Human Resources Manager, Upfit

Wabash; Lafayette (IN); On-site; USD 90,000 - 130,000; Full time

Job summary

Wabash is seeking a Human Resources Manager for Upfit to act as the primary business partner to the site leadership team, guiding recruitment, investigations, discipline, employee development, communications, performance management, succession planning, and policies to ensure HR is a true strategic partner.

The role leads the Upfit HR team, applies Lean principles, ensures compliance with state and federal regulations, builds strong relationships with managers, and drives organizational change

Qualifications

• Bachelor's Degree in Business, Human Resources, or related field preferred.
• Clear understanding of recruitment, compensation/benefits, leadership development, organizational effectiveness, and employee relations.
• Proficient in Word, Excel, PowerPoint; experience with database tools.
• Knowledge of State and Federal regulations; HR strategy and policy design.

Responsibilities

• Acts as strategic business partner to site leadership on HR initiatives.
• Oversees recruitment, performance management, employee development, and investigations.
• Manages policies, procedures, communications, and employee relations.
• Leads change initiatives and applies Lean principles within HR functions.
• Reports KPIs to measure HR outcomes and supports business goals.
• Supervises and develops a large manufacturing HR team.

Skills

HR Laws

Relationship Building

KPI Reporting

Strategic HR

Lean HR

Policies & Procedures

Communication

Recruitment Lifecycle

HR Strategy

Analytical Skills

Supervisory Experience

Manufacturing Experience

Education

Bachelor's Degree

Tools

Microsoft Office

HR Database Tools

Job description

About the Role:

The Human Resources Manager for Upfit acts as the primary business partner to site leadership team while providing support and expertise on all human resources and employment related issues including recruitment, investigation, disciplinary action, employee development, communications, performance management, succession planning, and policies and procedures. Ensures that the Human Resources function is viewed as a full business partner tied to business initiatives and directives within the organization.

Your Responsibilities:

• Strong understanding of HR Laws and compliance requirements
• Develops strong relationships and partners with managers, business leaders and HR
• Tracks and reports KPIs designed to measure and predict HR outcomes
• Serves as a strategic business partner to the site leadership teams to translate business goals and objectives into well aligned HR initiatives
• Leads and/or manages courageously during organizational change; takes appropriate risks, energizes, and encourages others to do so to achieve company goals and priorities
• Utilizes Lean Enterprise principles within HR function by evaluating the efficiency, effectiveness and value add of various HR tools and programs
• Provides direction and counsel to manufacturing site leaders regarding policies & procedures to include day-to‑day issues, professional development, employee morale, discipline, and performance management
• Engages and influences leaders in strategic discussions, challenges current thinking, influences outcomes and leads change in behaviors
• Proactively supports the communication and implementation of key business initiatives
• Actively participates and partners with organizations and events within the community to exercise and promote good corporate citizenship
• Leads the Upfit Human Resources team
• Implementation of Human Resources policies, procedures, and programs
• Other duties as assigned

Let's Talk About Your Qualifications:

• Bachelor's Degree (Preferred Major: Business, Human Resources, or other related field)
• A clear and contemporary understanding of all HR functions: recruitment, compensation and benefits, leadership and management development, organizational effectiveness, and employee relations
• Must be highly proficient in the Microsoft Office suite of products, specifically Word, Excel, and PowerPoint
• Demonstrated experience utilizing database management tools
• Knowledge of State and Federal regulations
• Demonstrated learning agility - should demonstrate the ability to proactively identify and implement innovative recruitment/process solutions
• Demonstrated excellent verbal and written communication skills
• Demonstrated clear understanding of the recruitment life cycle processes
• Demonstrated proficiency in strategy development, policy, plan and/or program design and implementation skills that attract, retain, and motivate employees, appropriately manage risk and maximize the profitability of the business
• Analytical skills
• At least 6 years of general HR experience and 3+ years as a site-wide functional HR leader
• Minimum of 3 years of supervisory/management experience of a large staff, including associate coaching, mentoring, and developing
• Manufacturing experience
• Proven track record of successfully implementing large scale/systemic change efforts across an organization

Leadership Attributes:

At Wabash, we pride ourselves on being empowering, and there are some things we feel very strongly about:

• Embrace Diversity and Inclusion -- Solicit and respect the input of others, celebrate differences, and strive for transparency and inclusiveness
• Seek to Listen -- Actively listen to reach the best solution and make the strongest decisions
• Always Learn -- Strive to improve; do not quit or settle for the status quo
• Be Authentic -- Demonstrate honesty, incredible energy, and grit in everything you do
• Win Together -- Collaborate, seek alignment, and excel at cross-group communication to success as one team and One Wabash

Join us in turning ideas into world-changing realities. Curate and build your high-impact professional career at Wabash!

Affirmative Action/EEO Statement:

Wabash is committed to providing equal employment opportunity for its associates and applicants without regard to race, color, religion, sex, age, national origin, veteran status, disability, or other protected class or activity under federal, state, or local law. All employment decisions must be based on neutral, legitimate criteria. All employment policies and rules shall be applied equally to similarly situated associates.