HR Manager - Tremonton, UT

The HR Manager reports directly to the Sr. Director - Human Resources, and is responsible for working in partnership to coach, support, and influence, and enable client groups to effectively deliver their people plans (HR strategic objectives). Manage assigned HR staff. In this role as a strategic partner to their customer, they contribute to the development and the accomplishment of the organization-wide business plan and objectives. Support, implement, and maintain food safety and quality practices as required through SQF. Support plant safety, food safety, quality and environmental practices by performing the following duties personally or through other resources.

Essential Duties and Responsibilities

1. A credible partner to deliver value to the Plant Operations and their management teams that enable them to develop individual employee ability resulting in increased organizational capabilities.

2. Embed engagement, safety, and a performance management culture within the business area as a means of driving business improvement by ensuring clear goals and objectives, feedback and the improvement of customer service through behaviors aligned with our values.

3. Drive, influence, advise and support the cultural and people aspects of organizational change, structures, people processes and business improvement initiatives within the customer in order to improve business efficiency and people management, allowing for flexibility and planned growth. Accomplish this through partnership with other resources including HR Centers of Excellence (COE) and initiatives that reflect the business strategy.

4. Provides feedback to HR Leaders, Specialists (COE) and peer groups on implementation and utilization of tools to ensure flawless execution of HR initiatives. Responsible for representing the client's needs and providing client feedback to the Specialist (COE) teams.

5. Work in partnership with the Operations (and DC) to manage employee relations issues. Build management responsibility and capability for managing ER (where appropriate) issues while pulling in the services of the Centers of Excellence (specialist areas) as needed.

6. Lead HR resources team

7. Responsible for talent selection processes locally including: sourcing, screening, interviewing, selection and onboarding.

8. Minimize business risk and enhance the company culture by ensuring that all management are knowledgeable in all required legal subject areas Compliance, Code of Conduct, Diversity & Sexual Harassment, Interviewing and selection skills, employment law.

9. Ensures compliance with all Federal, State and Local legal and regulatory requirements. Manage employment and labor relations.

10. Performs other duties as may be assigned.

Supervisory Responsibilities:

This position does have supervisory responsibilities. The individual will be responsible to manage and lead the HR resources at their respective site.


The HR Manager must perform the essential duties and responsibilities in a highly effective manner. The qualifications listed below are representative of the knowledge, skill, and/or ability required. Reasonable accommodation may be made to enable an individual with a disability to perform the essential duties.

Exceptional leadership skills that have been demonstrated by achieving desired results through others, and building effective partnerships through influence and relationship building skills.

An in-depth technical understanding and knowledge of HR processes and systems.

Proven ability to balance strategic and tactical skills. Demonstrated problem analysis and resolution.

Excellent interpersonal, written, verbal and presentation communication skills.

Comprehensive HR business process knowledge, including applicant tracking systems, talent management, change management, HCM suite experience: benefits, payroll, time and attendance, performance management, compensation, employee and manager self service experience.

Effective project management experience preferred.

Education and/or Experience


B. S. or B. A. degree in Business, Human Resources, or related field; M. A. HRIR a plus.


5+ years of HR increasing responsibility within HR environment. Ideally to include progressive systems development experience, including generalist experience, preferably in a manufacturing plants, DC, corporate or retail.

Prefer experience with multiple HCM systems.

Physical Demands

The physical demands required in this position are those that are typical of an office environment. The ability to travel by automobile, airplane or other transportation is necessary, and such travel may occasionally entail long distances.

Work Environment

The primary work environment for this position is typical of an office work environment; although it is within a manufacturing site. Therefore, it will require the periodic presence in a manufacturing environment in which appropriate personal protective equipment is prescribed and must be used at all times.

Language Skills

The ability to read, analyze, and interpret general business periodicals, professional journals, technical procedures, or governmental regulations; write reports, business correspondence, and procedure manuals; effectively present information and respond to questions from groups of managers, clients and customers.

Computer Skills

To perform this job successfully, an individual should have knowledge of ERP/HCM software, Internet software; Project Management software; Spreadsheet software and Word Processing software.










Licenses & Certifications

Equal Opportunity Employer/Protected Veterans/Individuals with Disabilities

The contractor will not discharge or in any other manner discriminate against employees or applicants because they have inquired about, discussed, or disclosed their own pay or the pay of another employee or applicant. However, employees who have access to the compensation information of other employees or applicants as a part of their essential job functions cannot disclose the pay of other employees or applicants to individuals who do not otherwise have access to compensation information, unless the disclosure is (a) in response to a formal complaint or charge, (b) in furtherance of an investigation, proceeding, hearing, or action, including an investigation conducted by the employer, or (c) consistent with the contractors legal duty to furnish information.

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