Top Human Resources Executive jobs in Indiana

THE POSITION

We are seeking a highly effective Senior HR Manager to lead the Human Resources function, on-site. Reporting to the Vice President of Human Resources, the Senior HR Manager will oversee a team of seven HR professionals, ensuring excellence in all HR functions.

This is an opportunity to completely revamp the HR processes and procedures within the Company. Present policies, including the Employee Handbook, are outdated. We require someone who is a strategic thinker yet will also “roll up their sleeves” to build from the ground up including developing and implementing new benefits, a bonus structure and organizational structure within the Company.

This will take considerable effort including coaching and developing a relatively inexperienced HR staff and pushing back against company-wide resistance to change. We require someone who has a proven track record of driving change and gaining buy-in. This is a very challenging position which will be very rewarding for someone who is excited about building a world-class organization.

The person who is successful in this role should be willing to grow his/her own skills and abilities with an eye toward eventually moving into the VP, HR role.

Primary Responsibilities

• Collaborate with senior management to establish and implement strategies and processes focused on developing the company’s most critical asset: its people.
• Lead company-wide HR initiatives, including talent acquisition, performance management, employee engagement, compensation strategies and planning, bonus programs, benefits, training and development, talent management, and other cross-functional programs.
• Serve as the HR subject-matter expert on the Management Team.
• Contribute to the development and lead the execution of HR strategy, establishing and monitoring key metrics, and utilizing data to drive activities, decisions, and countermeasures.
• Champion the use of data to identify, prioritize, and act on opportunities to enhance organizational effectiveness, culture, and employee morale.
• Act as the ambassador for the company’s culture, values, work environment, and desired behaviors.
• Lead initiatives for culture change and organizational development.
• Sponsor programs that drive employee engagement and retention.
• Manage and improve internal controls to ensure the confidentiality of personal and privileged information, including personal data and disciplinary measures.
• Partner with outside legal counsel to ensure compliance with all applicable employment laws.
• Act as the primary contact for federal and state governmental agencies in resolving employment charges and complaints.
• Provide resources, leadership, and counsel on issues related to equity, diversity, and inclusion.
• Build a solid HR foundation for the company, establishing robust HR practices and infrastructure.
• Serve as a coach and mentor to develop and enhance the skills of the HR team.
• Establish and implement new policies and procedures to improve organizational effectiveness.
• Lead the effort to re-write and update the company handbook, ensuring it reflects current practices and regulations.
• Utilize union avoidance strategies to maintain a positive and collaborative work environment.
• Demonstrate both strategic thinking and hands-on execution.
• Conduct organizational leadership reviews to assess and develop leadership capabilities.
• Drive succession planning to ensure a strong pipeline of future leaders.
• Utilize metrics to gauge the health of the organization, focusing on key indicators such as employee retention and engagement.

REQUIRED SKILLS AND COMPETENCIES

• Effective oral and written communication skills, including the ability to present confidently and effectively to various audiences of different sizes.
• Ability to work well under pressure, manage competing demands, and meet tight deadlines, including working outside normal Monday through Friday business hours as responsibilities require.
• Experience building or improving a dedicated Human Resources function for a growing company, with solid management skills to lead a team and department.
• High level of emotional intelligence.
• Critical thinking and initiative with a strong work ethic.
• Strong listening skills.
• Excellent verbal and written communication skills, with the ability to create, motivate, and instill a positive company culture for all.
• Proven experience in building and developing HR teams.
• Strong expertise in change management to facilitate smooth transitions and improvements.

QUALIFICATIONS

• Education and Certification/License Credentials: Bachelor’s Degree required (MBA or equivalent in a related field is preferred, but not required). Various HR-related certifications are preferred but not required.
• Minimum of seven (7) years of progressive human resources experience, including three (3) years in a senior HR leadership role within a manufacturing environment.
• Experience with Toyota Production System (TPS), Six Sigma or similar process improvement is a plus, but not required.
• Proven track record of success in a senior HR role, ideally within a manufacturing setting.
• Experience in a large manufacturing operation (500 employees) is required. Experience in the automotive industry and/or with a Japanese company is highly beneficial.
• Strong business, analytical, and HR acumen, with excellent problem-solving skills.
• Comprehensive knowledge and practical application of HR disciplines, including employment and labor laws, negotiations, employee relations, management, and leadership development. Experience with positive employee relations is preferred.
• Demonstrated expertise in change management thorough understanding of HR practices, policies, and laws.
• Strong analytical and project management experience utilizing Human Resource Information Systems (HRIS) preferably UKG or PayCom.