Human Resources Manager

Location: Britton

Overview Horton, Inc. has an opening for a Human Resources Manager to work in our Britton, SD location.

Position Summary:

The Human Resources Manager provides proactive, hands-on HR leadership for the Britton location. This position partners with plant leadership to develop and execute people strategies that support operational performance, workforce capability, safety, employee engagement and retention. The Human Resources Manager administers and improves local HR programs and practices within consideration of corporate policies and applicable federal, state, and local requirements. The role serves as a visible resource to employees and leaders, provides sound counsel on people-related decisions, manages sensitive employee relations matters, and uses workforce data and trends to recommend practical solutions.

Company Information:

As a global leader in thermal control for power systems, Horton offers a variety of technologies for transportation and industrial applications to operate at the optimal temperature — even in the most demanding conditions. For over 75 years, the organization has been an integral partner to companies worldwide providing innovative and reliable engine cooling solutions for heavy-duty vehicles and equipment. For more information on Horton, Inc.

please visit our web site at . Responsibilities HR Manager Responsibilities:

HR Leadership and Business Partnership Serve as the primary HR business partner for the Britton facility, building strong working relationships with the Director of Manufacturing, plant leadership, supervisors, employees, and corporate HR.Partner with leadership to align workforce plans and HR practices with production, quality, safety, financial, and growth objectives.

Provide timely, practical, and balanced HR counsel to leaders on employee relations, performance, attendance, conduct, staffing, organizational change, and workforce planning.

Lead, coach, and develop the HR Coordinator.

Participate actively in plant leadership meetings, off-site meetings, monthly business reviews, and special projects or assignments.

Contribute HR insights, staffing assumptions, labor-cost considerations, and people-related recommendations to the annual budget planning process.

Prepare and analyze weekly, monthly, and ad hoc HR reports; identify trends, risks, and opportunities and recommend actions as appropriate.

Employee Relations, Policy, and Compliance Administer company policies, procedures, and work rules consistently, ensuring alignment with corporate standards and applicable laws and regulations. Recommend updates to local practices, communications, training, or procedures as needed.

Communicate policies, changes, and workplace expectations clearly to employees and leaders to promote understanding, consistency, fairness, and accountability.

Serve as a key employee-relations resource by listening to employee concerns, addressing issues promptly and objectively, and facilitating appropriate resolution.

Guide supervisors in applying policies, managing performance, documenting issues, addressing attendance and conduct concerns, and maintaining a respectful workplace.

Lead or support workplace investigations, disciplinary actions, conflict resolution, and grievance-related matters; consult with corporate HR and other internal resources on sensitive, unusual, or high-risk situations.

Maintain accurate, confidential, and legally compliant records.

Promote a workplace culture built on respect, accountability, open communication, and continuous improvement.

Talent Acquisition, Workforce Planning, and Onboarding Partner with plant leadership to forecast staffing needs and develop practical recruiting, selection, onboarding, and retention plans.

Collaborate with managers to identify workforce capability gaps, succession needs, development priorities, and opportunities to strengthen the local talent  partnership with the Recruiting Manager and HR Coordinator, oversee the full-cycle hiring process, including job postings, candidate sourcing, interviews, selection support, pre-employment processes, offers, onboarding, and new-hire orientation.

Support and organize productive relationships with local schools, technical programs, workforce-development organizations, civic groups, and community partners to support recruiting and employer-brand efforts.

Ensure job descriptions are in place for all roles, reviewed and updated as needs change and complete the annual review and update process.

Performance, Compensation,…