Arena Staffing has partnered with a growing hospitality manufacturer in the Vernon, CA area (Los Angeles) that is looking for a HR & Culture Manager to help lead their HR function and drive a floor-first culture refresh. This is a newly created, high-impact role with direct access to executive leadership, real ownership, and the mandate to move quickly.
If you are the kind of HR leader who can run clean payroll in Paychex Flex, coach leaders through the hard stuff, and still bring the energy to rebuild morale and connection across teams, this role will feel like a win.
Why you will want this role (the sizzle)
Here is the “what’s in it for you”:
- Industry growth: The hospitality sector continues to expand, and hotels are actively upgrading.
- Stable and resilient: Established business with a long track record in a recession-resistant niche.
- Big impact, high visibility: You will partner directly with executive leadership and influence the entire organization.
- Culture rebuild ownership: Not a “keep the lights on HR” role, you will lead the culture transformation with budget and support.
- Hands-on, fast-paced environment: Entrepreneurial mindset, practical decision-making, new ideas welcomed.
- Supportive team: Tight-knit, professional workplace where relationships and trust matter.
- Real HR scope: Payroll, benefits, compliance, safety, employee relations, internal comms, engagement, all in one seat.
- Business size where you matter: Approximately 100 employees in a manufacturing setting.
Role snapshot
Title: Culture and HR Manager (Bilingual English/Spanish)
Location: Near DTLA CA area, on-site 5 days per week
Schedule: Full-time, exempt
Compensation: $80,000 to $110,000 base (DOE), may stretch for the right candidate
Benefits: Medical (50% employer paid), dental, vision, PTO, paid holidays
Pre-employment checks: Background check and drug screen
Your mission
You will lead a floor-first culture rebuild while running excellent HR operations. You will be a visible, trusted presence in the plant and a steady operator behind the scenes.
A strong first 90 days includes:
- Building trust through listening tours, consistent floor presence, and clear bilingual communication
- Stabilizing HR fundamentals (payroll accuracy, files, audits, compliance cadence)
- Launching quick culture wins (recognition, manager rhythms, events)
- Delivering a practical Culture Refresh Plan with actions, owners, budget, and KPIs
What you will own
Culture, engagement, and communications
- Plan and run inclusive engagement moments and recognition programs
- Build manager routines (1:1 cadence, coaching tools, feedback practices)
- Drive bilingual internal communications (floor comms, huddles, town halls)
Payroll and HRIS (Paychex Flex)
- Own end-to-end payroll including off-cycles, audits, year-end, reporting
- Manage timekeeping imports and payroll exports (including GL mapping and audit support where applicable)
- Maintain HRIS data integrity and clean processes
Benefits and leaves
- Administer benefits (eligibility, enrollments, vendor coordination, open enrollment support)
- Manage CFRA, FMLA, PDL, PFL leaves from start to finish with timely notices and documentation
- Educate employees and managers with bilingual materials
Safety and workers’ comp
- Incident response, claims coordination, modified duty and return-to-work
- Maintain OSHA logs and support WVPP documentation and training cadence
Compliance and employee relations
- CA-focused handbook and policy updates, postings, training cadence, recordkeeping
- Investigations, corrective action coaching, conflict resolution with consistent documentation
- I-9 and personnel file audits and ongoing compliance calendar ownership
Must-have requirements
- Bilingual English/Spanish, strong floor presence, clear written communication
- 5 to 7+ years HR generalist or HR manager experience in manufacturing or light industrial (or closely similar)
- Hands-on Paychex Flex payroll ownership (1 to 2+ years), including off-cycles, audits, year-end, reporting, and timekeeping inputs
- Working knowledge of California employment law (wage and hour, meal and rest, leaves, separations)
- Safety and workers’ comp experience (incident response, modified duty and return-to-work, carrier coordination)
- Proven ability to run clean HR operations (payroll accuracy, benefits admin, I-9 and files, compliance calendars)
- Strong emotional intelligence, conflict resolution skills, and ability to influence at all levels
Nice-to-have requirements
- SHRM-CP, PHR, or equivalent
- HRIS cleanup or implementation experience
- Bilingual policy and training facilitation experience
- Background supporting hospitality, custom manufacturing, or project-based operations
Interview process (confidential client)
Round 1: Virtual interview (30 to 45 minutes) with executive leadership
Round 2: On-site panel interview (approximately 1.5 hours) with executive leadership and finance partner
Technical focus areas may include:
- Bilingual Spanish capability and floor communication style
- Comfort leading a culture rebuild in a manufacturing environment
- End-to-end Paychex Flex payroll ownership
- Leaves administration (CFRA, FMLA, PDL, PFL)
- I-9 and personnel file audit experience in California
- OSHA logs, workers’ comp, and WVPP rollout experience
- CA compliance updates such as SB 848 reproductive loss leave and SB 1345 pay data reporting
Compliance statement
Arena Staffing and our client are equal opportunity employers. Qualified applicants are considered for employment without regard to race, color, religion, sex (including pregnancy), sexual orientation, gender identity or expression, national origin, age, disability, genetic information, veteran status, or any other protected status under applicable law. We comply with applicable federal, state, and local employment laws, including California requirements related to pay scale disclosures, paid sick leave, leave administration, workplace safety, workplace violence prevention planning and training, and required reporting and recordkeeping. Reasonable accommodations are available for qualified individuals with disabilities throughout the hiring process.
If you want, I can also produce a tighter “LinkedIn style” version (short, punchy, high conversion) and a longer “Indeed style” version (more detail, more keywords) using the same confidential framing.
