Senior Human Resources Manager - Union Manufacturing Environment
for section headings, - for lists,
for prose. No job title heading. No Job ID etc. Remove boilerplate: cookie/navigation/legal/EEO/equal-opportunity/scam-warning, duplicated lines, application instructions. Also we must only include sections when posting has real specific content. Must preserve all substantive info.
We need to parse the job posting and extract sections: About The Job (intro), Why This Opportunity? (list of bullet points), What You'll Do (with subheadings: Strategic Business Partner, Lead Employee & Labor Relations, Build Talent & Leadership Capability, Drive Culture & Engagement, Support Continuous Improvement). Physical Demands, Work Environment, Engagement in our Integrated Work Systems, Compensation & Benefits, About You (Education & Experience, Knowledge, Skills & Abilities), About us (company description). Possibly also "Physical Demands" and "Work Environment" sections.
We must not create sections like Pay/Schedule/Benefits unless posting actually states them. Compensation & Benefits is present, so include that. Schedule? Not explicitly stated, but Work Environment mentions flexible schedules, nights, weekends, holidays, extended shifts. That could be considered schedule info but we should not create a separate Schedule section unless posting explicitly states schedule details. The instruction: "never create Pay/Schedule/Benefits sections unless the posting actually states them." It does state Compensation & Benefits, so we can include Benefits. It does not explicitly state Pay (salary). So we should not create a Pay section. Schedule? It mentions flexible schedules etc in Work Environment, but not a dedicated schedule section. We could incorporate that info into Work Environment paragraph. So we will not create a separate Schedule heading.
We need to use
for section headings. For subheadings inside What You'll Do, those are not section headings per instruction? They are like sub-sections but we could treat them as ? Not allowed; only for section headings. We could keep them as or within . Probably better to keep them as within or as
but instruction says use for section headings (e.g. About the role, Responsibilities, Requirements, Qualifications, Skills, Benefits, Pay, Schedule). It doesn't forbid other headings, but to be safe we can just use
with bold text.
We need to use
- for any list of duties/requirements/benefits. So for bullet lists we need
- . For the "Why This Opportunity?" bullet list, we should output a
. Also for responsibilities under each subheading? The text includes paragraphs; we could keep as . For requirements (Education & Experience, Knowledge, Skills & Abilities) we could format as
if they are list-like. They are sentences separated by periods; could be turned into list items. But instruction: use - for any list of duties/requirements/benefits. So we should convert those to lists.
We must preserve all substantive information; do not invent or summarize away detail. So we need to keep all details.
We need to remove boilerplate: EEO statement, California Data Privacy Law, etc. Also remove duplicated lines. Also remove "About us" maybe keep as it's substantive? It describes company; it's substantive. Keep.
We must not include navigation, cookie, legal, EEO, scam-warning. So remove the EEO paragraph and California Data Privacy Law.
Also remove "One Planet. One Health BY YOU." maybe part of marketing but it's substantive? It's a tagline; could keep but it's not essential. Might be considered boilerplate? It's part of "About us" maybe keep.
We need to output only HTML fragment.
Let's structure:
About the Job
Lead People. Shape Culture. Drive Business Performance. At Danone North America, we believe our people are the driving force behind everything we produce. We're looking for a Senior Human Resources Manager to serve as the senior HR leader for our Fort Worth, Texas manufacturing facility and a key member of the Plant Leadership Team. This is more than an HR role. It's an opportunity to influence plant strategy, strengthen organizational capability, develop leaders, and create a culture where employees thrive while delivering exceptional business results.
Why This Opportunity?
- Leadership development and organizational effectiveness
- Labor and employee relations strategy
- Workforce planning and talent development
- Operational excellence and continuous improvement initiatives
- Retention, performance, and business results
You'll work alongside plant leadership to translate business priorities into practical people strategies that support safety, quality, productivity, and growth.
What You'll Do
Strategic Business Partner Serve as a trusted advisor to plant leadership and a key member of the Plant Leadership Team. Align people strategies with operational goals and business priorities. Use workforce trends, engagement insights, and business metrics to drive decision-making.
Lead Employee & Labor Relations Provide leadership in employee relations, investigations, conflict resolution, performance management, and labor matters. Partner with operations leaders to build a positive, high-accountability culture. Support labor strategy, grievance management, and collective bargaining agreement administration.
