Human Resources Manager

Martin Foods; Houston (TX); On-site; USD 80,000 - 100,000; Full time

Job summary

Martin Foods in Houston is seeking an HR Manager to lead all HR functions in a growing mid-sized food manufacturing company. The HR Manager will focus on high-volume hourly recruiting, improve HR processes, and ensure compliance with employment laws.

This role involves leading a team, partnering with finance, and fostering a positive workplace culture. Candidates should have over 5 years of HR experience, preferably in manufacturing, and a Bachelor’s degree in HR or a related field.

Qualifications

• 5+ years of progressive HR experience, including manufacturing or high‑hourly environments.
• Demonstrated success in high-volume hourly recruiting.
• Strong working knowledge of employment law and compliance requirements.

Responsibilities

• Lead full-cycle recruiting for hourly production and quality roles.
• Supervise and develop 1 HR Generalist.
• Ensure compliance with all federal, state, and local employment laws.

Skills

High-volume hourly recruiting

Employee relations

HR processes improvement

Regulatory compliance

Coaching and development

Bilingual (English/Spanish)

Education

Bachelor’s degree in Human Resources or related field

Job description

Description

Industry: Food Manufacturing
Reports to: Chief Financial Officer (CFO)
Direct Reports: 1 HR Generalist
Employment Type: Full-Time | On-Site

Position Overview

We are seeking a hands‑on, full‑spectrum HR Manager to lead all human resources functions for a growing mid‑sized food manufacturing company in Houston. This role combines strategic HR leadership with day‑to‑day execution, with heavy emphasis on high‑volume hourly recruiting and workforce stability across plant operations. The HR Manager will own the entire employee lifecycle, lead and develop one HR Generalist, and serve as a key partner to operations and finance leadership. This individual must be comfortable working both on the plant floor and at the leadership table, balancing recruiting demands with broader HR strategy, compliance, and organizational development.

Key Responsibilities

• Recruiting & Workforce Planning (Core Priority)
• Lead full-cycle, high‑volume recruiting for hourly production, warehouse, sanitation, maintenance, and quality roles
• Develop/execute recruiting strategies to maintain consistent staffing levels
• Build/manage pipelines through referrals, community partnerships, and job boards
• Partner with plant leadership on headcount planning, workforce forecasting, and labor optimization
• Track/improve recruiting metrics (retention, turnover, attendance, quality of hire)
• Oversee onboarding processes to ensure strong employee ramp‑up and engagement
• HR Leadership & Team Management
• Supervise and develop 1 HR Generalist, providing direction across recruiting, administration, and employee support
• Prioritize and delegate HR activities while maintaining overall accountability for HR
• Improve HR processes, systems, and service delivery across the organization
• Employee Relations & Talent Development
• Serve as the HR leader for employee relations, investigations, and conflict resolution
• Coach managers and supervisors on performance management and discipline
• Drive engagement initiatives and foster a positive, productive plant culture
• Implement training and development for hourly employees and frontline leaders
• Support succession planning and internal promotion pipelines
• HR Operations & Compliance (Company-Wide Ownership)
• Ensure compliance with all federal, state, and local employment laws (FLSA, FMLA, ADA, EEOC, TWC, etc.)
• Oversee HRIS, personnel records, I9 documentation/E-Verify and required postings
• Lead policy development, updates, and company-wide consistency
• Manage audits, reporting, and documentation across HR, payroll, and benefits
• Standardize HR processes across departments and functions
• Payroll, Benefits & Leave Administration
• Oversee accurate payroll and timekeeping processes, including state tax programs.
• Manage benefits programs including enrollments, renewals, and communications.
• Administer leave programs (FMLA, ADA, workers’ compensation, personal leave)
• Serve as escalation point for complex payroll, benefits, and leave issues
• Safety, Risk & Regulatory Support
• Partner with operations leadership on safety programs and culture
• Support OSHA processes, workers’ comp claims, and return‑to‑work programs
• Participate in incident investigations and compliance enforcement
• Reinforce food safety, GMP, and hygiene standards from an HR perspective
• Strategic & Financial Partnership
• Partner with the CFO on labor cost management, workforce analytics, and budgeting
• Deliver reporting on headcount, turnover, recruiting performance, and labor trends
• Support compensation planning, benchmarking, and pay structure decisions
• Contribute to strategic planning and organizational growth initiatives

Requirements

Qualifications

• Bachelor’s degree in Human Resources, Business, or related field
• 5+ years of progressive HR experience, including manufacturing or high‑hourly environments
• Demonstrated success in high‑volume hourly recruiting
• Experience overseeing or leading full HR functions and processes
• Strong working knowledge of employment law and compliance requirements
• Experience managing or mentoring HR staff preferred
• Background in food manufacturing or regulated environments is a plus
• Bilingual (English/Spanish) strongly preferred
• HR certification (PHR, SHRM-CP) a plus

Work Environment

• On-site in a fast‑paced manufacturing facility
• Regular interaction with plant leadership and hourly workforce
• Flexibility to support multiple shifts as needed
• Occasional extended hours during hiring surges or critical HR matters

Why This Role

• Full ownership of HR – Lead and shape all HR functions across the company
• High impact role – Direct influence on staffing, retention, culture, and operational performance
• Balanced leadership – Blend of strategic decision‑making and hands‑on execution
• Team leadership opportunity – Develop and lead an HR Generalist
• Operational partnership – Strong alignment with finance and plant leadership
• Growth opportunity – Ability to build, improve, and scale HR processes in a stable manufacturing environment