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SNACK CRAFT (MASTER)

Human Resources Manager

GRAND RAPIDS, MI, United States

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Job details

Apply by: Nov 30, 2026
Education: Bachelor’s degree
Experience: 5+ years of progressive Human Resources experience, including 2+ years in an HR business partner or senior generalist role, preferably in manufacturing or food manufacturing.
Working hours: 45-50 hours per week
Posting language: English
Posted: Nov 9, 2026

Original job description

Position Summary: The Human Resources Manager is the named HR partner for the Operations Support Services leaders (Food Safety & Quality and Sanitation, Warehouse, Maintenance & Engineering, Planning, EHS, and Procurement) and owns SnackCraft’s company-wide HR programs and compliance. Within the talent review process owned by the Director of HR, this role owns the development needs and talent review actions for its leaders, including stay conversations, development plans (PDPs), backfills, and restructure reviews, and tracks each one to its due date. The HR Manager leads the employee handbook and policies, engagement survey, compliance training program, and monthly HR metrics reporting, and partners with the HR Business Partner, Production to keep HR practices consistent across all shifts and departments. HR Operations supports this role with job postings, interview scheduling, offers, onboarding, HRIS, and benefits administration. The HR Manager serves as backup to the Director of HR.

Organizational Structure

Department: Human Resources
Reports To: Director of Human Resources
Direct Reports: None
Supported By: HR Operations (HR Coordinator)
standards.

Work Hours

45-50 hours per week (Monday-Friday).
Standard office hours typically between 7:00 a.m. and 5:00 p.m.
Occasional support may be required during second and third shift operations.

Work Environment

This position operates in a professional office environment as well as on the manufacturing floor, in the warehouse, and in maintenance areas. A regular presence in the areas this role supports is required to build relationships with leaders and employees.

Physical Demands

Hearing and speaking to exchange information.
Dexterity of hands and fingers to operate computer systems and office equipment.
Reaching overhead, above shoulders, and horizontally.
Bending at the waist, kneeling, sitting, or crouching.
Ability to walk and stand for extended periods throughout the facility.

Core Competencies

Strategic HR Partnership: Understands the business and the needs of each supported department, and advises leaders on people decisions that support operational goals.
Ownership & Accountability: Owns development needs, talent review actions, and HR programs from start to finish and tracks each one to its due date.
Employment Law & Compliance: Applies employment laws and company policies fairly and consistently and keeps SnackCraft audit-ready.
Program Leadership: Designs, launches, and runs HR programs consistently across all departments and shifts.
Coaching & Influence: Coaches leaders on performance, employee relations, and development, and influences outcomes without direct authority.
Data-Driven Decision Making: Uses turnover, time-to-fill, engagement, and training data to spot trends and recommend actions.
Change Management: Guides leaders and employees through restructures and organizational changes with clear communication.
Judgment & Confidentiality: Handles sensitive matters with discretion, sound judgment, and trustworthiness.

Core Responsibilities

Business Partnership – Operations Support Services

Serve as the named HR partner for the leaders of FSQ and Sanitation, Warehouse, Maintenance and Engineering, Planning, EHS, and Procurement.
Meet regularly with supported leaders to review staffing, turnover, performance, and people priorities.
Advise leaders on organizational structure and workforce plans, and lead restructure reviews.
Address employee concerns, conduct investigations, and recommend appropriate and consistent corrective action.

Talent Review & Development

Support the Director of HR’s talent review process by preparing talent assessments for supported leaders and their teams.
Identify development needs for supported leaders and their teams, and build and track development plans (PDPs).
Own talent review actions for supported leaders, including stay conversations, PDPs, backfill plans, and restructure reviews, and report status to the Director of HR by each due date.
Manage the performance evaluation cycle for supported departments and support succession planning.

Recruiting

Conduct full-cycle recruitment for supported departments, including salaried, technical, and skilled trades roles.
Build sourcing channels for hard-to-fill roles, such as maintenance technicians and quality professionals.
Partner with HR Operations on job postings, interview scheduling, and offers to meet time-to-fill targets.