Build Talent & Leadership Capability Build workforce planning, succession planning, talent reviews, and retention strategies. Develop leadership capability across frontline, supervisory, and management teams. Create meaningful development opportunities that strengthen organizational performance.
Drive Culture & Engagement Champion an inclusive, high-performing workplace culture. Turn employee feedback and engagement insights into action plans. Strengthen communication, trust, and leadership visibility across the plant.
Support Continuous Improvement Partner with site leadership to strengthen Integrated Work Systems (IWS) and operational excellence practices. Leverage people and operational metrics to identify opportunities and drive business results. Simplify and improve HR processes that support long-term organizational success.
Physical Demands
This role requires the ability to perform essential job functions, with or without reasonable accommodation. Requires the ability to perform essential physical job functions, including frequent standing, walking, bending, and manual dexterity; reaching with hands and arms; and occasionally climbing, stooping, kneeling, crouching, and crawling. Must be able to lift occasionally up to 25 lbs and over 25 lbs with assistance. Requires adequate sensory abilities, including talking, hearing, and tasting/smelling, to support safe and effective job performance. Work is performed in a moderate-noise manufacturing environment, often on concrete surfaces for extended periods. Requires strong communication, adaptability, and the ability to interpret instructions, analyze information, and develop actionable plans. Ability to effectively manage stress and maintain performance in a fast-paced, high-demand manufacturing environment.
Work Environment
Work is performed in a manufacturing environment with exposure to moderate noise and temperature variations. Involves working flexible schedules, including nights, weekends, holidays, and extended shifts with the expectation that longer hours may be required based on operational needs in a 24/7 manufacturing environment.
Engagement in our Integrated Work Systems
As a fundamental leader within the organization, the Senior Human Resources Manager supports the implementation and sustainment of Integrated Work Systems (IWS) and equivalent continuous improvement systems across the site. This includes reinforcing plant standards and procedures, including GMP, AIB, FDA, Quality, Safety, Finance, ISO, HOPE, Danone Behaviors, Daily Direction Setting, and Driving OE. The role helps build the leadership routines, education and training systems, capability development, and accountability required to strengthen ownership of space, performance, and continuous improvement across Safety, Quality, Cost, Delivery, Mobilization, and Nature outcomes.
Compensation & Benefits
Danone North America additionally offers a performance-based bonus and has a strong benefits package including Medical, Dental, Vision, Prescription Drug Coverage, 401k Plan, Wellness Program, Life Insurance, Tuition Reimbursement, Flexible Time Off, and Paid Parental Bonding Leave, among other benefit plan options.
About You
Education & Experience
maybe we should not use h4; but we could just use Education & Experience ...
Then list.
But instruction: use for section headings (e.g. About the role, Responsibilities, Requirements, Qualifications, Skills, Benefits, Pay, Schedule). It doesn't forbid other headings but to be safe we can avoid other heading levels and just use
with bold.
Thus:
About You
Education & Experience Bachelor’s degree in human resources, Business, Industrial/Labor Relations, Organizational Development, or a related field required; 8+ years of progressive HR experience required, preferably in a manufacturing, supply chain, or food and beverage CPG environment, required. Demonstrated experience leading employee relations, labor relations, performance management, investigations, and organizational change, required. Experience partnering with plant leadership teams and operating in a fast-paced, 24/7 manufacturing environment strongly preferred. At least 5 years of experience in a union environment to include labor relations, collective bargaining agreement administration, grievance management, and/or proactive labor strategy experience, required.
Knowledge, Skills & Abilities Strong knowledge of labor relations, employee relations, HR fundamentals, employment law, and compliant HR practices. Business acumen with the ability to connect people strategies to plant performance, financial priorities, and operational outcomes. Demonstrated ability to coach, influence, and build credibility with frontline associates, supervisors, plant leaders, and cross-functional partners. Strong capability-building mindset with experience developing leaders, strengthening teams, and supporting education and training systems. Data-driven problem solver with the ability to analyze workforce trends, diagnose root causes, and drive practical improvement actions. Ability to lead through change, ambiguity, and competing priorities while maintaining accountability, resilience, and sound judgment. Effective communication, facilitation, stakeholder management, and conflict resolution skills. Working knowledge of manufacturing systems, operational excellence, IWS, lean practices, or processing and packaging environments preferred. Ability to support a 24/7 manufacturing environment as business needs dictate.
