Human Resources Assistant Jobs in Indiana
Human Resources Assistant jobs in Indiana are consistently active, with steady demand across manufacturing, healthcare, logistics, and higher education, a mix that reflects the state's broad industrial base and draws candidates at every level from entry-level coordinators to experienced HR generalists. Indianapolis, Fort Wayne, and South Bend anchor most of the hiring activity, and large employers like Eli Lilly, Cummins, and Indiana University Health maintain ongoing HR assistant needs across their operations statewide. The most in-demand specialties include benefits administration, HRIS data entry, onboarding coordination, and employee relations support. See the openings below and apply to the ones that match your experience.
Find JobsOverview
Open roles103+
Top employerFort Wayne Community Schools
Top cityIndianapolis, IN
Cities hiring41
Work type95% On-site
Top industryEducation
Showing 4 of 103+ Human Resources Assistant jobs
Human Resources Manager
We won't show you this job again
New 18h ago
Schafer Industries
Human Resources Manager
South Bend, Indiana
New 18h ago
HR Partner, Human Resources
We won't show you this job again
Added 1d ago
Amazon.com
HR Partner, Human Resources
Bristol, Indiana
Added 1d ago
Human Resources Director - Automotive Parts Manufacturer (36567)
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Added 1d ago
Activ8 Chicago
Human Resources Director - Automotive Parts Manufacturer (36567)
Columbus, Indiana
Added 1d ago
Senior Human Resources Manager
We won't show you this job again
Added 1d ago
SHEIN
Senior Human Resources Manager
Indianapolis, Indiana
Added 1d ago
New 18h ago
Human Resources Manager
Schafer Industries·South Bend, Indiana
Job functions:
Master's degree in business administration
201-500 employees
Job Description
Human Resources Manager
Position Summary
Overview/Qualifications/Responsibilities
Company Overview:
Schafer Industries is a premier supplier of off-highway axles and differentiated precision gearing solutions. Established in 1934, Schafer Industries has locations in South Bend, IN, Roscoe, IL, Fredericktown, OH and Blacklick, OH. Schafer Industries is one of the few manufacturers of integrated axle solutions in the off-highway electric vehicle market. Schafer serves customers in a variety of end markets including off-highway vehicles, recreational vehicles, aerospace, defense, oil & gas, material handling, powertrain, electric mobility, heavy duty trucking, agriculture, and construction. Our mission is to leverage world class capabilities to deliver superior products and services to maximize the value for our customers, employees, shareholders, and communities.
Why Work at Schafer Industries?
- We are a growth-oriented company with a diversified customer base.
- We are committed to a culture of safety and continuous improvement.
- You will enjoy a collaborative work environment where your talents and opinions matter.
- We provide training as well as opportunities to work on projects in support of your career development.
- You will quickly see your impact when working with the team.
- We live our values of Safety, Integrity, Responsibility to Others, Customer Focus, Continuous Improvement and Accountability in all that we do.
- We have competitive pay and benefits to include 401(k) match and tuition reimbursement.
The Human Resources Manager serves as the Human Resources leader for a high-volume manufacturing facility and is responsible for developing and executing workforce strategies that support business objectives, operational excellence, e
employee engagement, regulatory compliance, and organizational growth.
This role serves as both the senior Human Resources leader and the site Safety Leader, responsible for driving workforce strategy, talent acquisition, employee relations, safety performance, compliance, risk management, and organizational effectiveness. The HR Manager partners closely with executive leadership and operations management to ensure the organization attracts, develops, engages, and retains a high-performing workforce while maintaining a safe, productive, and legally compliant workplace.
The ideal candidate is a strategic thinker with exceptional critical thinking skills, strong business acumen, extensive manufacturing recruiting experience, deep knowledge of employment law, and the ability to influence leaders at all levels of the organization.
Essential Duties and Responsibilities
Strategic HR Leadership
- Partner with executive leadership, plant leadership, and department managers to align human resources strategies with business objectives.
