Join the Team That Fuels Your Favorite Beverages
At Wis-Pak, we're more than just a manufacturer--we're the driving force behind some of the most recognized and loved beverage brands in the country, including Pepsi-Cola, Mountain Dew, Lipton Iced Tea, Aquafina, Vita Ice, Klarbrunn, and Bubbl'r. Chances are, you've enjoyed one of our products at your favorite restaurant or picked one up at your local store.
As a billion-dollar organization, we're growing fast and innovating even faster. We're looking for passionate, forward-thinking individuals who want to make a real impact. If you're ready to help shape the future of manufacturing and distribution, Wis-Pak is the place for you.
Why You'll Love Working Here
We believe in taking care of our people. Here's what you can expect:
- Generous Paid Time Off
- Comprehensive Medical, Dental & Vision Coverage
- Flexible Spending Accounts
- Critical Illness & Accident Coverage
- Life Insurance
- Short & Long-Term Disability
- 401(K) with Profit Sharing
- Parental Leave
- Tuition Reimbursement
- Paid Holidays
What We're Looking For:
Leads field HR execution across a 7-site manufacturing footprint while owning the enterprise employee relations (ER) and HR compliance function. Manages and develops Site HR Managers and ensures consistent, legally compliant people practices across locations, shifts, and leaders. Serves as the escalation point for complex investigations, high-risk employment decisions, and compliance readiness.
What You'll Do:
Field HR Leadership
- Lead and standardize HR execution across all sites
- Coach, develop, and performance-manage Site HR Managers to ensure strong floor presence and consistent practices.
- Ensure site HR coverage plans for peak periods, off-shifts, and urgent ER/compliance matters.
- Drive consistency in onboarding execution, attendance/performance coaching practices, and documentation quality.
Employee Relations
- Own ER standards: investigation approach, discipline consistency, documentation, and escalation thresholds.
- Lead or oversee complex investigations (harassment, retaliation, workplace violence threats, major policy violations) and advise on outcomes.
- Partner with Operations leadership on corrective action decisions, termination risk assessment, and consistent application of policy.
- Maintain ER case management cadence (intake, triage, timelines, outcomes, trend reporting).
- Recommend or approve ER outcomes within delegated authority (discipline levels, final written warnings, terminations) based on company policy and risk thresholds.
- Set ER investigation standards and compliance audit schedules.
- Require corrective action plans from site leadership for repeated compliance or ER failures.
- Lead initiatives to strengthen culture, retention, and employee engagement.
HR Compliance & Policy Governance
- Oversee companywide performance review cycles.
- Oversite of HR compliance readiness across locations (EEO, wage and hour fundamentals, I-9, required postings, record retention).
- Maintain HR policies/handbook content with the HR Director; ensure local rollouts and leader understanding.
- Lead internal audits of HR practices (I-9s, personnel files, training completion, attendance policy application).
- Coordinate responses to employment claims and agency inquiries (working with legal counsel as required).
DISCLAIMER: The information listed above is not intended to be an all-inclusive job description. A full list of duties and responsibilities for this position is available upon request.
You'll Bring:
- Bachelor’s degree in human resources or related field
- Applicants must be authorized to work in the United States on a permanent basis. The company will not sponsor employment visas now or in the future
- PHR or SPHR
- 8+ years progressive HR experience, including multi-site manufacturing and/or distribution environments.
- Demonstrated expertise in employee relations investigations, corrective action frameworks, and risk-based decision-making.
- Strong working knowledge of core HR compliance (EEO, ADA, FMLA process, wage and hour fundamentals, I-9).
- Proven people leadership experience managing HR staff across multiple locations.
- Experience building standardized ER case management processes and compliance audit programs.
- Exposure to workers’ compensation and return-to-work coordination (even if not the primary owner).
- Comfort operating in fast-paced hourly environments (multiple shifts, peaks, attendance volatility).
- Proven ability to operate in fast-paced hourly environments with multiple shifts and high operational urgency.
Wis-Pak/WP Beverage is an equal opportunity employer that complies with EEOC rules and regulations.
We use E-Verify to confirm the identity and employment eligibility of all new hires.
Ready to lead with heart and strategy? Apply today and become a key part of the Wis-Pak team as we refresh the world - one bottle at a time!
What We Do
Wis-Pak was founded in 1969 to provide a centralized supply of canned soft drink products to its owners. A building was constructed in Watertown, Wisconsin, and equipped with a can line. Production began in 1970.
Wis-Pak has since become one of the largest and most successful cooperative companies in the soft drink industry. Wis-Pak is owned by 37 Shareholders, representing 65 Pepsi-Cola franchises. Their franchises cover parts of Alabama, Arizona, Florida, Illinois, Indiana, Iowa, Kansas, Kentucky, Louisiana, Michigan, Minnesota, Mississippi, Missouri, Nebraska, North Dakota, Oklahoma, South Dakota, Tennessee, Texas, and Wisconsin. The wholly-owned subsidiaries include eight filling plants, a transportation company, a bottled water company, and a company for centralized administration.
In 2004, Wis-Pak formed a majority-owned subsidiary, WP Beverages, LLC, to purchase the Pepsi-Cola franchise operations of Madison, Wisconsin and Rockford, Illinois. Additional franchises acquired by WP Beverages include Iron Mountain, MI (2006), Mitchell, SD (2008), Park Falls, WI (2017), Rock Island, IL (2018), and Green Bay, WI (2019).