We could also convert those into - for requirements. The instruction says use
- for any list of duties/requirements/benefits. So we should convert Education & Experience and Knowledge, Skills & Abilities into lists.
Thus:
About You
Education & Experience
? That would be weird. Better to keep as
Education & Experience
then a - list.
Similarly for Knowledge, Skills & Abilities.
Thus:
About You
Education & Experience
- Bachelor’s degree in human resources, Business, Industrial/Labor Relations, Organizational Development, or a related field required
- 8+ years of progressive HR experience required, preferably in a manufacturing, supply chain, or food and beverage CPG environment, required
- Demonstrated experience leading employee relations, labor relations, performance management, investigations, and organizational change, required
- Experience partnering with plant leadership teams and operating in a fast-paced, 24/7 manufacturing environment strongly preferred
- At least 5 years of experience in a union environment to include labor relations, collective bargaining agreement administration, grievance management, and/or
for prose. No job title heading. No Job ID etc. Remove boilerplate: cookie/navigation/legal/EEO/equal-opportunity/scam-warning, duplicated lines, application instructions. Also we must only include sections when posting has real specific content. Must preserve all substantive info. We need to parse the job posting and extract sections: About The Job (intro), Why This Opportunity? (list of bullet points), What You'll Do (with subheadings: Strategic Business Partner, Lead Employee & Labor Relations, Build Talent & Leadership Capability, Drive Culture & Engagement, Support Continuous Improvement). Physical Demands, Work Environment, Engagement in our Integrated Work Systems, Compensation & Benefits, About You (Education & Experience, Knowledge, Skills & Abilities), About us (company description). Possibly also "Physical Demands" and "Work Environment" sections. We must not create sections like Pay/Schedule/Benefits unless posting actually states them. Compensation & Benefits is present, so include that. Schedule? Not explicitly stated, but Work Environment mentions flexible schedules, nights, weekends, holidays, extended shifts. That could be considered schedule info but we should not create a separate Schedule section unless posting explicitly states schedule details. The instruction: "never create Pay/Schedule/Benefits sections unless the posting actually states them." It does state Compensation & Benefits, so we can include Benefits. It does not explicitly state Pay (salary). So we should not create a Pay section. Schedule? It mentions flexible schedules etc in Work Environment, but not a dedicated schedule section. We could incorporate that info into Work Environment paragraph. So we will not create a separate Schedule heading. We need to use
for section headings. For subheadings inside What You'll Do, those are not section headings per instruction? They are like sub-sections but we could treat them as ? Not allowed; only for section headings. We could keep them as or within . Probably better to keep them as within or as
but instruction says use for section headings (e.g. About the role, Responsibilities, Requirements, Qualifications, Skills, Benefits, Pay, Schedule). It doesn't forbid other headings, but to be safe we can just use
with bold text.
We need to use
- for any list of duties/requirements/benefits. So for bullet lists we need
- . For the "Why This Opportunity?" bullet list, we should output a
. Also for responsibilities under each subheading? The text includes paragraphs; we could keep as . For requirements (Education & Experience, Knowledge, Skills & Abilities) we could format as
if they are list-like. They are sentences separated by periods; could be turned into list items. But instruction: use - for any list of duties/requirements/benefits. So we should convert those to lists.
We must preserve all substantive information; do not invent or summarize away detail. So we need to keep all details.
We need to remove boilerplate: EEO statement, California Data Privacy Law, etc. Also remove duplicated lines. Also remove "About us" maybe keep as it's substantive? It describes company; it's substantive. Keep.
We must not include navigation, cookie, legal, EEO, scam-warning. So remove the EEO paragraph and California Data Privacy Law.
Also remove "One Planet. One Health BY YOU." maybe part of marketing but it's substantive? It's a tagline; could keep but it's not essential. Might be considered boilerplate? It's part of "About us" maybe keep.
We need to output only HTML fragment.
Let's structure:
About the Job
Lead People. Shape Culture. Drive Business Performance. At Danone North America, we believe our people are the driving force behind everything we produce. We're looking for a Senior Human Resources Manager to serve as the senior HR leader for our Fort Worth, Texas manufacturing facility and a key member of the Plant Leadership Team. This is more than an HR role. It's an opportunity to influence plant strategy, strengthen organizational capability, develop leaders, and create a culture where employees thrive while delivering exceptional business results.