- Serve as a key member of the site leadership team, providing guidance on workforce planning, organizational effectiveness, talent management, employee engagement, and risk mitigation.
- Develop and execute HR initiatives that support business growth, operational excellence, productivity, and workforce stability.
- Analyze workforce metrics including turnover, retention, absenteeism, overtime, recruiting effectiveness, employee engagement, and productivity trends.
- Develop actionable solutions to address workforce challenges and organizational risks.
- Lead succession planning and workforce development initiatives.
- Drive continuous improvement in HR processes, systems, policies, and programs.
- Establish HR as a trusted business partner to employees, leaders, and stakeholders throughout the organization.
Talent Acquisition & Workforce Planning
- Develop and execute recruiting strategies to attract skilled manufacturing talent.
- Lead recruiting efforts for machinists, CNC operators, maintenance technicians, engineers, supervisors, programmers, and other technical manufacturing positions.
- Build and maintain talent pipelines through technical schools, workforce development organizations, industry associations, community partnerships, and referral programs.
- Ensure staffing levels adequately support production demands while maintaining hiring quality standards.
- Partner with operations leaders to anticipate future workforce needs and develop proactive staffing solutions.
- Oversee and continuously improve onboarding processes that support employee retention and engagement.
- Monitor recruiting metrics and implement strategies to improve hiring effectiveness and reduce vacancies.
Employee Relations & Employment Law
- Serve as the organization's primary subject matter expert on employment law, HR compliance, and employee relations.
- Lead and oversee investigations involving policy violations, misconduct, harassment, discrimination, retaliation, workplace conflict, and employee complaints.
- Provide guidance and coaching to leaders regarding performance management, corrective action, disciplinary processes, and terminations.
- Ensure compliance with all applicable federal, state, and local employment regulations.
- Administer and oversee compliance related to FMLA, ADA, FLSA, EEOC, workers' compensation, unemployment claims, and other employment-related requirements.
- Develop, maintain, and communicate HR policies and procedures.
- Minimize organizational risk through consistent policy application and sound employee relations practices.
Employee Engagement & Culture
- Develop and lead employee engagement strategies that improve retention, morale, communication, and organizational culture.
- Create recognition and reward programs that support employee appreciation and performance.
- Lead employee engagement events, service awards programs, celebrations, and workforce appreciation initiatives.
- Evaluate employee feedback and engagement data to identify opportunities for improvement.
- Develop action plans that enhance employee satisfaction and strengthen company culture.
- Foster a culture of accountability, teamwork, respect, inclusion, and continuous improvement.
Performance Management & Organizational Development
- Lead and continuously improve the organization's performance management processes.
- Coach managers and supervisors in employee development, accountability, feedback, and performance improvement.
- Develop leadership development programs and succession planning initiatives.
- Support employee career development and advancement opportunities.
- Identify organizational capability gaps and implement development strategies.
- Promote a performance-driven culture focused on achieving business objectives and employee growth.
Safety Leadership, Compliance & Risk Management
- Lead the site's safety program and champion a culture where safety is a core organizational value.
- Chair and lead the Safety Committee.
- Partner with operations leadership to improve safety performance and reduce workplace incidents.
- Ensure compliance with OSHA and all applicable workplace safety regulations.
- Oversee OSHA recordkeeping, reporting, audits, and regulatory submissions.
- Direct workers' compensation claims administration and return-to-work programs.
- Investigate workplace incidents and partner with leadership to implement corrective actions.
- Track, analyze, and report safety metrics, near misses, injuries, and trends.
- Develop and implement safety training programs and employee awareness initiatives.
- Support compliance with ISO, AS9100, and other quality system requirements.
- Drive continuous improvement efforts related to workplace safety and risk reduction.
HR Operations & Total Rewards
- Oversee payroll support, benefits administration, leave management, HRIS systems, and employee records.
- Lead annual benefits enrollment and employee education initiatives.
