Human Resources Manager

Human Resources ManagerThis is an opportunity to help build the next generation of Human Resources at Minth North America. The Human Resources Manager will lead and coordinate Minth North America's centralized HR Centers of Excellence while serving as a trusted resource to HR teams across the United States and Canada. This role is ideal for a well-rounded HR leader who enjoys building structure, developing teams, solving complex problems, and turning HR strategy into practical and sustainable processes.The position will provide day-to-day leadership and governance for North America HR programs, including policy, recruiting, compensation, immigration, benefits, and the HR Shared Services Center. Each function will be supported by assigned specialists who are responsible for routine program administration and execution. The MNA HR Manager will establish priorities, clarify ownership, coordinate work across functions, monitor results, resolve escalations, and ensure consistent service to the business.The HR Manager will also serve as the primary policy and technical resource for local HR teams. The position will support the Talent Development Review process, compensation actions, salaried employee reviews, organizational changes, policy interpretation, and proposed terminations. The Manager will help local HR teams navigate complex situations while ensuring decisions are legally compliant, internally consistent, properly documented, and aligned with North America HR strategy.The position will lead the overall recruiting function while personally managing a focused group of HR leadership, corporate leadership, confidential, and business-critical searches. Assigned recruiters will manage routine recruiting activity and the majority of professional, technical, hourly, and site-level openings.Working closely with the MNA HR Director, this position will help build the HR infrastructure, operating discipline, and functional capabilities needed to support Minth's continued growth throughout North America.This is a 100% on-site position based at the Minth North America headquarters in Wixom, Michigan. Regular in-person collaboration with the North America HR team and corporate leadership is an essential responsibility of the position. This position is not remote or hybrid.Essential Duties and Responsibilities1. Center of Excellence Leadership and GovernanceLead and coordinate the North America HR Centers of Excellence, including:HR policy and governanceTalent acquisition and recruitingCompensationImmigration and global mobility supportEmployee benefitsHR Shared Services CenterOther centralized HR programs assigned by the MNA HR DirectorEstablish priorities, responsibilities, service expectations, operating procedures, and accountability measures for each function.Lead the COEs through assigned functional specialists who are responsible for routine administration, case management, transactions, employee support, reporting, and program execution.Provide direction, coaching, prioritization, and escalation support without unnecessarily assuming work that belongs to the assigned functional specialist.Ensure COE specialists operate as responsive and practical internal partners to local HR teams, business leaders, and employees.Coordinate work across the COEs so HR programs operate as one connected HR support organization rather than as disconnected functions.Establish clear decision rights and escalation paths between COE specialists, local HR teams, business leaders, and the MNA HR Director.Develop appropriate metrics, service expectations, calendars, and reporting mechanisms to measure performance and identify gaps.Review trends, recurring problems, service breakdowns, and compliance concerns and assign appropriate corrective actions.Coach, develop, and hold COE employees accountable for timely, accurate, and professional support.Create scalable processes capable of supporting new facilities, organizational growth, and the continued development of the North America HR organization.Identify opportunities to improve efficiency through automation, standardized workflows, technology, self-service resources, and clearer ownership.2. HR Policy Ownership and GovernanceServe as the primary North America resource for HR policy interpretation, development, implementation, and administration.Lead the development, revision, and maintenance of compliant HR policies, employee handbooks, procedures, templates, and supporting guidance.Provide local HR teams and managers with practical guidance on how policies should be interpreted and applied.Serve as the policy expert for local HR teams that need knowledgeable support when handling unfamiliar, complex, or high-risk situations.Promote consistent policy administration across sites while recognizing legitimate differences in federal, state, provincial, and local requirements.Review requests for policy exceptions and provide recommendations to the MNA HR Director.Maintain appropriate policy approval, version-control, communication, acknowledgment, and recordkeeping processes through assigned HR resources.Monitor changes in employment laws and coordinate policy updates with legal counsel, local HR, Benefits, Payroll, and business leadership.Develop tools such as policy guides, decision trees, frequently asked questions, standard forms, and manager resources.Ensure policy decisions appropriately balance legal compliance, employee fairness, operational needs, and organizational consistency.3. Recruiting and Talent Acquisition LeadershipLead the North America recruiting function and ensure recruiting resources are aligned with business priorities.Establish consistent processes for requisition approval, job posting, candidate sourcing, interviewing, selection, offers, pre-employment requirements, and onboarding handoffs.Provide day-to-day direction and priorities to assigned recruiters.Personally lead or directly participate in searches involving:HR leadership positionsCorporate leadership positionsConfidential replacements or organizational changesBusiness-critical positionsOther priority searches assigned by the MNA HR DirectorFor these selected searches, personally assist with sourcing strategy, candidate outreach, interviews, candidate assessment, selection recommendations, and offer development.Assigned recruiters will manage routine recruiting activity and the majority of professional, technical, hourly, and site-level openings.Partner with plant HR and business leaders to establish recruiting priorities for critical vacancies, launch staffing, difficult-to-fill positions, and leadership succession needs.Monitor vacancy aging, time to fill, candidate flow, offer acceptance, hiring quality, sourcing effectiveness, and recruiter workload.Support workforce planning for new facilities, expansions, organizational changes, and critical talent needs.Ensure recruiting practices comply with applicable equal employment opportunity, pay-transparency, recordkeeping, immigration, and employment requirements.Strengthen the company's recruiting capabilities through appropriate technology, sourcing tools, agency management, university relationships, community partnerships, professional networks, and employer-branding initiatives.4. Compensation Administration and ReviewLead the consistent administration and governance of North America compensation programs.Serve as a central review point for:New-hire salary recommendationsPromotional increasesMerit increasesMarket adjustmentsRetention adjustmentsJob-level and title changesIncentive and bonus recommendationsInternal-equity concernsCompensation exceptionsReview compensation proposals for market competitiveness, internal equity, organizational consistency, budget impact, and legal compliance.Ensure assigned compensation or HR resources maintain compensation structures, job levels, salary ranges, approval standards, and supporting documentation.Partner with Finance, Payroll, local HR, and business leaders during annual merit, bonus, and workforce-planning cycles.Provide the MNA HR Director with clear recommendations and supporting analysis for significant or exceptional compensation decisions.Help prevent inconsistent titles, salaries, job levels, and compensation commitments across North America locations.5. Talent Development Review ProcessCoordinate and support the North America Talent Development Review process across all sites and functions.Establish the annual TDR calendar, required materials, preparation standards, calibration process, and follow-up expectations.Train and support local HR teams and business leaders on talent assessment, performance differentiation, potential assessment, succession planning, and employee development.Facilitate or support talent-review meetings and ensure discussions result in specific decisions and actions.Ensure every identified critical-role gap, succession risk,