POSITION SUMMARY

The HR Manager at Detroit Thermal Systems (DTS) serves as a strategic and operational business partner to plant leadership, supporting a large-scale, complex, and fast-paced manufacturing environment. This role is responsible for driving end-to-end HR execution at the site, including employee relations, talent development, labor relations, workforce planning, and organizational effectiveness. The HR Manager plays a critical role in enabling plant performance during launch, ramp-up, and steady-state operations, ensuring the organization has the leadership, capability, and culture required to perform at a high level.

The ideal candidate is a hands-on HR leader who thrives in dynamic, high-pressure environments, demonstrates strong business acumen, and can influence leaders to drive accountability, engagement, and performance across the plant.

ESSENTIAL DUTIES AND RESPONSIBILITIES (Include but are not limited to):

Strategic HR Business Partnership

• Partner closely with the Plant Manager and site leadership team to align HR strategy with operational and business objectives
• Act as a trusted advisor to leaders on:
  • Organizational effectiveness
  • Workforce planning
  • Leader capability and performance
• Support plant execution by ensuring the organization is staffed, structured, and operating effectively

Plant Support - Launch, Ramp & Operations

• Support HR execution through plant launch, ramp-up, and stabilization phases
• Ensure readiness across:
  • Workforce planning and onboarding
  • Leadership capability and training
  • Culture and engagement
• Partner with leadership to drive accountability and ownership during high-pressure operational periods

Employee & Labor Relations

• Lead all aspects of employee relations, including:
  • Investigations
  • Corrective actions
  • Performance management
  • Terminations
• Partner with plant leadership on labor relations and collective bargaining agreement compliance
• Coach leaders through complex employee situations, ensuring consistency and fairness

Talent Management & Development

• Lead and execute performance management processes, including:
  • Coaching leaders on performance conversations
  • Developing performance improvement plans (PIPs)
  • Supporting talent reviews
• Drive succession planning and leadership development across all levels
• Ensure the plant is building a sustainable talent pipeline

Workforce Planning & Staffing

• Identify staffing needs and partner with Corporate Talent Acquisition for hiring execution
• Use data and workforce analytics to support planning and decision-making
• Ensure the plant is staffed appropriately to meet operational demand

HR Operations & Employee Lifecycle

• Oversee and manage all aspects of the employee lifecycle, including:
  • Onboarding
  • Development
  • Retention
  • Offboarding
• Serve as subject matter expert for HR systems and processes
• Ensure accuracy and compliance in all HR administrative processes

Culture, Engagement & Communication

• Drive a strong, engaged workforce aligned with One Piston culture and values
• Act as cultural ambassador, reinforcing:
  • Accountability
  • Respect for people
  • Operational excellence
• Partner with leadership to maintain high levels of employee engagement and communication

Training & Organizational Capability

• Coordinate and deliver management training on:
  • Leadership development
  • Performance management
  • Employee relations
  • Compliance and workplace standards
• Enable leaders to effectively manage teams in a fast-paced, operational environment

Safety & Compliance Partnership

• Partner with EHS leadership to support safe workplace practices
• Ensure compliance with:
  • OSHA and regulatory requirements
  • Company policies
• Reinforce safety as a core component of plant culture

Compensation, Benefits & Market Competitiveness

• Administer site-level compensation and benefits programs
• Partner with Finance and Corporate HR to resolve employee inquiries
• Support market competitiveness through:
  • Wage analysis
  • Local market insights

REQUIRED EDUCATION & EXPERIENCE

• Bachelor's degree in Human Resources, Business Administration, or related field
• Minimum 8+ years of progressive HR experience, preferably in manufacturing environments
• Experience supporting plant operations and leadership teams in a manufacturing setting
• Strong experience in:

• Employee relations
• Labor relations (union environment preferred)
• Performance management

• Demonstrated business and financial acumen, with the ability to connect HR decisions to operational outcomes
• Proven experience supporting fast-paced, high-pressure manufacturing environments (including launch, ramp-up, or transformation settings)
• Demonstrated ability to influence leaders and drive accountability without direct authority
• Experience partnering with plant leadership to support organizational readiness, performance, and engagement
• Strong capability in managing complex employee and labor relations issues
• Ability to balance strategic HR partnership with hands-on execution

Critical Experience Requirements

PREFERRED QUALIFICATIONS

• Automotive industry (OEM or Tier 1) experience
• Experience supporting high automation / advanced manufacturing environments
• Six Sigma Black Belt or Lean certification
• Experience in unionized manufacturing environments

WORK ENVIRONMENT

This role operates within a manufacturing environment and requires frequent presence on the plant floor. The HR Manager must be comfortable working in a fast-paced, operational setting, supporting both leadership teams and hourly workforce in real time.