- Ensure accurate and compliant maintenance of personnel records and documentation.
- Develop and maintain HR policies, procedures, and standard work practices.
- Ensure HR processes comply with legal, regulatory, and organizational requirements.
- Monitor HR audits and implement corrective actions as needed.
- Evaluate and improve HR systems and service delivery processes.
Leadership & Team Development
- Lead, mentor, and develop HR team members.
- Establish performance expectations, goals, and accountability measures.
- Foster a customer-service-oriented HR function focused on responsiveness, problem-solving, and partnership.
- Develop bench strength within the HR department.
- Promote continuous learning and professional development among HR staff.
Minimum Qualifications
- Bachelor's degree in Human Resources, Business Administration, Organizational Leadership, or related field required.
- Minimum of 10 years of progressive Human Resources leadership experience within a manufacturing environment.
- Demonstrated experience leading and developing HR teams in a high-volume manufacturing setting.
- Strong strategic leadership capabilities with the ability to align workforce strategies to business objectives.
- Exceptional critical thinking, analytical, problem-solving, and decision-making skills.
- Extensive experience recruiting and retaining skilled hourly manufacturing talent, including machinists, CNC operators, maintenance technicians, production technicians, and other difficult-to-fill technical positions.
- Proven ability to influence leaders at all levels of an organization and drive organizational change.
- Comprehensive knowledge of federal, state, and local employment laws and regulations.
- Experience leading site safety programs directly or indirectly, including safety culture development, workers' compensation management, regulatory compliance, and risk reduction initiatives.
- Strong employee relations, workplace investigation, and conflict resolution experience.
- Proficiency with HRIS, payroll, recruiting, and workforce management systems.
Preferred Qualifications
- Master's degree in Human Resources, Business Administration, Organizational Leadership, or related field.
- SHRM-SCP, SPHR, or equivalent senior-level HR certification highly preferred.
- Experience in ISO, AS9100, highly regulated, or advanced manufacturing environments.
- Experience leading organizational change, workforce transformation, and continuous improvement initiatives.
- Experience with ADP Workforce Now or comparable HRIS platforms.
Core Competencies
- Strategic Leadership
- Critical Thinking & Business Acumen
- Employment Law Expertise
- Employee Relations Leadership
- Talent Acquisition & Workforce Planning
- Safety Leadership & Risk Management
- Influencing & Relationship Building
- Conflict Resolution
- Organizational Development
- Change Management
Schafer Industries
Human Resources Manager
South Bend, Indiana
New 18h ago201-500 employees
Job functions:
Master's degree in business administration
Job Description
Human Resources Manager
Position Summary
Overview/Qualifications/Responsibilities
Company Overview:
Schafer Industries is a premier supplier of off-highway axles and differentiated precision gearing solutions. Established in 1934, Schafer Industries has locations in South Bend, IN, Roscoe, IL, Fredericktown, OH and Blacklick, OH. Schafer Industries is one of the few manufacturers of integrated axle solutions in the off-highway electric vehicle market. Schafer serves customers in a variety of end markets including off-highway vehicles, recreational vehicles, aerospace, defense, oil & gas, material handling, powertrain, electric mobility, heavy duty trucking, agriculture, and construction. Our mission is to leverage world class capabilities to deliver superior products and services to maximize the value for our customers, employees, shareholders, and communities.
Why Work at Schafer Industries?
- We are a growth-oriented company with a diversified customer base.
- We are committed to a culture of safety and continuous improvement.
- You will enjoy a collaborative work environment where your talents and opinions matter.
- We provide training as well as opportunities to work on projects in support of your career development.
- You will quickly see your impact when working with the team.
- We live our values of Safety, Integrity, Responsibility to Others, Customer Focus, Continuous Improvement and Accountability in all that we do.
- We have competitive pay and benefits to include 401(k) match and tuition reimbursement.
