Sr. Human Resources Business Partner

Dexter is the premier manufacturer and supplier of axles, suspension, brakes, doors, venting products, trailer parts, accessories, and towing components serving the commercial trailer, RV, heavy‑duty, marine, agriculture, and manufactured housing markets. 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 many years of success through a commitment to the principles of superior quality, continuous improvement, and unparalleled customer service. About the Opportunity Dexter is seeking a strategic, technically adept Senior Human Resources Business Partner to serve as a trusted advisor to executive and senior leaders, facility HR teams, and employees across Dexter Upfit. This position provides enterprise‑mandated HR leadership and hands‑on support for component (Upfit) facilities, translating business priorities into practical people strategies that strengthen culture, compliance, employee experience, organizational capability, and operational performance. This role requires the ability to anticipate workforce needs, influence leaders at the highest levels, and apply data, technology, and AI‑enabled solutions to improve HR decision‑making and service delivery. The Senior HRBP will bring advanced HR expertise across employee relations, compliance, performance management, talent development, change management, compensation support, workforce planning, training, benefits, and HR operations. The Senior HRBP will champion Dexter’s vision, mission, cultural principles, and commitment to safety through trusted leadership counsel, consistent communications, and up‑to‑date knowledge of HR best practices, employment law, emerging workforce trends, and responsible AI application. Strategic Partnership and Executive Advisory Serve as a senior HR advisor to Dexter Upfit executive and senior leadership, providing high‑judgment counsel on talent, organization effectiveness, culture, leadership capability, employee relations, and workforce risk. Translate business priorities into integrated people strategies, workforce plans, organizational design recommendations, and practical HR solutions that support growth, operational excellence, and employee engagement. Coach executives, people leaders, and HR partners through complex leadership decisions, sensitive employee matters, performance challenges, change initiatives, and talent planning discussions. Identify emerging talent, culture, compliance, and organizational risks, and present forward‑looking recommendations that help leaders make proactive, informed decisions. Partner with executive and facility leaders to guide change management, leadership communications, organizational effectiveness, and adoption of new ways of working across Dexter Upfit. HR Operations, Compliance, and Employee Relations Provide strategic direction and tactical oversight for HR support across corporate leadership groups and Upfit facilities, partnering closely with plant HR teams as needed. Ensure ongoing monitoring, compliance, and maintenance of human resources policies, procedures, employment practices, and employment records to meet organizational needs and comply with local, state, and federal laws. Develop and recommend policies, procedures, and scalable practices that address plant and business needs not covered within the scope of company‑wide policies. Stay current on employment laws, government reporting requirements, HR best practices, emerging HR technologies, and workforce trends that may affect the organization. Advise managers and employees on employee relations, performance management, policy interpretation, workplace expectations, and appropriate resolution paths. Actively maintain satisfactory labor relations between management and employees while ensuring protection of company interests, rights, and values. Participate in or lead complex workforce investigations related to employee complaints, injuries, suspected misconduct, policy concerns, or workplace conflict. Communicate with management and legal counsel regarding human resources‑related litigation, investigations, risk exposure, and recommended corrective actions as needed. Talent, Performance, Training, and Compensation Elevate the salaried performance management process by coaching leaders on goal alignment, performance differentiation, feedback quality, documentation, development planning, and accountability. Coordinate merit‑based pay increase processes and support compensation decisions that are legally compliant, competitive, equitable, financially sound, and aligned with hiring and retention goals. Maintain and manage administration of employee compensation systems and related processes, partnering with leadership and HR teams to ensure consistency, competitiveness, and data accuracy. Support plant HR partners with recruiting systems, job postings, candidate process questions, and hiring workflow improvements. Plan and deliver new hire orientation, compliance training, leader education, and training tied to quality system requirements, business priorities, and employee development needs. Develop, implement, and administer effective training programs that meet plant goals, strengthen leadership capability, and support employee growth. Use workforce insights to support succession planning, talent reviews, retention strategies, employee development plans, and critical capability building. Technology, Data, and AI‑Enabled HR Apply strong technical aptitude to optimize reporting tools, employee data workflows, document management, and HR process automation across assigned areas. Evaluate, pilot, and responsibly apply AI‑enabled HR tools to improve process efficiency, workforce insights, employee communications, knowledge management, and leader decision support. Use HR analytics, dashboards, trend data, and structured reporting to identify workforce patterns, anticipate risks, measure HR effectiveness, and recommend data‑informed action plans. Maintain accurate HR systems and records, including personnel, compensation, benefits, performance, training, compliance, and employee relations documentation. Continuous Improvement, Safety, and Project Leadership Recommend practical improvements that increase HR efficiency, consistency, scalability, employee experience, and service quality across corporate and operational environments. Lead assigned HR projects, executive communications, change initiatives, exit interview processes, HR reporting requests, and cross‑functional deliverables with strong ownership and follow‑through. Maintain adherence to effective Workers’ Compensation administration practices and partner with appropriate stakeholders to support timely case management and compliance. Provide backup support to HR team members when needed and model collaborative, solution‑oriented partnership across the broader HR organization. Required Qualifications Bachelor’s degree in Human Resources, Business, Organizational Development, or a related field; equivalent experience will also be considered. 10+ years of progressive HR experience in a generalist, HR business partner, HR manager, or similar role, preferably with multi‑site, manufacturing, distribution, or operational environments. Demonstrated success advising executive and senior leaders on complex employee relations, workforce strategy, organizational effectiveness, performance management, and talent decisions. Advanced working knowledge of employment compliance, employee relations, performance management, labor relations, HR administration, compensation support, and HR operations. Strong technical aptitude with HRIS, HCM, ATS, reporting, collaboration tools, and Microsoft Office applications, with the ability to quickly learn and apply new systems. Working understanding of AI‑enabled tools, HR analytics, digital transformation, and responsible technology adoption in HR environments. Experience training managers and employees on expectations, policies, processes, compliance requirements, and leadership practices. Strong business acumen and the ability to connect people strategies to operational, financial, cultural, and organizational outcomes. Sound judgment, discretion, attention to detail, and the ability to handle sensitive information professionally and confidentially. Strong communication, organization, critical thinking, facilitation, influence, change leadership, and follow‑through skills. Ability to support multi‑site operations and partner effectively across corporate, plant, and cross‑functional teams. Preferred Qualifications SHRM‑SCP, SPHR, PHR, SHRM‑CP, or related HR certification. Master’s degree in Human Resources, Business Administration, or a related discipline. Experience with HR technology platforms, dashboards, process automation, AI‑enabled productivity tools, or workforce analytics solutions. Experience supporting executive leadership in a manufacturing, industrial, operations, or multi‑site business environment. Change management, organizational design, Lean, Six Sigma, continuous improvement, or project management experience. 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 Apply now to join an industry leader and make a difference in what we do for the customers we serve! 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. #J-18808-Ljbffr