Why This Opportunity?
- Leadership development and organizational effectiveness
- Labor and employee relations strategy
- Workforce planning and talent development
- Operational excellence and continuous improvement initiatives
- Retention, performance, and business results
You'll work alongside plant leadership to translate business priorities into practical people strategies that support safety, quality, productivity, and growth.
What You'll Do
Strategic Business Partner Serve as a trusted advisor to plant leadership and a key member of the Plant Leadership Team. Align people strategies with operational goals and business priorities. Use workforce trends, engagement insights, and business metrics to drive decision-making.
Lead Employee & Labor Relations Provide leadership in employee relations, investigations, conflict resolution, performance management, and labor matters. Partner with operations leaders to build a positive, high-accountability culture. Support labor strategy, grievance management, and collective bargaining agreement administration.
Build Talent & Leadership Capability Build workforce planning, succession planning, talent reviews, and retention strategies. Develop leadership capability across frontline, supervisory, and management teams. Create meaningful development opportunities that strengthen organizational performance.
Drive Culture & Engagement Champion an inclusive, high-performing workplace culture. Turn employee feedback and engagement insights into action plans. Strengthen communication, trust, and leadership visibility across the plant.
Support Continuous Improvement Partner with site leadership to strengthen Integrated Work Systems (IWS) and operational excellence practices. Leverage people and operational metrics to identify opportunities and drive business results. Simplify and improve HR processes that support long-term organizational success.
Physical Demands
This role requires the ability to perform essential job functions, with or without reasonable accommodation. Requires the ability to perform essential physical job functions, including frequent standing, walking, bending, and manual dexterity; reaching with hands and arms; and occasionally climbing, stooping, kneeling, crouching, and crawling. Must be able to lift occasionally up to 25 lbs and over 25 lbs with assistance. Requires adequate sensory abilities, including talking, hearing, and tasting/smelling, to support safe and effective job performance. Work is performed in a moderate-noise manufacturing environment, often on concrete surfaces for extended periods. Requires strong communication, adaptability, and the ability to interpret instructions, analyze information, and develop actionable plans. Ability to effectively manage stress and maintain performance in a fast-paced, high-demand manufacturing environment.
Work Environment
Work is performed in a manufacturing environment with exposure to moderate noise and temperature variations. Involves working flexible schedules, including nights, weekends, holidays, and extended shifts with the expectation that longer hours may be required based on operational needs in a 24/7 manufacturing environment.
Engagement in our Integrated Work Systems
As a fundamental leader within the organization, the Senior Human Resources Manager supports the implementation and sustainment of Integrated Work Systems (IWS) and equivalent continuous improvement systems across the site. This includes reinforcing plant standards and procedures, including GMP, AIB, FDA, Quality, Safety, Finance, ISO, HOPE, Danone Behaviors, Daily Direction Setting, and Driving OE. The role helps build the leadership routines, education and training systems, capability development, and accountability required to strengthen ownership of space, performance, and continuous improvement across Safety, Quality, Cost, Delivery, Mobilization, and Nature outcomes.
Compensation & Benefits
Danone North America additionally offers a performance-based bonus and has a strong benefits package including Medical, Dental, Vision, Prescription Drug Coverage, 401k Plan, Wellness Program, Life Insurance, Tuition Reimbursement, Flexible Time Off, and Paid Parental Bonding Leave, among other benefit plan options.
About You
Education & Experience
maybe we should not use h4; but we could just use Education & Experience ...
Then list.
But instruction: use for section headings (e.g. About the role, Responsibilities, Requirements, Qualifications, Skills, Benefits, Pay, Schedule). It doesn't forbid other headings but to be safe we can avoid other heading levels and just use
with bold.
Thus:
About You
Education & Experience Bachelor’s degree in human resources, Business, Industrial/Labor Relations, Organizational Development, or a related field required; 8+ years of progressive HR experience required, preferably in a manufacturing, supply chain, or food and beverage CPG environment, required. Demonstrated experience leading employee relations, labor relations, performance management, investigations, and organizational change, required. Experience partnering with plant leadership teams and operating in a fast-paced, 24/7 manufacturing environment strongly preferred. At least 5 years of experience in a union environment to include labor relations, collective bargaining agreement administration, grievance management, and/or proactive labor strategy experience, required.
