Human Resources Manager

• Other centralized HR programs assigned by the MNA HR Director
• Establish 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.

• Serve 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.

• Lead 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 positions Corporate leadership positions Confidential replacements or organizational changes Business-critical positions Other priority searches assigned by the MNA HR Director
• HR leadership positions
• Corporate leadership positions
• Confidential replacements or organizational changes
• Business-critical positions
• Other priority searches assigned by the MNA HR Director
• For 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.

Administration and Review

• Lead the consistent administration and governance of North America compensation programs.
• Serve as a central review point for:
• New-hire salary recommendations Promotional increases Merit increases Market adjustments Retention adjustments Job-level and title changes Incentive and bonus recommendations Internal-equity concerns Compensation exceptions
• New-hire salary recommendations
• Promotional increases
• Merit increases
• Market adjustments
• Retention adjustments
• Job-level and title changes
• Incentive and bonus recommendations
• Internal-equity concerns
• Compensation exceptions
• Review 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.

• Coordinate 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, high-potential employee, retention concern, or performance issue has a documented action, responsible owner, and expected completion date.
• Track completion of development plans, succession actions, retention measures, performance interventions, and other TDR commitments.
• Promote fair and consistent talent assessments across different sites, functions, and leadership teams.
• Prepare consolidated North America talent reports and executive summaries for the MNA HR Director and senior leadership.
• Connect TDR outcomes to succession planning, leadership development, recruiting priorities, retention actions, and future organizational needs.

• Provide centralized HR review and guidance for significant salaried employee actions.
• Review proposed:
• Salaried employee hires Promotions and demotions Job-title or level changes Compensation adjustments Organizational restructures Position eliminations Performance improvement plans Final written warnings Separation agreements Involuntary terminations
• Salaried employee hires
• Promotions and demotions
• Job-title or level changes
• Compensation adjustments
• Organizational restructures
• Position eliminations
• Performance improvement plans
• Final written warnings
• Separation agreements
• Involuntary terminations
• Evaluate whether proposed actions are supported by appropriate documentation, consistent with policy, and aligned with prior company practices.
• Identify potential legal, employee-relations, retaliation, discrimination, wage-and-hour, contractual, immigration, or precedent-setting risks.
• Coordinate with legal counsel when an action presents heightened risk or requires specialized legal review.
• Ensure required approvals are obtained before commitments are communicated or employment actions are implemented.
• Maintain confidentiality and appropriate records for sensitive employee matters.
• The MNA HR Manager will not replace local HR’s responsibility for fact-finding, documentation, employee relations, or site-level execution. The position will provide an additional level of technical review, consistency, risk assessment, and governance.

• Provide leadership and governance for North America immigration and global-mobility support.
• The assigned immigration specialist will be responsible for routine case administration, documentation, employee communication, case tracking, and coordination with immigration counsel.
• The MNA HR Manager will:
• Establish priorities and operating expectations Review escalated or unusual cases Monitor legal compliance and case status Resolve ownership or service issues Ensure appropriate business and financial approvals Escalate significant risks to the MNA HR Director Coordinate with legal counsel when necessary
• Establish priorities and operating expectations
• Review escalated or unusual cases
• Monitor legal compliance and case status
• Resolve ownership or service issues
• Ensure appropriate business and financial approvals
• Escalate significant risks to the MNA HR Director
• Coordinate with legal counsel when necessary
• Ensure the organization maintains visibility of active cases, visa classifications, expiration dates, required filings, work authorization, costs, and responsible parties.
• Ensure employees do not begin or continue working without appropriate authorization.
• Support compliant international assignments, intracompany transfers, business travel, and other global-mobility activities.
• Provide leaders with realistic guidance regarding immigration options, requirements, timelines, risks, and business responsibilities.
• Ensure periodic audits of immigration and work-authorization records are completed and identified concerns are promptly addressed.

• Provide leadership and governance for the consistent administration and communication of North America employee benefit programs.
• Assigned benefits specialists and external vendors will be responsible for routine administration, employee inquiries, enrollment support, case resolution, and vendor coordination.
• The MNA HR Manager will monitor service quality, resolve significant escalations, establish priorities, and ensure appropriate accountability.
• Partner with benefits employees, brokers, carriers, vendors, Payroll, Finance, and local HR to address recurring problems and improve service.
• Oversee annual enrollment, benefit renewals, employee communications, plan changes, vendor reviews, and compliance requirements.
• Help evaluate benefit programs for competitiveness, affordability, employee value, and organizational sustainability.
• Ensure benefit decisions and communications are accurate, properly approved, and consistent with applicable plan documents and legal requirements.
• Support the MNA HR Director with benefit strategy, cost analysis, executive recommendations, and significant employee escalations.

