Sr. HR Manager- FBP

Steel & O'Brien Manufacturing; Town of Arcade (NY); On-site; USD 105,000 - 125,000; Full time

Job summary

Steel & O'Brien Manufacturing seeks a hands-on Senior HR Manager to lead on-site HR at the Arcade, NY plant. You will guide a small HR team and partner with plant leadership to translate business priorities into practical people strategies.

You’ll own staffing, onboarding, development, and HRIS adoption across locations, with a focus on safety, productivity, and employee engagement. The role demands manufacturing HR expertise and strong leadership.

Qualifications

• Bachelor’s degree required, preferably in HR, business, or related field; a master’s degree is a plus.
• SHRM-CP or PHR strongly preferred for HR leadership roles.
• Typically 10–12 years of progressive HR experience with ownership of facility HR at an operation with 150+ employees.
• At least two years direct experience supervising, coaching, and developing HR professionals; multisite manufacturing/ distribution HR experience is a plus.

Responsibilities

• Turn business priorities into practical people strategies with plant leadership.
• Plan staffing, structure, and workforce capabilities for current and future needs.
• Review turnover, attendance, overtime, headcount, and engagement data; convert into action plans.
• Lead, coach, and develop the field HR team across locations and shifts.
• Coordinate onboarding, training, succession planning, and supervisor development with Operations.
• Use Predictive Index insights for selection, coaching, and team effectiveness.
• Oversee HR operations including payroll, timekeeping, benefits, and compliance.
• Lead HR process improvements; partner on compensation and internal equity.
• Ensure safety culture alignment and incident investigations with leadership.

Skills

People management

HR leadership

HR analytics

Education

Bachelor’s degree in HR or related field

Master’s degree (plus)

SHRM-CP or PHR certification

Tools

Workday

Dayforce

Paylocity

Job description

EOE Statement We are an equal employment opportunity employer. All qualified applicants will receive consideration for employment without regard to race, color, religion, sex, national origin, disability status, protected veteran status or any other characteristic protected by law.

Senior HR Manager – Food, Beverage & Pharma (FBP)

Lead a team. Develop leaders. Make work better.

Flow Control Holdings is looking for a hands-on Senior HR Manager to lead on-site HR at Steel & O’Brien’s manufacturing and distribution operation in Arcade, New York. You’ll serve on the plant leadership team and guide field HR support across additional FBP locations.

You’ll lead an HR Specialist and two HR Generalists based in New York, Pennsylvania, and Ohio, with support from the Senior Director and HR Centers of Excellence. This is a chance to bring practical ideas to the plant floor, help managers work through people challenges, and build an HR team known for responsive, reliable support. As the business expands, you’ll have the opportunity to take on broader responsibilities.

Our work is guided by our Core Values: Integrity, Trust, Creativity and Courage, Teamwork, and Excellence. Learn more at www.steelobrien.com and www.fchinc.com.

What You’ll Do

• Work with plant leaders and the Senior Director to turn business priorities, production targets, and growth plans into practical people strategies.
• Plan staffing, organizational structure, and workforce capabilities for current and future needs.
• Review turnover, attendance, overtime, headcount, and engagement data monthly and as needed. Turn findings into action plans with clear owners, follow-through, and measurable results.

Lead and Develop the HR Team

• Lead, coach, and develop the FBP field HR team through clear priorities, meaningful delegation, performance expectations, and individual development plans.
• Build team members’ ability to resolve issues and advise managers independently.
• Organize HR support across locations and shifts, set service expectations, and recommend changes to staffing and capabilities as the business grows.

Strengthen Hiring, Onboarding, and Development

• Partner with Talent Acquisition and hiring managers on hourly and salaried hiring, accurate job descriptions, clear competencies, structured interviews, and local talent pipelines through schools and community partnerships.
• Lead consistent onboarding across sites, with clear manager ownership, structured training, and follow-up that improves new-hire readiness and retention while reinforcing safety, quality, and productivity.
• Coordinate training, cross-training, succession planning, and supervisor development with Operations and functional experts.
• Help managers use Predictive Index insights for selection, coaching, and team effectiveness.

Support Employees and Coach Managers

• Be visible and accessible across shifts. Listen to employees and managers, follow through on concerns, and use feedback to improve trust, engagement, and retention.
• Coach managers on setting expectations, giving timely feedback, addressing performance, and applying policies consistently.
• Build a respectful, inclusive workplace with clear accountability.
• Lead objective workplace reviews and fact-finding, using sound judgment and discretion to resolve concerns and manage employment risk.

Oversee HR Operations and Change

• Build reliable HR processes with clear ownership and documented standards. Partner with corporate process owners to prevent recurring problems and support consistent execution across FBP locations.
• Partner with HR leadership on compensation administration, internal equity, and market competitiveness.
• Oversee weekly payroll and timekeeping accuracy with Corporate Payroll, and resolve employee concerns promptly.
• Administer benefits education, enrollment, and invoice reconciliation; manage FMLA, ADA accommodations, disability, and workers’ compensation processes.
• Ensure compliance with employment laws, wage and hour requirements, and company policies. Maintain accurate records and documentation, support audits, and uphold ethical standards.
• Partner with plant leadership and safety staff on safety culture and incident investigations, connecting HR practices with safety priorities.
• Lead field HR execution for plant growth, automation, organizational changes, and workforce transitions. Align leaders on plans, communicate expectations, and track commitments through completion.

