Overview

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.

Responsibilities

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 insight

Qualifications

• 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

  Critical Experience Requirements

  • 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