Jobs at Detroit Thermal Systems, LLC (Now Hiring) — 2 open

POSITION SUMMARY

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.

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 insights

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
• 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

Critical Experience Requirements

PREFERRED QUALIFICATIONS

• Automotive industry (OEM or Tier 1) experience
• Experience supporting high automation / advanced manufacturing environments
• Six Sigma Black Belt or Lean certification
• Experience in unionized manufacturing environments

WORK ENVIRONMENT

This role operates within a manufacturing environment and requires frequent presence on the plant floor. The HR Manager must be comfortable working in a fast-paced, operational setting, supporting both leadership teams and hourly workforce in real time.

EEO STATEMENT

Detroit Thermal Systems is an Equal Opportunity and Affirmative Action Employer. Qualified applicants will be considered without regard to age, race, creed, color, national origin, ancestry, marital status, affectional or sexual orientation, gender identity or expression, disability, nationality, sex, religion, or veteran status.