HR Programs, Policy & Compliance

Own the employee handbook and HR policies, and ensure compliance with federal, state, and local employment laws.
Lead the annual engagement survey and company-wide action planning with leaders.
Own the compliance training program and partner with HR Operations, EHS, and FSQ to reach 100% training completion.
Conduct HR compliance audits, including I-9s, personnel files, and required postings.
Deliver a monthly HR metrics report to the Director of HR covering turnover, time to fill, engagement, training completion, and talent review actions.
Support the Director of HR on pay and benefits programs, including annual compensation reviews.

HR Team Partnership & Continuity

Partner with the HR Business Partner, Production to keep HR practices and decisions consistent across all departments and shifts.
Provide coverage for the HR Business Partner, Production, including payroll and leave management, during absences.
Partner with HR Operations to set service expectations for postings, scheduling, offers, and onboarding.
Serve as backup to the Director of HR.

Compliance & Continuous Improvement

Follow and enforce all OSHA regulations and company safety policies.
Follow all food safety policies, procedures, and regulatory criteria, including Good Manufacturing Practices (GMPs).
Identify opportunities to improve HR processes, service levels, and the employee experience.

Key Stakeholders

Stakeholder

Primary Partnership

Director of HR

Direction, talent review process, HR programs, KPI review, escalations

Senior Leadership Team

HR metrics, engagement results, company-wide programs

FSQ & Sanitation Leader

Staffing, talent review actions, GMP training compliance

Supply Chain & Warehouse Manager

Staffing and talent review for Warehouse, Planning, and Procurement teams

Maintenance & Engineering Leader

Skilled trades recruiting, development, and retention

EHS

Safety training, workers’ compensation, OSHA compliance

HR Business Partner, Production

Consistent HR practices, shared programs, coverage

HR Operations (HR Coordinator)

Postings, scheduling, offers, onboarding, HRIS, benefits, training tracking

Finance

Headcount, labor budget, compensation reviews

Employees (Supported Departments)

Employee relations, engagement, communication

Employment Counsel & External Partners

Legal guidance, compliance, and audits

Key Performance Indicators (KPIs)

Talent Acquisition KPI

Measurement

Time to Fill – Hourly

Days to fill hourly openings in supported departments; target 30 days

Time to Fill – Salaried

Days to fill salaried openings in supported departments; target 90 days

Retention & Engagement KPI

Measurement

Turnover – Overall

Company-wide employee turnover rate; target below 18%

Engagement Score

Company-wide engagement survey results; target above 75%

Development & Compliance KPI

Measurement

Training Completion

Required compliance training completed on time; target 100%

Talent Review Actions On Time

Talent review actions completed by due date; target 100%

HR Compliance Audit Findings

I-9, personnel file, and posting audit findings; target zero

Other

Follow and enforce all OSHA Safety Regulations and Safety Rules.
Support a culture of continuous improvement and operational excellence.
Perform additional duties as assigned.

Disclaimer: Please note this job description is not designed to cover or contain a comprehensive listing of activities, duties or responsibilities that are required of the employee for this job. Duties, responsibilities and activities may change any time with or without notice. Additional duties may be required by management that are not included on this list.

Qualifications

Bachelor’s degree in Human Resources, Business Administration, or a related field required.
5+ years of progressive Human Resources experience, including 2+ years in an HR business partner or senior generalist role, preferably in manufacturing or food manufacturing.
Strong working knowledge of federal and state employment laws, including FLSA, FMLA, ADA, Title VII, and workers’ compensation.
Experience leading employee relations investigations and advising leaders on corrective action.
Experience designing and running HR programs such as talent review, performance management, engagement surveys, and compliance training.
Experience with full-cycle recruiting for salaried, technical, and skilled trades roles.
HRIS proficiency; iSolve preferred. Advanced Microsoft Excel skills for HR metrics and reporting.
PHR/SPHR or SHRM-CP/SHRM-SCP certification preferred.
Strong written and verbal communication skills, with the ability to present to and train leaders.
Sound judgment and a high level of confidentiality.
Willing and able to wear required Personal Protective Equipment (PPE) and support all company safety standards.

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