Human Resources Manager

Dexter Axle; Cooper (TX); Presencial; USD 95.000 - 130.000; Jornada completa

Ventajas ofrecidas por este puesto de trabajo

Competitive wage

Health/Dental/Vision

Profit sharing

401(k) plan

Career development

Descripción de la vacante

Dexter Axle seeks a Human Resources Manager to lead on-site HR for Cooper, TX manufacturing sites, partnering with plant leadership to deliver employee relations, workforce planning, and HR standard work in a fast-paced production environment. The role requires 5+ years of manufacturing HR experience, bilingual English/Spanish, and a Bachelor's degree in HR or related field; SHRM/PHR preferred.

You will drive staffing, compliance, training, and data integrity while supporting safety and

Formación

• Bachelor's degree in Human Resources, Business, Industrial Relations, or related field preferred; equivalent plant HR experience considered.
• 5+ years of HR experience required; with a minimum 5 years of manufacturing, industrial, fabrication, automotive, metals, or related plant HR experience strongly preferred.
• Required: employee relations, investigations, corrective action, workforce planning, labor staffing, attendance management, HR compliance, supervisor coaching, HRIS/timekeeping discipline, and hands-on support for hourly manufacturing teams.
• Preferred: SHRM-CP, SHRM-SCP, PHR, or SPHR.
• Languages: Bilingual English/Spanish required.

Responsabilidades

• Partner with plant leadership to translate production, capacity, and growth plans into practical people strategies and staffing actions.
• Lead employee relations, investigations, corrective action, policy interpretation, documentation, and escalation with sound judgment and consistency.
• Build demand-driven workforce plans tied to production schedules, overtime, attendance, turnover, critical skills, and shift coverage.
• Coach frontline leaders on performance standards, underperformance, attendance management, communication, accountability, and values-based leadership.
• Execute HR standard work across the employee lifecycle, including hiring support, onboarding, attendance and leave, ER case management, corrective action, performance management, compensation/job changes, and HR data integrity.
• Partner with Talent Acquisition, Safety, Operations, and Training to improve hiring velocity, 0-90 day retention, compliance completion, and workforce readiness.
• Maintain strong floor presence across shifts and provide support for employee communication, coaching, onboarding, meetings, and investigations.
• Use workforce data, dashboards, and trend analysis to identify risk, recommend countermeasures, and improve labor predictability and plant performance.

Conocimientos

Employee relations

Investigations

Corrective action

Workforce planning

Labor staffing

Attendance management

HR compliance

Supervisor coaching

HRIS/timekeeping

Educación

Bachelor's degree in HR or related field

Herramientas

HRIS

Timekeeping discipline

Descripción del empleo

At Dexter, we manufacture and distribute axles, accessories, and towing components primarily serving the commercial trailer, RV, marine, agriculture, and manufactured housing markets. We’re building products and systems that are rooted in a culture of safety, collaboration, and innovation.

Headquartered in Elkhart, Indiana, Dexter has manufacturing and distribution locations throughout the U.S. and Canada. Employing state-of-the-art robotics, precision welding equipment, and automated machining processes, Dexter has achieved over 65 years of success through a commitment to the principles of superior quality, continuous improvement, and unparalleled customer service.

The Human Resources Manager is the on-site HR leader for Dexter manufacturing operations with locations in Cooper, TX, Azle, TX and Mishawaka, IN. This role will partner with plant leadership and the Director of HR to deliver employee relations, workforce planning, HR standard work, compliance, and leadership capability in a high-growth, hands-on production environment.

• Partner with plant leadership to translate production, capacity, and growth plans into practical people strategies and staffing actions.
• Lead employee relations, investigations, corrective action, policy interpretation, documentation, and escalation with sound judgment and consistency.
• Build demand-driven workforce plans tied to production schedules, overtime, attendance, turnover, critical skills, and shift coverage.
• Coach frontline leaders on performance standards, underperformance, attendance management, communication, accountability, and values-based leadership.
• Execute HR standard work across the employee lifecycle, including hiring support, onboarding, attendance and leave, ER case management, corrective action, performance management, compensation/job changes, and HR data integrity.
• Partner with Talent Acquisition, Safety, Operations, and Training to improve hiring velocity, 0-90 day retention, compliance completion, and workforce readiness.
• Maintain strong floor presence across shifts and provide support for employee communication, coaching, onboarding, meetings, and investigations.
• Use workforce data, dashboards, and trend analysis to identify risk, recommend countermeasures, and improve labor predictability and plant performance.

How Success Will Be Measured:

• Talent stability and capability: voluntary turnover, first-year turnover, time-to-fill, critical-role coverage, and leader development participation.
• Performance and accountability: underperformance actively managed, corrective action quality, timely leader check-ins, and aging performance issues.
• Leadership and culture: engagement participation, action plan execution, values-based recognition, and supervisor health indicators.
• Workforce and operational readiness: overtime vs. plan, attendance disruption, safety incident reporting timeliness, and training/compliance completion.
• HR standard work and data integrity: lifecycle SLA adherence, ER documentation quality, onboarding completion, HRIS accuracy, and timekeeping controls.

Qualifications & Experience:

• Education Level and Area of Study (Required or Preferred): Bachelor's degree in Human Resources, Business, Industrial Relations, or related field preferred; equivalent plant HR experience considered.
• # Years Experience: 5+ years of HR experience required; with a minimum 5 years of manufacturing, industrial, fabrication, automotive, metals, or related plant HR experience strongly preferred.
• Skills / Knowledge (Required or Preferred): Required: employee relations, investigations, corrective action, workforce planning, labor staffing, attendance management, HR compliance, supervisor coaching, HRIS/timekeeping discipline, and hands-on support for hourly manufacturing teams. Preferred: experience with stamping, press operations, metal fabrication, high-heat treatment, plant expansion, or rapid workforce ramp-up.
• Professional Certifications: SHRM-CP, SHRM-SCP, PHR, or SPHR preferred.
• Languages Required / Preferred: Bilingual English/Spanish required.

Working Conditions:

Travel Frequency / Method / Distance: Limited travel, generally 0-10%, for regional, corporate, training, or project-based meetings as needed.

Work Environment: On-site office and manufacturing floor environment supporting stamping, press, fabrication, and high-heat treatment operations. Regular production-floor presence and PPE use are required.

Physical Requirements: Regular walking, standing, and movement through production areas; ability to sit, use a computer, communicate in meetings, and occasionally lift or carry lightweight materials.

We care for our people. Here are some of our great, comprehensive Benefits:

• Dexter offers a competitive wage
• Full benefits package including Health, Dental, Vision, Life, STD, LTD, FSA, HSA
• 3% profit sharing in our Safe Harbor program
• 401(k) Plan with company contributions
• Opportunities for internal career development and growth

Dexter is committed to attracting, developing, and retaining a highly qualified, dedicated workforce. We hire and promote individuals based on their qualifications, performance, and abilities.

It is the policy of the Company to provide equal opportunity to all qualified individuals without discrimination on the basis of race, ethnicity, national origin, gender, age, sexual orientation, disability, religion, veteran status, citizenship status or any other protected characteristic as outlined by applicable U.S. and Canada equal rights legislation protected by federal, state, province or local law.