Human Resources Manager

Dexter; West Valley City (UT); On-site; USD 85,000 - 110,000; Full time

Benefits offered by this job

Health insurance

Dental and Vision benefits

401(k) plan with company contributions

Paid holidays and PTO

Career development opportunities

Job summary

Dexter is seeking an experienced Human Resources Manager to serve as the primary HR Business Partner across multiple branch locations. You will attract, develop, engage, and retain talent while ensuring consistent HR policy execution and legal compliance.

This role partners with leadership to drive workforce planning, onboarding, and employee relations, fostering a high-performing, safety-focused culture. Travel to assigned locations is required to maintain strong leadership relationships and

Qualifications

• Bachelor’s degree in Human Resources, Business, Industrial Relations, or related field preferred; equivalent HR experience considered.
• 5+ years of HR experience required; distribution, industrial, automotive HR exp 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 preferred.

Responsibilities

• Serve as the primary HR Business Partner for assigned branch and distribution locations, building trusted relationships with operational leaders and providing strategic guidance on workforce planning, organizational effectiveness, leadership development, employee relations, and organizational change.
• Partner with operational leadership, Talent Acquisition, and staffing partners to anticipate workforce needs, develop recruiting strategies, and attract, select, and retain the talent necessary to achieve business objectives.
• Drive onboarding experience to ensure all onboarding activities are completed, new employees are integrated, and onboarding practices support engagement and retention.
• Lead employee relations activities, including investigations, policy interpretation, conflict resolution, corrective action, and performance management with compliant practices.
• Coach and influence leaders to execute recruiting, onboarding, performance management, development, succession planning, engagement, and change.
• Ensure standardized HR processes and SOPs across locations, identify opportunities to improve efficiency and reduce risk.
• Leverage analytics to identify trends, suggest data-driven strategies to improve recruiting, retention, engagement, and performance.
• Ensure compliance with policies and employment laws while maintaining HR records and HRIS accuracy.
• Foster a positive culture and courage to care safety values across teams.
• Lead cross-functional HR initiatives to improve service delivery and organizational capability.

Skills

Employee relations

Investigations

Corrective action

Workforce planning

Labor staffing

Attendance management

HR compliance

Coach leaders

HRIS/timekeeping

Hourly manufacturing support

Stamping operations

Press operations

Metal fabrication

High-heat treatment

Plant expansion

Rapid workforce ramp-up

Education

Bachelor’s degree in Human Resources, Business, Industrial Relations, or related field

Tools

HRIS

Timekeeping system

Job description

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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.

Summary / Statement of Work:

The Human Resources Manager serves as the primary HR Business Partner supporting multiple branch and distribution locations across an assigned geographic region. This role exists to help operational leaders build high-performing teams by attracting, developing, engaging, and retaining talent while ensuring consistent execution of HR strategies, policies, and processes.

Partnering closely with Branch, Distribution, and District Leadership, as well as the Sr. HR Business Partner, this position provides strategic guidance, workforce solutions, and leadership coaching that strengthen organizational capability, improve employee engagement, and drive business performance.

• Serve as the primary HR Business Partner for assigned branch and distribution locations, building trusted relationships with operational leaders and providing strategic guidance on workforce planning, organizational effectiveness, leadership development, employee relations, and organizational change.
• Partner with operational leadership, Talent Acquisition, and staffing partners to anticipate workforce needs, develop recruiting strategies, and attract, select, and retain the talent necessary to achieve business objectives..
• Drive accountability for a consistent and engaging onboarding experience by partnering with leaders to ensure all onboarding activities are completed, new employees are successfully integrated into the organization, and onboarding practices support employee engagement, productivity, and long-term retention..
• Lead employee relations activities, including workplace investigations, policy interpretation, conflict resolution, corrective action, and performance management, ensuring fair, consistent, and legally compliant employment practices while minimizing organizational risk.
• Coach and influence leaders to effectively execute critical people processes, including recruiting, onboarding, performance management, employee development, succession planning, employee engagement, and organizational change, enabling informed decisions that support business objectives.
• Ensure standardized HR processes, best practices, and standard operating procedures are consistently executed across assigned locations while identifying opportunities to improve efficiency, reduce organizational risk, and enhance the employee experience.
• Leverage workforce analytics and business insights to identify trends, anticipate workforce risks, establish priorities, and recommend data-driven strategies that improve recruiting, retention, engagement, organizational effectiveness, and business performance.
• Ensure compliance with company policies and applicable employment laws while maintaining accurate HR records, HRIS data integrity, and consistent execution of HR programs throughout the employee lifecycle..
• Foster a positive, high-performing workplace culture by partnering with leaders to strengthen communication, recognition, employee engagement, retention, and Dexter's Courage to Care safety culture.
• Lead cross-functional HR and business initiatives that improve HR service delivery, standardize processes, strengthen leadership capability, enhance the employee experience, and support operational excellence across multiple locations.

How Success Will Be Measured:

Performance will be assessed through monthly site and quarterly organizational reviews aligned to the 2026 Field HR Goals Cascade.

• 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 HR experience considered.
• # Years Experience: 5+ years of HR experience required; 5-10 years of distribution, industrial, automotive, or related industry 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.

Working Conditions:

Travel Frequency / Method / Distance: Travel regularly throughout assigned locations to maintain strong leadership relationships, provide visible employee support, conduct investigations, facilitate training, and ensure consistent execution of HR programs.

Work Environment: On-site office and branch/distribution environment supporting customer service and distribution operations. Onsite 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.

Dexter cares 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
• Paid Holidays and paid time off
• Opportunities for internal career development and growth

Disclaimer:

The above statements are intended to describe the general nature of the level of work being performed by people assigned to this position. They are not intended to be construed as an exhaustive list of all responsibilities, duties, and skills required of personnel in said position.

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.