Knowledge, Skills & Abilities Strong knowledge of labor relations, employee relations, HR fundamentals, employment law, and compliant HR practices. Business acumen with the ability to connect people strategies to plant performance, financial priorities, and operational outcomes. Demonstrated ability to coach, influence, and build credibility with frontline associates, supervisors, plant leaders, and cross-functional partners. Strong capability-building mindset with experience developing leaders, strengthening teams, and supporting education and training systems. Data-driven problem solver with the ability to analyze workforce trends, diagnose root causes, and drive practical improvement actions. Ability to lead through change, ambiguity, and competing priorities while maintaining accountability, resilience, and sound judgment. Effective communication, facilitation, stakeholder management, and conflict resolution skills. Working knowledge of manufacturing systems, operational excellence, IWS, lean practices, or processing and packaging environments preferred. Ability to support a 24/7 manufacturing environment as business needs dictate.
We could also convert those into - for requirements. The instruction says use
- for any list of duties/requirements/benefits. So we should convert Education & Experience and Knowledge, Skills & Abilities into lists.
Thus:
About You
Education & Experience
? That would be weird. Better to keep as
for section headings. We could keep them as or within . Probably better to keep them as within or as
but instruction says use for section headings (e.g. About the role, Responsibilities, Requirements, Qualifications, Skills, Benefits, Pay, Schedule). It doesn't forbid other headings, but to be safe we can just use
with bold text.
We need to use
- for any list of duties/requirements/benefits. So for bullet lists we need
- . For the "Why This Opportunity?" bullet list, we should output a
. Also for responsibilities under each subheading? The text includes paragraphs; we could keep as . For requirements (Education & Experience, Knowledge, Skills & Abilities) we could format as
if they are list-like. They are sentences separated by periods; could be turned into list items. But instruction: use - for any list of duties/requirements/benefits. So we should convert those to lists.
We must preserve all substantive information; do not invent or summarize away detail. So we need to keep all details.
We need to remove boilerplate: EEO statement, California Data Privacy Law, etc. Also remove duplicated lines. Also remove "About us" maybe keep as it's substantive? It describes company; it's substantive. Keep.
We must not include navigation, cookie, legal, EEO, scam-warning. So remove the EEO paragraph and California Data Privacy Law.
Also remove "One Planet. One Health BY YOU." maybe part of marketing but it's substantive? It's a tagline; could keep but it's not essential. Might be considered boilerplate? It's part of "About us" maybe keep.
We need to output only HTML fragment.
Let's structure:
About the Job
Lead People. Shape Culture. Drive Business Performance. At Danone North America, we believe our people are the driving force behind everything we produce. We're looking for a Senior Human Resources Manager to serve as the senior HR leader for our Fort Worth, Texas manufacturing facility and a key member of the Plant Leadership Team. This is more than an HR role. It's an opportunity to influence plant strategy, strengthen organizational capability, develop leaders, and create a culture where employees thrive while delivering exceptional business results.
Why This Opportunity?
- Leadership development and organizational effectiveness
- Labor and employee relations strategy
- Workforce planning and talent development
- Operational excellence and continuous improvement initiatives
- Retention, performance, and business results
You'll work alongside plant leadership to translate business priorities into practical people strategies that support safety, quality, productivity, and growth.
What You'll Do
Strategic Business Partner Serve as a trusted advisor to plant leadership and a key member of the Plant Leadership Team. Align people strategies with operational goals and business priorities. Use workforce trends, engagement insights, and business metrics to drive decision-making.
Lead Employee & Labor Relations Provide leadership in employee relations, investigations, conflict resolution, performance management, and labor matters. Partner with operations leaders to build a positive, high-accountability culture. Support labor strategy, grievance management, and collective bargaining agreement administration.
Build Talent & Leadership Capability Build workforce planning, succession planning, talent reviews, and retention strategies. Develop leadership capability across frontline, supervisory, and management teams. Create meaningful development opportunities that strengthen organizational performance.
Drive Culture & Engagement Champion an inclusive, high-performing workplace culture. Turn employee feedback and engagement insights into action plans. Strengthen communication, trust, and leadership visibility across the plant.
