Sr. Regional Human Resources Business Partner

Wm Bolthouse Farms Inc•Rancho Cucamonga, CA

10d•Onsite

About The Position

The Sr. Regional Human Resources Business Partner (Sr. Regional HRBP) supports plant and production leadership in aligning HR strategies with operational objectives. As a trusted advisor, the Sr. Regional HRBP delivers people-focused solutions that enhance workforce performance, drive engagement, and maintain compliance in a dynamic, labor-intensive environment. This role combines strategic HR support with hands-on involvement to ensure workforce readiness, culture alignment, and leadership effectiveness on the production floor. This role will provide support for the Evolution Fresh and Health-Ade brands, with three total locations across southern CA.

Requirements

Must be able to communicate effectively in English and Spanish, both written and verbal
Must be punctual, with an excellent attendance record
Must be able to work with minimal supervision and excel in prioritization and time management
Must be able to apply common sense, understand and carry out instructions furnished in written and oral form
Must be able to work collaboratively and follow instructions
Must be able to cooperate with others
Bachelor’s degree in Human Resources, Business Administration, or a related field strongly preferred
5+ years of progressive HR experience in a manufacturing, production, or industrial setting
Ability to rotate on-site presence at multiple locations on a regular basis
Strong interpersonal skills with a hands-on, approachable style well-suited for the plant floor
Excellent computer skills in a Microsoft Windows environment
Demonstrated ability to manage conflict, influence without authority, and deliver results in a fast-paced environment
Solid understanding of employment laws and labor practices specific to hourly and shift-based workforces
Excellent interpersonal and coaching skills
Ability to work with various departments and foster teamwork
Skills in database management and record keeping
Ability to maintain the highly confidential nature of human resources work

Responsibilities

Partner with production and operations leadership to implement HR strategies that support business goals, including productivity, safety, and employee retention.
Drive workforce planning initiatives, ensuring the right talent is in place to meet production demands and future scaling needs.
Provide insight into staffing trends, absenteeism, turnover, and workforce risks with actionable recommendations.
Collaborate with Talent Acquisition to define and align terms for new hires, promotions and internal transfers in support of workforce planning and organizational growth.
Act as the primary point of contact for frontline employee relations, offering guidance on conflict resolution, policy interpretation, and disciplinary actions.
Investigate and resolve workplace concerns such as attendance issues, behavioral violations, and harassment complaints in a fair and timely manner.
Foster a strong plant culture through visibility on the floor, open-door communication, empathy, creative problem solving, and employee engagement initiatives.
Coach supervisors, line managers, and leads on performance management, labor practices, and team leadership in a 24/7 production environment.
Provide feedback and tools to help frontline leaders improve communication, accountability, and team development.
Oversee execution of HR operational and administrative activities through the HR Coordinator at the Health-Ade locations.
Provide direct leadership and day-to-day management of the HR Coordinator, including coaching, performance management, and professional development.
Ensure HR practices meet all legal and regulatory requirements (OSHA, FMLA, FLSA, ADA, EEO, etc.) specific to a manufacturing setting.
Collaborate with safety and operations teams to support training, incident reporting, and corrective action plans.
Support onboarding and training programs tailored to production roles, ensuring new hires are equipped for success.
Partner with leadership to identify high performers, skill gaps, and succession planning opportunities on the floor.
Implement initiatives to improve retention, attendance, and employee satisfaction among hourly workers.
Use HR data (turnover, engagement, absenteeism, time and attendance) to provide insights to plant leadership and drive performance improvements.
Maintain accurate records of employee actions, investigations, and outcomes in accordance with company policy.
Contribute to broader HR initiatives and change management efforts in collaboration with internal HR teams.
Perform special projects and duties as assigned.