• Lead and govern the HR Shared Services Center and establish consistent standards for transactional HR support.
• Assigned Shared Services employees will perform routine transactions, data changes, document preparation, reporting, record maintenance, and employee support.
• Clarify ownership and workflow for:
• Employee-data changes Employment records Employment letters and forms HR inquiries Routine reporting System approvals Other centralized HR transactions
• Employee-data changes
• Employment records
• Employment letters and forms
• HR inquiries
• Routine reporting
• System approvals
• Other centralized HR transactions
• Ensure requests are completed accurately, confidentially, and within established service expectations.
• Develop standard operating procedures, escalation paths, templates, knowledge resources, and quality-control measures.
• Partner with Payroll, Benefits, Immigration, Recruiting, IT, and local HR to resolve issues that cross functional boundaries.
• Identify recurring errors, unnecessary manual work, duplicate approvals, and opportunities for system or process improvement.
• Support HR data integrity and appropriate access controls across HR systems.

• Serve as a trusted technical resource to plant HR managers, HR generalists, and site leadership.
• Provide timely guidance when local HR teams encounter unfamiliar, complex, or high-risk policy and employee matters.
• Help local HR evaluate options without removing local accountability for day-to-day employee relations and site execution.
• Conduct regular meetings with site HR teams to review priorities, policy questions, employee-relations risks, recruiting needs, TDR commitments, and unresolved issues.
• Develop practical tools and training that strengthen the capabilities and independence of local HR teams.
• Promote consistency across North America while allowing appropriate flexibility for local operational and legal requirements.
• Visit sites as needed to provide support, conduct reviews, assist with significant initiatives, and strengthen relationships with local HR and business leaders.

• Coordinate regularly with the HR Business Partner assigned to support the MNA HR Director and North America headquarters.
• The HR Business Partner will report directly to the MNA HR Director and maintain a dotted-line relationship to the MNA HR Manager for day-to-day coordination, workflow alignment, policy support, and connection to the COE team.
• The MNA HR Manager will:
• Help establish day-to-day priorities and operating routines Connect the HR Business Partner with appropriate COE resources Provide policy and technical guidance Support consistent HR processes and documentation Coordinate shared projects and corporate HR initiatives Help resolve issues that cross functional boundaries Keep the MNA HR Director informed of material priorities, risks, or unresolved concerns
• Help establish day-to-day priorities and operating routines
• Connect the HR Business Partner with appropriate COE resources
• Provide policy and technical guidance
• Support consistent HR processes and documentation
• Coordinate shared projects and corporate HR initiatives
• Help resolve issues that cross functional boundaries
• Keep the MNA HR Director informed of material priorities, risks, or unresolved concerns
• The MNA HR Manager will not serve as the primary HR Business Partner for corporate functions or replace the direct reporting relationship between the HR Business Partner and the MNA HR Director.

• Support compliance with applicable employment, wage-and-hour, recordkeeping, immigration, benefits, privacy, and human-rights requirements.
• Partner with legal counsel and subject-matter experts when specialized advice is required.
• Conduct or coordinate periodic reviews of HR practices, records, workflows, and controls.
• Identify compliance gaps and establish corrective-action plans with responsible owners and completion dates.
• Ensure significant HR decisions are properly documented and supported by applicable policy, evidence, and required approvals.
• Promote standardized and scalable processes that can support future growth and new-site launches.
• Support HR-system implementation, workflow automation, data reporting, and process-improvement initiatives.
• Immediately escalate significant legal, ethical, employee-relations, financial, or reputational risks to the MNA HR Director.

The MNA HR Manager is expected to:

• Lead through clear direction, functional expertise, coordination, and accountability.
• Allow assigned specialists to perform their responsibilities while providing appropriate guidance and oversight.
• Avoid becoming the routine administrator for every COE program.
• Operate as a hands-on leader when an issue requires escalation, specialized judgment, or direct intervention.
• Provide clear recommendations rather than simply identifying problems.
• Protect confidentiality and exercise sound judgment with sensitive information.
• Challenge inconsistent, unsupported, or noncompliant decisions professionally.
• Build credibility with operational leadership, corporate leadership, and local HR teams.
• Create structure in areas where processes or ownership are unclear.
• Hold team members and stakeholders accountable for commitments and deadlines.
• Communicate effectively across cultural, geographic, and organizational boundaries.
• Balance business needs with employee fairness, legal compliance, and responsible HR governance.
• Escalate significant concerns without unnecessary delay.
• Support the business while maintaining the independence and integrity expected of the HR function.

