a strong employee relations foundation that fosters accountability, inclusion, and results.
Stand up HR processes: Design and implement scalable HR processes including performance management, workforce planning, succession planning, and compensation practices.
Connect site to enterprise (OPO): Serve as a key liaison to corporate HR Centers of Excellence and leadership in Chicago, ensuring alignment to enterprise strategy while advocating for the unique needs of the site.
Lead change & transformation: Champion organizational change initiatives tied to startup timelines, operational readiness, and long-term growth.
Build community presence: Help position the plant as an employer of choice in Orangeburg by fostering strong community partnerships, supporting local engagement initiatives, and building a positive external brand.
Be hands-on: Roll up your sleeves to solve problems, support leaders, and ensure progress—no task is too big or too small in a startup.