The Human Resources Manager serves as the Human Resources leader for a high-volume manufacturing facility and is responsible for developing and executing workforce strategies that support business objectives, operational excellence, e
employee engagement, regulatory compliance, and organizational growth.
This role serves as both the senior Human Resources leader and the site Safety Leader, responsible for driving workforce strategy, talent acquisition, employee relations, safety performance, compliance, risk management, and organizational effectiveness. The HR Manager partners closely with executive leadership and operations management to ensure the organization attracts, develops, engages, and retains a high-performing workforce while maintaining a safe, productive, and legally compliant workplace.
The ideal candidate is a strategic thinker with exceptional critical thinking skills, strong business acumen, extensive manufacturing recruiting experience, deep knowledge of employment law, and the ability to influence leaders at all levels of the organization.
Essential Duties and Responsibilities
Strategic HR Leadership
- Partner with executive leadership, plant leadership, and department managers to align human resources strategies with business objectives.
- Serve as a key member of the site leadership team, providing guidance on workforce planning, organizational effectiveness, talent management, employee engagement, and risk mitigation.
- Develop and execute HR initiatives that support business growth, operational excellence, productivity, and workforce stability.
- Analyze workforce metrics including turnover, retention, absenteeism, overtime, recruiting effectiveness, employee engagement, and productivity trends.
- Develop actionable solutions to address workforce challenges and organizational risks.
- Lead succession planning and workforce development initiatives.
- Drive continuous improvement in HR processes, systems, policies, and programs.
- Establish HR as a trusted business partner to employees, leaders, and stakeholders throughout the organization.
Talent Acquisition & Workforce Planning
- Develop and execute recruiting strategies to attract skilled manufacturing talent.
- Lead recruiting efforts for machinists, CNC operators, maintenance technicians, engineers, supervisors, programmers, and other technical manufacturing positions.
- Build and maintain talent pipelines through technical schools, workforce development organizations, industry associations, community partnerships, and referral programs.
- Ensure staffing levels adequately support production demands while maintaining hiring quality standards.
- Partner with operations leaders to anticipate future workforce needs and develop proactive staffing solutions.
- Oversee and continuously improve onboarding processes that support employee retention and engagement.
- Monitor recruiting metrics and implement strategies to improve hiring effectiveness and reduce vacancies.
Employee Relations & Employment Law
- Serve as the organization's primary subject matter expert on employment law, HR compliance, and employee relations.
- Lead and oversee investigations involving policy violations, misconduct, harassment, discrimination, retaliation, workplace conflict, and employee complaints.
- Provide guidance and coaching to leaders regarding performance management, corrective action, disciplinary processes, and terminations.
- Ensure compliance with all applicable federal, state, and local employment regulations.
- Administer and oversee compliance related to FMLA, ADA, FLSA, EEOC, workers' compensation, unemployment claims, and other employment-related requirements.
- Develop, maintain, and communicate HR policies and procedures.
- Minimize organizational risk through consistent policy application and sound employee relations practices.
Employee Engagement & Culture
- Develop and lead employee engagement strategies that improve retention, morale, communication, and organizational culture.
- Create recognition and reward programs that support employee appreciation and performance.
- Lead employee engagement events, service awards programs, celebrations, and workforce appreciation initiatives.
- Evaluate employee feedback and engagement data to identify opportunities for improvement.
- Develop action plans that enhance employee satisfaction and strengthen company culture.
- Foster a culture of accountability, teamwork, respect, inclusion, and continuous improvement.
Performance Management & Organizational Development
- Lead and continuously improve the organization's performance management processes.
- Coach managers and supervisors in employee development, accountability, feedback, and performance improvement.
- Develop leadership development programs and succession planning initiatives.
- Support employee career development and advancement opportunities.
- Identify organizational capability gaps and implement development strategies.
- Promote a performance-driven culture focused on achieving business objectives and employee growth.
Safety Leadership, Compliance & Risk Management
- Lead the site's safety program and champion a culture where safety is a core organizational value.