Support Continuous Improvement Partner with site leadership to strengthen Integrated Work Systems (IWS) and operational excellence practices. Leverage people and operational metrics to identify opportunities and drive business results. Simplify and improve HR processes that support long-term organizational success.
Physical Demands
This role requires the ability to perform essential job functions, with or without reasonable accommodation. Requires the ability to perform essential physical job functions, including frequent standing, walking, bending, and manual dexterity; reaching with hands and arms; and occasionally climbing, stooping, kneeling, crouching, and crawling. Must be able to lift occasionally up to 25 lbs and over 25 lbs with assistance. Requires adequate sensory abilities, including talking, hearing, and tasting/smelling, to support safe and effective job performance. Work is performed in a moderate-noise manufacturing environment, often on concrete surfaces for extended periods. Requires strong communication, adaptability, and the ability to interpret instructions, analyze information, and develop actionable plans. Ability to effectively manage stress and maintain performance in a fast-paced, high-demand manufacturing environment.
Work Environment
Work is performed in a manufacturing environment with exposure to moderate noise and temperature variations. Involves working flexible schedules, including nights, weekends, holidays, and extended shifts with the expectation that longer hours may be required based on operational needs in a 24/7 manufacturing environment.
Engagement in our Integrated Work Systems
As a fundamental leader within the organization, the Senior Human Resources Manager supports the implementation and sustainment of Integrated Work Systems (IWS) and equivalent continuous improvement systems across the site. This includes reinforcing plant standards and procedures, including GMP, AIB, FDA, Quality, Safety, Finance, ISO, HOPE, Danone Behaviors, Daily Direction Setting, and Driving OE. The role helps build the leadership routines, education and training systems, capability development, and accountability required to strengthen ownership of space, performance, and continuous improvement across Safety, Quality, Cost, Delivery, Mobilization, and Nature outcomes.
Compensation & Benefits
Danone North America additionally offers a performance-based bonus and has a strong benefits package including Medical, Dental, Vision, Prescription Drug Coverage, 401k Plan, Wellness Program, Life Insurance, Tuition Reimbursement, Flexible Time Off, and Paid Parental Bonding Leave, among other benefit plan options.
About You
Education & Experience
maybe we should not use h4; but we could just use Education & Experience ...
Then list.
But instruction: use for section headings (e.g. About the role, Responsibilities, Requirements, Qualifications, Skills, Benefits, Pay, Schedule). It doesn't forbid other headings but to be safe we can avoid other heading levels and just use
with bold.
Thus:
About You
Education & Experience Bachelor’s degree in human resources, Business, Industrial/Labor Relations, Organizational Development, or a related field required; 8+ years of progressive HR experience required, preferably in a manufacturing, supply chain, or food and beverage CPG environment, required. Demonstrated experience leading employee relations, labor relations, performance management, investigations, and organizational change, required. Experience partnering with plant leadership teams and operating in a fast-paced, 24/7 manufacturing environment strongly preferred. At least 5 years of experience in a union environment to include labor relations, collective bargaining agreement administration, grievance management, and/or proactive labor strategy experience, required.
Knowledge, Skills & Abilities Strong knowledge of labor relations, employee relations, HR fundamentals, employment law, and compliant HR practices. Business acumen with the ability to connect people strategies to plant performance, financial priorities, and operational outcomes. Demonstrated ability to coach, influence, and build credibility with frontline associates, supervisors, plant leaders, and cross-functional partners. Strong capability-building mindset with experience developing leaders, strengthening teams, and supporting education and training systems. Data-driven problem solver with the ability to analyze workforce trends, diagnose root causes, and drive practical improvement actions. Ability to lead through change, ambiguity, and competing priorities while maintaining accountability, resilience, and sound judgment. Effective communication, facilitation, stakeholder management, and conflict resolution skills. Working knowledge of manufacturing systems, operational excellence, IWS, lean practices, or processing and packaging environments preferred. Ability to support a 24/7 manufacturing environment as business needs dictate.
We could also convert those into - for requirements. The instruction says use
- for any list of duties/requirements/benefits. So we should convert Education & Experience and Knowledge, Skills & Abilities into lists.