This position provides direct leadership to designated North America COE and Shared Services employees, which may include team members responsible for:

• Recruiting
• Compensation
• Immigration
• Benefits

• HR policy and compliance support
• Other centralized HR functions assigned by the MNA HR Director

The position will provide functional guidance and project leadership to local HR employees when work involves North America policies, COE programs, TDR, compensation reviews, or shared HR processes.

• Report directly to the MNA HR Director
• Maintain a dotted-line relationship to the MNA HR Manager
• Coordinate with the MNA HR Manager on daily priorities, policies, processes, COE support, and shared initiatives

To qualify for this role you must meet the following:

• Bachelor’s degree in Human Resources, Business Administration, Labor Relations, Organizational Development, or a related field.
• At least seven years of progressively responsible Human Resources experience.
• At least three years of HR management, team-leadership, or significant functional-leadership experience.
• Experience leading, managing, or coordinating HR Centers of Excellence, Shared Services, or multiple centralized HR functions.
• Demonstrated experience with several of the following areas: policy, recruiting, compensation, immigration, benefits, talent management, and HR operations.
• Hands-on experience recruiting HR leadership, corporate leadership, confidential, or other business-critical positions.
• Experience supporting multiple facilities, business units, or geographic locations.
• Demonstrated ability to interpret and apply employment policies and legal requirements.
• Experience reviewing sensitive employee actions, including compensation decisions, performance actions, organizational changes, and terminations.
• Strong written, verbal, analytical, organizational, and project-management skills.
• Ability to lead specialists and establish accountability without personally assuming all functional work.
• Ability to handle confidential information and exercise independent judgment.
• Ability and willingness to work 100% on-site at the Minth North America headquarters in Wixom, Michigan.
• Ability to travel to North America locations based on business needs.

Key to being successful in this role:

• Master’s degree in Human Resources, Business Administration, Labor Relations, or a related discipline.
• SPHR, SHRM-SCP, CHRL, or comparable professional certification.
• Experience in automotive, manufacturing, or another multi-site operational environment.
• Experience supporting both U.S. and Canadian operations.
• Experience with HRIS implementation, workflow automation, HR analytics, and process improvement.
• Experience supporting new-site launches, rapid organizational growth, or significant organizational transformation.
• Experience working within a global or cross-cultural organization.

• COE leadership and governance
• HR functional expertise
• Policy interpretation and development
• Business judgment
• Executive communication
• Leadership and critical-role recruiting
• Employee-relations risk assessment
• Talent and succession planning
• Compensation analysis
• Process development and improvement
• Project and deadline management
• Cross-functional leadership
• Coaching and team development
• Delegation and accountability
• Data analysis and attention to detail
• Cultural awareness and adaptability
• Integrity and confidentiality

Measures of Success

Success in this role will be evaluated based on:

• Consistent and timely COE service to local HR and business leaders
• Clear ownership and accountability across centralized HR functions
• Effective leadership and development of assigned COE specialists
• Successful recruitment of HR leadership, corporate leadership, confidential, and business-critical positions
• Improved quality and consistency of HR policies and employment decisions
• Timely completion of TDR activities and documented follow-up actions
• Quality and consistency of compensation, organizational, and termination reviews
• Immigration compliance and timely case management
• Benefit-service quality and effective vendor coordination
• Shared Services accuracy, responsiveness, and process efficiency
• Reduced duplication, manual work, unresolved escalations, and policy confusion
• Development of stronger and more capable local HR teams
• Effective coordination with the North America HR Business Partner
• Effective identification and escalation of significant HR risks
• Successful implementation of scalable North America HR processes

This is a 100% on-site position based at the Minth North America headquarters in Wixom, Michigan.

The role is not designated as remote or hybrid.

The position primarily operates in a professional office environment but will regularly interact with manufacturing and warehouse operations.

The employee may be required to enter production environments and comply with applicable safety requirements and personal protective equipment standards.

The position requires regular use of a computer, participation in virtual and in-person meetings, handling of confidential information, and travel between company locations based on business needs.

Minth North America is an equal opportunity employer.

Employment decisions are made without unlawful discrimination based on race, color, religion, sex, pregnancy, national origin, age, disability, genetic information, veteran status, marital status, sexual orientation, gender identity, or any other status protected by applicable law.

Why work for Minth?

Here are the advantages of working at Minth.

• International development platform
• Dynamic and efficient team
• All-round personal improvement
• Personalized humanistic care
• Diversified working atmosphere
• Modern office setting
• Competitive compensation package