- Chair and lead the Safety Committee.
- Partner with operations leadership to improve safety performance and reduce workplace incidents.
- Ensure compliance with OSHA and all applicable workplace safety regulations.
- Oversee OSHA recordkeeping, reporting, audits, and regulatory submissions.
- Direct workers' compensation claims administration and return-to-work programs.
- Investigate workplace incidents and partner with leadership to implement corrective actions.
- Track, analyze, and report safety metrics, near misses, injuries, and trends.
- Develop and implement safety training programs and employee awareness initiatives.
- Support compliance with ISO, AS9100, and other quality system requirements.
- Drive continuous improvement efforts related to workplace safety and risk reduction.
HR Operations & Total Rewards
- Oversee payroll support, benefits administration, leave management, HRIS systems, and employee records.
- Lead annual benefits enrollment and employee education initiatives.
- Ensure accurate and compliant maintenance of personnel records and documentation.
- Develop and maintain HR policies, procedures, and standard work practices.
- Ensure HR processes comply with legal, regulatory, and organizational requirements.
- Monitor HR audits and implement corrective actions as needed.
- Evaluate and improve HR systems and service delivery processes.
Leadership & Team Development
- Lead, mentor, and develop HR team members.
- Establish performance expectations, goals, and accountability measures.
- Foster a customer-service-oriented HR function focused on responsiveness, problem-solving, and partnership.
- Develop bench strength within the HR department.
- Promote continuous learning and professional development among HR staff.
Minimum Qualifications
- Bachelor's degree in Human Resources, Business Administration, Organizational Leadership, or related field required.
- Minimum of 10 years of progressive Human Resources leadership experience within a manufacturing environment.
- Demonstrated experience leading and developing HR teams in a high-volume manufacturing setting.
- Strong strategic leadership capabilities with the ability to align workforce strategies to business objectives.
- Exceptional critical thinking, analytical, problem-solving, and decision-making skills.
- Extensive experience recruiting and retaining skilled hourly manufacturing talent, including machinists, CNC operators, maintenance technicians, production technicians, and other difficult-to-fill technical positions.
- Proven ability to influence leaders at all levels of an organization and drive organizational change.
- Comprehensive knowledge of federal, state, and local employment laws and regulations.
- Experience leading site safety programs directly or indirectly, including safety culture development, workers' compensation management, regulatory compliance, and risk reduction initiatives.
- Strong employee relations, workplace investigation, and conflict resolution experience.
- Proficiency with HRIS, payroll, recruiting, and workforce management systems.
Preferred Qualifications
- Master's degree in Human Resources, Business Administration, Organizational Leadership, or related field.
- SHRM-SCP, SPHR, or equivalent senior-level HR certification highly preferred.
- Experience in ISO, AS9100, highly regulated, or advanced manufacturing environments.
- Experience leading organizational change, workforce transformation, and continuous improvement initiatives.
- Experience with ADP Workforce Now or comparable HRIS platforms.
Core Competencies
- Strategic Leadership
- Critical Thinking & Business Acumen
- Employment Law Expertise
- Employee Relations Leadership
- Talent Acquisition & Workforce Planning
- Safety Leadership & Risk Management
- Influencing & Relationship Building
- Conflict Resolution
- Organizational Development
- Change Management
See All 103+ Human Resources Assistant Jobs in Indiana
Find roles in Indiana that match your experience and apply in just a few clicks.
Find JobsHuman Resources Assistant Jobs by City in Indiana
Where Indiana roles are concentrated, by current openings.