Thus:
About You
Education & Experience
? That would be weird. Better to keep as or as
but instruction says use for section headings (e.g. About the role, Responsibilities, Requirements, Qualifications, Skills, Benefits, Pay, Schedule). It doesn't forbid other headings, but to be safe we can just use
with bold text. We need to use
- for any list of duties/requirements/benefits. So for bullet lists we need
- . For the "Why This Opportunity?" bullet list, we should output a
- . Also for responsibilities under each subheading? The text includes paragraphs; we could keep as
- for any list of duties/requirements/benefits. So we should convert those to lists.
We must preserve all substantive information; do not invent or summarize away detail. So we need to keep all details.
We need to remove boilerplate: EEO statement, California Data Privacy Law, etc. Also remove duplicated lines. Also remove "About us" maybe keep as it's substantive? It describes company; it's substantive. Keep.
We must not include navigation, cookie, legal, EEO, scam-warning. So remove the EEO paragraph and California Data Privacy Law.
Also remove "One Planet. One Health BY YOU." maybe part of marketing but it's substantive? It's a tagline; could keep but it's not essential. Might be considered boilerplate? It's part of "About us" maybe keep.
We need to output only HTML fragment.
Let's structure:
About the Job
Lead People. Shape Culture. Drive Business Performance. At Danone North America, we believe our people are the driving force behind everything we produce. We're looking for a Senior Human Resources Manager to serve as the senior HR leader for our Fort Worth, Texas manufacturing facility and a key member of the Plant Leadership Team. This is more than an HR role. It's an opportunity to influence plant strategy, strengthen organizational capability, develop leaders, and create a culture where employees thrive while delivering exceptional business results.
Why This Opportunity?
- Leadership development and organizational effectiveness
- Labor and employee relations strategy
- Workforce planning and talent development
- Operational excellence and continuous improvement initiatives
- Retention, performance, and business results
You'll work alongside plant leadership to translate business priorities into practical people strategies that support safety, quality, productivity, and growth.
What You'll Do
Strategic Business Partner Serve as a trusted advisor to plant leadership and a key member of the Plant Leadership Team. Align people strategies with operational goals and business priorities. Use workforce trends, engagement insights, and business metrics to drive decision-making.
Lead Employee & Labor Relations Provide leadership in employee relations, investigations, conflict resolution, performance management, and labor matters. Partner with operations leaders to build a positive, high-accountability culture. Support labor strategy, grievance management, and collective bargaining agreement administration.
Build Talent & Leadership Capability Build workforce planning, succession planning, talent reviews, and retention strategies. Develop leadership capability across frontline, supervisory, and management teams. Create meaningful development opportunities that strengthen organizational performance.
Drive Culture & Engagement Champion an inclusive, high-performing workplace culture. Turn employee feedback and engagement insights into action plans. Strengthen communication, trust, and leadership visibility across the plant.
Support Continuous Improvement Partner with site leadership to strengthen Integrated Work Systems (IWS) and operational excellence practices. Leverage people and operational metrics to identify opportunities and drive business results. Simplify and improve HR processes that support long-term organizational success.
Physical Demands
This role requires the ability to perform essential job functions, with or without reasonable accommodation. Requires the ability to perform essential physical job functions, including frequent standing, walking, bending, and manual dexterity; reaching with hands and arms; and occasionally climbing, stooping, kneeling, crouching, and crawling. Must be able to lift occasionally up to 25 lbs and over 25 lbs with assistance. Requires adequate sensory abilities, including talking, hearing, and tasting/smelling, to support safe and effective job performance. Work is performed in a moderate-noise manufacturing environment, often on concrete surfaces for extended periods. Requires strong communication, adaptability, and the ability to interpret instructions, analyze information, and develop actionable plans. Ability to effectively manage stress and maintain performance in a fast-paced, high-demand manufacturing environment.
Work Environment
Work is performed in a manufacturing environment with exposure to moderate noise and temperature variations. Involves working flexible schedules, including nights, weekends, holidays, and extended shifts with the expectation that longer hours may be required based on operational needs in a 24/7 manufacturing environment.
Engagement in our Integrated Work Systems
As a fundamental leader within the organization, the Senior Human Resources Manager supports the implementation and sustainment of Integrated Work Systems (IWS) and equivalent continuous improvement systems across the site. This includes reinforcing plant standards and procedures, including GMP, AIB, FDA, Quality, Safety, Finance, ISO, HOPE, Danone Behaviors, Daily Direction Setting, and Driving OE. The role helps build the leadership routines, education and training systems, capability development, and accountability required to strengthen ownership of space, performance, and continuous improvement across Safety, Quality, Cost, Delivery, Mobilization, and Nature outcomes.
