Human Resources Manager- Detroit Thermal Systems

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.

• 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

• 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.