The Human Resources Manager will lead and coordinate Minth North America's centralized HR Centers of Excellence while serving as a trusted resource to HR teams across the United States and Canada. This role is ideal for a well-rounded HR leader who enjoys building structure, developing teams, solving complex problems, and turning HR strategy into practical and sustainable processes.

The position will provide day-to-day leadership and governance for North America HR programs, including policy, recruiting, compensation, immigration, benefits, and the HR Shared Services Center. Each function will be supported by assigned specialists who are responsible for routine program administration and execution. The MNA HR Manager will establish priorities, clarify ownership, coordinate work across functions, monitor results, resolve escalations, and ensure consistent service to the business.

The HR Manager will also serve as the primary policy and technical resource for local HR teams. The position will support the Talent Development Review process, compensation actions, salaried employee reviews, organizational changes, policy interpretation, and proposed terminations. The Manager will help local HR teams navigate complex situations while ensuring decisions are legally compliant, internally consistent, properly documented, and aligned with North America HR strategy.

The position will lead the overall recruiting function while personally managing a focused group of HR leadership, corporate leadership, confidential, and business-critical searches. Assigned recruiters will manage routine recruiting activity and the majority of professional, technical, hourly, and site-level openings.

Working closely with the MNA HR Director, this position will help build the HR infrastructure, operating discipline, and functional capabilities needed to support Minth's continued growth throughout North America.

This is a 100% on-site position based at the Minth North America headquarters in Wixom, Michigan. Regular in-person collaboration with the North America HR team and corporate leadership is an essential responsibility of the position. This position is not remote or hybrid.

Essential Duties and Responsibilities

1. Center of Excellence Leadership and Governance

• Lead and coordinate the North America HR Centers of Excellence, including:

• • HR policy and governance
  • Talent acquisition and recruiting
  • Compensation
  • Immigration and global mobility support
  • Employee benefits
  • HR Shared Services Center
  • Other centralized HR programs assigned by the MNA HR Director

• Establish priorities, responsibilities, service expectations, operating procedures, and accountability measures for each function.
• Lead the COEs through assigned functional specialists who are responsible for routine administration, case management, transactions, employee support, reporting, and program execution.
• Provide direction, coaching, prioritization, and escalation support without unnecessarily assuming work that belongs to the assigned functional specialist.
• Ensure COE specialists operate as responsive and practical internal partners to local HR teams, business leaders, and employees.
• Coordinate work across the COEs so HR programs operate as one connected HR support organization rather than as disconnected functions.
• Establish clear decision rights and escalation paths between COE specialists, local HR teams, business leaders, and the MNA HR Director.
• Develop appropriate metrics, service expectations, calendars, and reporting mechanisms to measure performance and identify gaps.
• Review trends, recurring problems, service breakdowns, and compliance concerns and assign appropriate corrective actions.
• Coach, develop, and hold COE employees accountable for timely, accurate, and professional support.
• Create scalable processes capable of supporting new facilities, organizational growth, and the continued development of the North America HR organization.
• Identify opportunities to improve efficiency through automation, standardized workflows, technology, self-service resources, and clearer ownership.

2. HR Policy Ownership and Governance

• Serve as the primary North America resource for HR policy interpretation, development, implementation, and administration.
• Lead the development, revision, and maintenance of compliant HR policies, employee handbooks, procedures, templates, and supporting guidance.
• Provide local HR teams and managers with practical guidance on how policies should be interpreted and applied.
• Serve as the policy expert for local HR teams that need knowledgeable support when handling unfamiliar, complex, or high-risk situations.
• Promote consistent policy administration across sites while recognizing legitimate differences in federal, state, provincial, and local requirements.
• Review requests for policy exceptions and provide recommendations to the MNA HR Director.
• Maintain appropriate policy approval, version-control, communication, acknowledgment, and recordkeeping processes through assigned HR resources.
• Monitor changes in employment laws and coordinate policy updates with legal counsel, local HR, Benefits, Payroll, and business leadership.
• Develop tools such as policy guides, decision trees, frequently asked questions, standard forms, and manager resources.
• Ensure policy decisions appropriately balance legal compliance, employee fairness, operational needs, and organizational consistency.

3. Recruiting and Talent Acquisition Leadership

• Lead the North America recruiting function and ensure recruiting resources are aligned with business priorities.
• Establish consistent processes for requisition approval, job posting, candidate sourcing, interviewing, selection, offers, pre-employment requirements, and onboarding handoffs.
• Provide day-to-day direction and priorities to assigned recruiters.
• Personally lead or directly participate in searches involving:

• • HR leadership positions
  • Corporate leadership positions
  • Confidential replacements or organizational changes
  • Business-critical positions
  • Other priority searches assigned by the MNA HR Director

• For these selected searches, personally assist with sourcing strategy, candidate outreach, interviews, candidate assessment, selection recommendations, and offer development.
• Assigned recruiters will manage routine recruiting activity and the majority of professional, technical, hourly, and site-level openings.
• Partner with plant HR and business leaders to establish recruiting priorities for critical vacancies, launch staffing, difficult-to-fill positions, and leadership succession needs.
• Monitor vacancy aging, time to fill, candidate flow, offer acceptance, hiring quality, sourcing effectiveness, and recruiter workload.
• Support workforce planning for new facilities, expansions, organizational changes, and critical talent needs.
• Ensure recruiting practices comply with applicable equal employment opportunity, pay-transparency, recordkeeping, immigration, and employment requirements.
• Strengthen the company's recruiting capabilities through appropriate technology, sourcing tools, agency management, university relationships, community partnerships, professional networks, and employer-branding initiatives.

