Dexter Axle

  • Director of Human Resources

    Location US-IN-Elkhart
    Posted Date 3 months ago(8/13/2018 4:31 PM)
    Job ID
    2018-2794
    # Positions
    1
  • Overview

    Due to continued phenomenal growth in Dexter, we are adding a Director level Human Resources professional to our team at our company headquarters in Elkhart, Indiana - conveniently located near Bristol, IN, Mishawaka, IN, Goshen, IN, Middlebury, IN, South Bend, IN, White Pigeon, MI, Three Rivers, MI, Cassopolis, MI, Dowagiac, MI, and Niles, MI.

     

    Dexter has been a leading manufacturer of trailer axles, brakes and actuation, along with entrance door and venting products for over 50 years serving the utility trailer, recreational vehicle, heavy duty, manufactured housing, agricultural, marine, and specialty markets. Dexter is headquartered in Elkhart, Indiana employing over 2,800 people and operating 18 manufacturing facilities in the U.S. and Canada (Indiana, Georgia, Oklahoma, California, Tennessee, Texas, Florida, Utah, Ontario, and Alberta). Dexter has achieved its many years of success through a commitment to the principles of superior quality, continuous improvement, and unparalleled customer service. Dexter is a wholly owned subsidiary of DexKo Global, Inc.

     

    For more information about our company, access Dexter's web site at www.dexteraxle.com.

     

    Dexter offers a competitive salary and comprehensive benefits. Dexter’s benefits package includes Health, Dental, Vision, Life, STD, LTD, FSA, HSA, and 401(k) Plan with company contributions.

    Position Summary

    In this high-impact role, the Director of Human Resources focuses on advancing the business by supporting operational and functional leaders in daily business and during times of integration, divestiture and closure. This position is a proactive partner that directs and supports the ongoing activities of the HR Operations teams and the related systems and processes.   This position will focus on continuously improving the overall daily operations by impacting turnover, retention, engagement, employee selection, development and other people issues that directly impact the operational effectiveness of the company.  This position will facilitate the strong connection between the business, our employees and leaders and the Corporate HR team, seek solutions and improvement opportunities and provide rapid intervention for critical issues needing support in the Business division.

    More specifically, this position will be responsible for activities including but not limited to the following:

    HR Operational Effectiveness

    • Monitor, intervene and drive continuous improvement of people related activities – including but not limited to turnover, recruitment, organizational design and structure, development and right sizing
    • Partner with location HR teams to define and ensure follow up on action plans to improve HR KPIs – monthly at a minimum and more frequently as needed during critical intervention
    • Provide face-to-face coaching and support to HR operational teams as needed
    • Ensure integration, closure and divestiture activities are not negatively impacted by people related issues by partnering closely with the M&A and operational leadership teams
    • Guide local HR teams in their duties to accurately plan staffing needs and labor costs during the annual planning cycle and monthly adjustments to the forecast

           Talent Partner

    • Coaches and develops high performing plant HR and staff, and supports them in driving effective recruiting and retention strategies and other HR initiatives focused on meeting human capital needs
    • Helps the business ensure there is a continuing talent pool of skills and leadership available to drive the business. This will include providing direction and leadership in succession planning, training, talent development and performance management
    • Pro-actively identify gaps in current talent (manager and above level outside of HR and all levels within site HR) and partner with functional leaders to determine the most effective strategy to improve talent through development or replacement
    • Lead the process of staffing planning and labor cost planning on an annual basis, and work together with operations as needed to adapt the plan throughout the year
    • Guide HR Operational team to appropriately identify the needs of the organization in terms of positions, skills, head-count and organizational structure

    HR Expertise & Leadership

    • Ensures the plants and any other operational units in areas of responsibility are in compliance with all applicable legislation and company policies regarding labor relations, employee relations, diversity, employment, employee benefits, safety, compensation and other employee related matters
    • Promote and direct the organization's use of HR systems, processes, and programs through collaborative relationship management throughout the organization
    • Provide ad-hoc analysis and decision support across projects
    • Provide fast and effective intervention and support for HR related topics within all locations
    • Ensure there is flawless alignment between the corporate HR team and the needs of the organization by maintaining continuous feedback regarding the needs and challenges of the operational teams and ensuring appropriate adoption and support of HR processes and programs
    • Partner with Corporate HR to identify progressive solutions to current challenges within the business
    • Provide leadership and authority as necessary for escalated topics relating to litigation, union negotiations and grievances, disciplinary activity and other critical topics

    Significant travel required - up to 60%

    Requirements

    Requires Bachelor’s Degree in Human Resources, Psychology or Business, MBA or Master’s desired and at least 10 of progressive experience in HR; or an equivalent in combination of education and experience. 5+ years of experience as site HR Manager or above required; multi-site management experience preferred. PHR, SHRM-CP, SPHR, or SHRM-SCP certification preferred.

    Requires in-depth knowledge in the areas of staffing and employment, employee relations, legal and regulatory compliance, conflict management, training and organizational development. HR leadership experience in unionized facility preferred – preferably 1st chair for collective bargaining agreement negotiations. Experience with successful recruitment for employees ranging in several levels and functional areas. Strong knowledge and experience with labor and employment law and other HR compliance topics.

     

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