Improve HR Technology and Processes

• Lead FBP adoption and effective use of the HRIS in partnership with Corporate HR, HR Centers of Excellence, Payroll, and IT. Turn available system capabilities into simpler, faster, and more consistent people processes across sites.
• Represent FBP needs in the HRIS selection and implementation process. Map current processes, identify manual steps and duplicate entry, define practical business requirements, and lead field HR participation in data validation, user testing, and rollout readiness.
• Partner with corporate system and process owners to implement and improve workflows, approvals, and employee and manager self-service for priority processes such as onboarding, employee changes, timekeeping, and performance management.
• Retire redundant spreadsheets and manual workarounds as approved system processes become reliable.
• Train and coach the FBP HR team, managers, and employees to use the system effectively. Help the HR team become a group of local resources that can provide practical guidance and access across shifts. Address barriers to adoption through follow-up and accountability.
• Maintain accurate, timely FBP workforce data and use approved dashboards and reports to identify trends and guide decisions.
• Track adoption, transaction turnaround times, data errors, and manual effort against agreed baselines. Use findings and user feedback to prioritize ongoing improvements while protecting confidential information and following access controls.

What You’ll Bring

• Bachelor’s degree required, preferably in HR, business, or a related field. A master’s degree is a plus.
• SHRM-CP or PHR strongly preferred.
• Typically 10–12 years of progressive HR experience, including substantial ownership of facility HR as an HR Manager or HR Business Partner in an operation with at least 150 employees.
• At least two years of direct experience supervising, coaching, and developing HR professionals, plus experience partnering with a plant leadership team.
• Manufacturing or distribution HR experience, preferably across multiple shifts. Multisite experience is preferred; experience with rapid growth, acquisitions, or significant organizational change is a plus.
• Strong knowledge of employment law and a track record of improving people processes, using workforce data, and influencing plant managers and frontline supervisors.
• Proficiency with Microsoft Office, including Excel for workforce analysis, and demonstrated success using a world-class, integrated HRIS to improve HR service delivery, workflows, reporting, and employee or manager self-service.
• Experience leading HR process improvements that reduced manual work, improved data quality, or shortened turnaround times, with specific examples of measurable results and sustained adoption by HR teams and managers.
• Experience translating operational needs into HRIS requirements, testing workflows, and training users.
• Participation in an HRIS implementation, migration, or significant system enhancement is strongly preferred. Experience with Workday, Dayforce, Paylocity, or a comparable integrated platform is a plus.

How You’ll Lead

• Build trust through visible plant presence, clear communication, sound judgment, and consistent follow-through.
• Stay approachable and empathetic while addressing difficult issues directly and holding people accountable.
• Balance immediate operating needs with longer-term improvements. Stay composed, protect confidentiality, and adapt as priorities change.
• Develop others, collaborate across functions, welcome feedback, and bring initiative and ownership to your work.
• Bring curiosity about technology and a practical improvement mindset. Challenge unnecessary manual steps, help others learn new tools, and support consistent use of agreed processes.

What Success Looks Like in Your First Year

• Build strong working relationships with Arcade employees, plant leaders, and the broader FBP team. Establish clear HR team responsibilities, service expectations, and development plans.
• Strengthen onboarding, attendance management, performance management, and employee relations across sites, while improving frontline managers’ coaching and communication skills.
• Establish useful workforce reporting and action plans for priority staffing and retention challenges. Agree early with the Senior Director and plant leadership on baseline measures, priorities, and numerical improvement targets.
• Establish FBP priorities and baseline measures for HRIS adoption and process improvement. In line with the enterprise project schedule, deliver assigned selection and implementation milestones. As system capabilities become available, achieve agreed improvements in system use, data accuracy, turnaround times, and manual effort.

Where and How You’ll Work

• This is an on-site position based in Arcade, NY, in a fast-paced manufacturing environment requiring PPE, with occasional exposure to noise and varying temperatures.
• Work includes standing, walking, safely navigating the plant, prolonged sitting and computer work, and occasionally lifting up to 15 pounds.
• Occasional schedule adjustments are needed to support multiple shifts.
• Approximately 10–20% domestic travel by air and car, including overnight stays.
• A valid driver’s license and car are required for travel between local sites.

Salary Range:$105-125k, with 10% annual bonus

Attendance Requirements: Attendance on a regular, consistent basis is mandatory.

Accommodations: Essential functions of this position may include but are not limited to lifting, reaching, bending, stooping, twisting, kneeling, crouching, carrying objects, ascending/descending stairs and commuting to work location. If you are an individual with a disability and need a reasonable accommodation to perform the essential job functions under the Americans with Disability Act (ADA) or other state or federal law, you may request the accommodation below.

Accommodations requested

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I have read this job description. I understand the essential duties, responsibilities and physical requirements of the position.

Position Requirements

Full-Time/Part-Time Full-Time

Shift -not applicable-

Position Sr. HR Manager

Division Steel & O'Brien Manufacturing

Exempt/Non-Exempt Exempt

Location Steel & O'Brien - Arcade

This position is currently accepting applications.