4. Compensation Administration and Review

• Lead the consistent administration and governance of North America compensation programs.
• Serve as a central review point for:

• • New-hire salary recommendations
  • Promotional increases
  • Merit increases
  • Market adjustments
  • Retention adjustments
  • Job-level and title changes
  • Incentive and bonus recommendations
  • Internal-equity concerns
  • Compensation exceptions

• Review compensation proposals for market competitiveness, internal equity, organizational consistency, budget impact, and legal compliance.
• Ensure assigned compensation or HR resources maintain compensation structures, job levels, salary ranges, approval standards, and supporting documentation.
• Partner with Finance, Payroll, local HR, and business leaders during annual merit, bonus, and workforce-planning cycles.
• Provide the MNA HR Director with clear recommendations and supporting analysis for significant or exceptional compensation decisions.
• Help prevent inconsistent titles, salaries, job levels, and compensation commitments across North America locations.

5. Talent Development Review Process

• Coordinate and support the North America Talent Development Review process across all sites and functions.
• Establish the annual TDR calendar, required materials, preparation standards, calibration process, and follow-up expectations.
• Train and support local HR teams and business leaders on talent assessment, performance differentiation, potential assessment, succession planning, and employee development.
• Facilitate or support talent-review meetings and ensure discussions result in specific decisions and actions.
• Ensure every identified critical-role gap, succession risk, high-potential employee, retention concern, or performance issue has a documented action, responsible owner, and expected completion date.
• Track completion of development plans, succession actions, retention measures, performance interventions, and other TDR commitments.
• Promote fair and consistent talent assessments across different sites, functions, and leadership teams.
• Prepare consolidated North America talent reports and executive summaries for the MNA HR Director and senior leadership.
• Connect TDR outcomes to succession planning, leadership development, recruiting priorities, retention actions, and future organizational needs.

6. Salaried Employee and Organizational Reviews

• Provide centralized HR review and guidance for significant salaried employee actions.
• Review proposed:

• • Salaried employee hires
  • Promotions and demotions
  • Job-title or level changes
  • Compensation adjustments
  • Organizational restructures
  • Position eliminations
  • Performance improvement plans
  • Final written warnings
  • Separation agreements
  • Involuntary terminations

• Evaluate whether proposed actions are supported by appropriate documentation, consistent with policy, and aligned with prior company practices.
• Identify potential legal, employee-relations, retaliation, discrimination, wage-and-hour, contractual, immigration, or precedent-setting risks.
• Coordinate with legal counsel when an action presents heightened risk or requires specialized legal review.
• Ensure required approvals are obtained before commitments are communicated or employment actions are implemented.
• Maintain confidentiality and appropriate records for sensitive employee matters.
• The MNA HR Manager will not replace local HR's responsibility for fact-finding, documentation, employee relations, or site-level execution. The position will provide an additional level of technical review, consistency, risk assessment, and governance.

7. Immigration and Global Mobility Governance

• Provide leadership and governance for North America immigration and global-mobility support.
• The assigned immigration specialist will be responsible for routine case administration, documentation, employee communication, case tracking, and coordination with immigration counsel.
• The MNA HR Manager will:

• • Establish priorities and operating expectations
  • Review escalated or unusual cases
  • Monitor legal compliance and case status
  • Resolve ownership or service issues
  • Ensure appropriate business and financial approvals
  • Escalate significant risks to the MNA HR Director
  • Coordinate with legal counsel when necessary

• Ensure the organization maintains visibility of active cases, visa classifications, expiration dates, required filings, work authorization, costs, and responsible parties.
• Ensure employees do not begin or continue working without appropriate authorization.
• Support compliant international assignments, intracompany transfers, business travel, and other global-mobility activities.
• Provide leaders with realistic guidance regarding immigration options, requirements, timelines, risks, and business responsibilities.
• Ensure periodic audits of immigration and work-authorization records are completed and identified concerns are promptly addressed.

8. Employee Benefits Governance

• Provide leadership and governance for the consistent administration and communication of North America employee benefit programs.
• Assigned benefits specialists and external vendors will be responsible for routine administration, employee inquiries, enrollment support, case resolution, and vendor coordination.
• The MNA HR Manager will monitor service quality, resolve significant escalations, establish priorities, and ensure appropriate accountability.
• Partner with benefits employees, brokers, carriers, vendors, Payroll, Finance, and local HR to address recurring problems and improve service.
• Oversee annual enrollment, benefit renewals, employee communications, plan changes, vendor reviews, and compliance requirements.
• Help evaluate benefit programs for competitiveness, affordability, employee value, and organizational sustainability.
• Ensure benefit decisions and communications are accurate, properly approved, and consistent with applicable plan documents and legal requirements.
• Support the MNA HR Director with benefit strategy, cost analysis, executive recommendations, and significant employee escalations.

9. HR Shared Services Center

• Lead and govern the HR Shared Services Center and establish consistent standards for transactional HR support.
• Assigned Shared Services employees will perform routine transactions, data changes