Fort Wayne
11 jobsBloomington
5 jobsCarmel
4 jobsColumbus
4 jobsLafayette
4 jobsEvansville
4 jobsTerre Haute
4 jobsCrane
3 jobsBrownsburg
3 jobsGoshen
2 jobsWarsaw
2 jobsElkhart
2 jobsFishers
2 jobsMishawaka
2 jobsPlainfield
2 jobsSouth Bend
2 jobsKendallville
2 jobsColumbia City
2 jobsAvon
1 jobDyer
1 jobAngola
1 jobJasper
1 jobBristol
1 jobClayton
1 jobFremont
1 jobHanover
1 jobLebanon
1 jobDanville
1 jobRichmond
1 jobPierceton
1 jobGreenfield
1 jobNew Albany
1 jobNotre Dame
1 jobCrown Point
1 jobLawrenceburg
1 jobMerrillville
1 jobSchererville
1 jobMichigan City
1 jobCrawfordsville
1 jobJeffersonville
1 jobHuman Resources Assistant Job Market in Indiana
A snapshot from current Indiana openings, updated as new roles post.
Who's Hiring
Top Industries Hiring
- Education
- Automotive
- Electronics & Hardware
What Indiana Employers Look For
The qualifications that appear most often in human resources assistant jobs across Indiana.
- Associate or bachelor's degree in human resources, business administration, or a related field
- Proficiency with HRIS platforms such as Workday, ADP, or UKG
- Experience supporting recruiting, onboarding, or employee records administration
- Strong knowledge of federal employment laws including FMLA, ADA, and FLSA
- PHR or SHRM-CP credential preferred for candidates seeking advancement
- Excellent written and verbal communication skills for employee-facing HR support
Human Resources Assistant Jobs in Indiana: Frequently Asked Questions
How do you become a human resources assistant in Indiana?
Indiana does not require a state-issued license to work as a human resources assistant, so the path centers on education and credentials. Most employers expect at least an associate degree in human resources or business, with a bachelor's degree preferred for competitive roles. Earning a SHRM-CP or PHR credential strengthens applications considerably. Indiana's strong presence of manufacturing and healthcare employers means exposure to HRIS systems and benefits administration is especially valued during hiring.
Which companies hire human resources assistants in Indiana?
Companies currently hiring human resources assistants in Indiana include Fort Wayne Community Schools, Target, and Indiana University, per current listings on Migrate Mate as of October 2026. Indiana's mix of large manufacturers, healthcare systems, and university employers means HR assistant demand is distributed across multiple sectors rather than concentrated in a single industry.
Which Indiana cities have the most human resources assistant jobs?
Indianapolis, Fort Wayne, and Bloomington have the most human resources assistant openings in Indiana. Indianapolis leads by a wide margin as the state capital and home to major corporate headquarters, hospital networks, and logistics hubs, while Fort Wayne and South Bend generate consistent demand from their manufacturing and healthcare employer bases, including large regional health systems and automotive-related operations.
Are there remote human resources assistant jobs in Indiana?
Yes, though they are less common than in fully desk-based fields, since HR assistants frequently handle in-person onboarding, file management, and employee interactions. About 5% of human resources assistant openings tied to Indiana are remote or hybrid as of October 2026, reflecting a growing but still limited share. Tasks most likely to be done remotely include HRIS data entry, benefits coordination, and recruiting support.
How can I get hired as a human resources assistant in Indiana with little or no experience?
The most realistic entry path is applying for HR coordinator or HR administrative assistant roles at Indiana's large manufacturing and healthcare employers, which regularly hire candidates without prior HR experience when they hold a relevant degree. Employers like Indiana University Health and major logistics firms in the Indianapolis area run new-hire training programs that place associates directly into HR support functions. Completing a SHRM student membership or earning a SHRM-CP certification while finishing a business or HR degree gives candidates a concrete edge, as does lateral experience in payroll, benefits, or office administration.
Where can I find and apply to human resources assistant jobs in Indiana?
You can find and apply to human resources assistant jobs in Indiana on Migrate Mate, which lists current Indiana openings across industries and experience levels. Search the listings to find roles that match your background and apply directly to the ones that fit.
See All 103+ Human Resources Assistant Jobs in Indiana
Find roles in Indiana that match your experience and apply in just a few clicks.
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