Human Resources Manager

Location: Moraine

Company Overview:
LinHR' Client is a leading global tier 1 auto parts supplier, celebrated for its innovation and excellence in the automotive industry. With two major Engineering sites in the USA-located in Moraine, OH, and Brighton, MI-and a combined team of approximately 150 employees, we are committed to driving technological progress and nurturing a vibrant, collaborative work environment.

Position Summary:
We are seeking a dynamic HR Manager who blends strategic vision with hands-on execution to lead human resources initiatives across our two US Engineering centers and support key business functions including sales, marketing, program management, and corporate operations. This role requires both big-picture thinking to align HR with organizational goals and the ability to roll up sleeves to implement solutions-serving as a critical link between leadership, employees, and business needs.

Reporting directly to the SVP & CHRO and supervising one HR Generalist, the HR Manager will act as a key change agent, fostering unity and enabling smooth transitions amid organizational evolution.

Key Responsibilities:

• Strategic Execution & Operational Excellence:
  Translate business objectives into actionable HR plans, then drive their implementation with precision - from designing talent pipelines to launching engagement programs. Balance long-term strategy with day-to-day delivery, ensuring HR initiatives deliver measurable results (e.g., reduced turnover, improved hiring efficiency, enhanced employee satisfaction).
• Talent Management:
  Own the full talent lifecycle, from sourcing and interviewing candidates to onboarding new hires and managing performance cycles. Develop and execute retention strategies, including targeted development plans for high-potential employees, and troubleshoot gaps in talent pipelines with data-driven solutions.
• Policy Development & Compliance:
  Independently monitor federal, state, and local employment legislation, as well as market trends, to recommend and update company policies. Proactively assess risks (e.g., regulatory changes, industry shifts) and propose policy adjustments-ensuring compliance while keeping LinHR' Client's practices competitive and aligned with organizational values.
• Employee Relations:
  Handling employee issues from conflict resolution to performance improvement. Conduct investigations, guide managers through difficult conversations, and implement corrective actions-all while maintaining confidentiality and fostering trust across the workforce.
• Compensation & Benefits:
  Manage the administration of compensation and benefits programs, including salary reviews, incentive payouts, and benefits enrollment. Analyze market data to recommend adjustments to pay structures or benefits offerings, then execute changes with clear communication to employees.
• Change Management & Culture Building:
  Act as a key change agent during organizational shifts (e.g., process updates, team restructurings, growth initiatives). Develop communication plans, lead town halls, and design training to ensure employees understand and embrace changes. Strengthen organizational cohesion by creating opportunities for cross-functional collaboration and reinforcing a shared company culture.
• HR Operations Oversight:
  Supervise daily HR tasks including payroll coordination, record-keeping, HRIS maintenance etc to ensure accuracy, efficiency, and compliance. Identify bottlenecks in processes (e.g., onboarding delays, paperwork backlogs) and implement streamlined solutions.
• Cross-Functional Partnerships:
  Collaborate with leaders in sales, marketing, program management, and corporate functions to understand their unique HR needs. Provide tailored support-whether designing team-specific performance metrics, resolving workflow conflicts, or scaling resources for growth-and ensure people strategies are integrated with functional goals.

Qualifications & Skills:

• Bachelor's degree in Human Resources Management, Business Administration, or a related field;
  Master's degree or SHRM-SCP/SPHR certification preferred.
• 15+ years of progressive HR experience, with 5 years in a managerial role-ideally in manufacturing,…