Compensation & Benefits
Danone North America additionally offers a performance-based bonus and has a strong benefits package including Medical, Dental, Vision, Prescription Drug Coverage, 401k Plan, Wellness Program, Life Insurance, Tuition Reimbursement, Flexible Time Off, and Paid Parental Bonding Leave, among other benefit plan options.
About You
Education & Experience
maybe we should not use h4; but we could just useEducation & Experience ...
Then list. But instruction: usefor section headings (e.g. About the role, Responsibilities, Requirements, Qualifications, Skills, Benefits, Pay, Schedule). It doesn't forbid other headings but to be safe we can avoid other heading levels and just use
with bold. Thus:
About You
Education & Experience Bachelor’s degree in human resources, Business, Industrial/Labor Relations, Organizational Development, or a related field required; 8+ years of progressive HR experience required, preferably in a manufacturing, supply chain, or food and beverage CPG environment, required. Demonstrated experience leading employee relations, labor relations, performance management, investigations, and organizational change, required. Experience partnering with plant leadership teams and operating in a fast-paced, 24/7 manufacturing environment strongly preferred. At least 5 years of experience in a union environment to include labor relations, collective bargaining agreement administration, grievance management, and/or proactive labor strategy experience, required.
Knowledge, Skills & Abilities Strong knowledge of labor relations, employee relations, HR fundamentals, employment law, and compliant HR practices. Business acumen with the ability to connect people strategies to plant performance, financial priorities, and operational outcomes. Demonstrated ability to coach, influence, and build credibility with frontline associates, supervisors, plant leaders, and cross-functional partners. Strong capability-building mindset with experience developing leaders, strengthening teams, and supporting education and training systems. Data-driven problem solver with the ability to analyze workforce trends, diagnose root causes, and drive practical improvement actions. Ability to lead through change, ambiguity, and competing priorities while maintaining accountability, resilience, and sound judgment. Effective communication, facilitation, stakeholder management, and conflict resolution skills. Working knowledge of manufacturing systems, operational excellence, IWS, lean practices, or processing and packaging environments preferred. Ability to support a 24/7 manufacturing environment as business needs dictate.
We could also convert those into- for requirements. The instruction says use
- for any list of duties/requirements/benefits. So we should convert Education & Experience and Knowledge, Skills & Abilities into lists.
Thus:
About You
Education & Experience
- for any list of duties/requirements/benefits. So we should convert Education & Experience and Knowledge, Skills & Abilities into lists.
Thus:
. For requirements (Education & Experience, Knowledge, Skills & Abilities) we could format as
- if they are list-like. They are sentences separated by periods; could be turned into list items. But instruction: use
- for any list of duties/requirements/benefits. So we should convert those to lists.
We must preserve all substantive information; do not invent or summarize away detail. So we need to keep all details.
We need to remove boilerplate: EEO statement, California Data Privacy Law, etc. Also remove duplicated lines. Also remove "About us" maybe keep as it's substantive? It describes company; it's substantive. Keep.
We must not include navigation, cookie, legal, EEO, scam-warning. So remove the EEO paragraph and California Data Privacy Law.
Also remove "One Planet. One Health BY YOU." maybe part of marketing but it's substantive? It's a tagline; could keep but it's not essential. Might be considered boilerplate? It's part of "About us" maybe keep.
We need to output only HTML fragment.
Let's structure:
- . For the "Why This Opportunity?" bullet list, we should output a
Education & Experience
then a- list.
Similarly for Knowledge, Skills & Abilities.
Thus:
About You
Education & Experience
- Bachelor’s degree in human resources, Business, Industrial/Labor Relations, Organizational Development, or a related field required
- 8+ years of progressive HR experience required, preferably in a manufacturing, supply chain, or food and beverage CPG environment, required
- Demonstrated experience leading employee relations, labor relations, performance management, investigations, and organizational change, required
- Experience partnering with plant leadership teams and operating in a fast-paced, 24/7 manufacturing environment strongly preferred
- At least 5 years of experience in a union environment to include labor relations, collective bargaining agreement administration, grievance management, and/or