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INTRODUCTION

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