Corporate HR Manager

Challenge Manufacturing•Walker, MI

5d•Onsite

About The Position

The Human Resources Manager serves as a strategic HR business partner to the Company's corporate salaried employee population. The role delivers HR programs and services that support employee engagement, organizational effectiveness, talent development, and compliance across corporate functions. It partners with leaders and employees on employee relations, performance management, workforce planning, talent acquisition, compensation, policy interpretation, and organizational change. The ideal candidate is proactive and customer-focused, with strong business acumen, relationship-building skills, and advanced Workday HRIS expertise. The position uses data to inform decisions, enhances the employee experience, and serves as a trusted advisor to leaders and employees. This is an 8:00 a.m.–5:00 p.m., Monday–Friday position at the Corporate Office in Walker, Michigan.

Requirements

Bachelor's degree in Human Resources, Business Administration, Organizational Development, or a related field.
At least 5 years of progressive Human Resources experience supporting salaried employee populations.
At least 2 years of hands-on Workday HRIS/HCM experience, including business processes, reporting, data management, and organizational transactions.
Experience partnering directly with business leaders as an HR Business Partner, HR Generalist, or HR Manager.
Strong knowledge of federal, state, and local employment laws and HR best practices.
Ability to understand the broader business impact of decisions and align HR strategies with organizational objectives.
Strong analytical skills and ability to use HR data, metrics, and Workday reporting to support informed decisions.
Excellent verbal and written communication skills and ability to communicate effectively at all levels of the organization.
Sound judgment, discretion, and objectivity in handling sensitive employee matters and business challenges.
Expertise in employee relations, talent management, organizational development, compensation, performance management, and workforce planning.
Professionalism, integrity, confidentiality, and consistent follow-through in building credibility and trust.
Ability to maintain positive working relationships, resolve conflicts constructively, and foster collaboration.
Willingness to use feedback and continuous learning to improve performance and business partnerships.
Responsiveness and sense of urgency in meeting the needs of employees, leaders, and business partners.
Ability to embrace change and ambiguity and help leaders and employees navigate organizational transformation.
Thoroughness, attention to detail, accuracy, and reliability when managing responsibilities and confidential information.

Nice To Haves

Manufacturing or automotive industry experience.
Experience supporting corporate functions such as Finance, IT, Engineering, Operations Support, Supply Chain, or Administrative departments.
Master's degree in Human Resources, Business Administration, Organizational Development, or a related field.
Professional HR certification such as SHRM-CP, SHRM-SCP, PHR, or SPHR.

Responsibilities

Serve as the primary HR business partner for assigned corporate salaried employee groups, advising on employee relations, performance management, talent development, workforce planning, and organizational effectiveness.
Partner with corporate leaders to understand business objectives, workforce needs, and organizational challenges, and develop HR strategies that support business goals and employee engagement.
Manage employee relations matters, including investigations, workplace concerns, manager coaching, documentation, and consistent application of company policies and practices.
Advise leaders on performance management, performance improvement plans, coaching, talent assessments, succession planning, and employee development.
Support full-cycle salaried recruitment with Talent Acquisition, including workforce planning, interviews, selection decisions, onboarding, internal mobility, and retention strategies.
Serve as a Workday HCM subject matter expert for employee data, organizational and job changes, compensation actions, reporting, security roles, and business-process transactions.
Use Workday reporting and analytics to identify workforce trends, monitor HR metrics, support decisions, and recommend actions to leadership.
Partner with Compensation, Benefits, Payroll, Talent Acquisition, and Learning & Development to deliver HR services and consistent employee experiences.
Ensure compliance with federal, state, and local employment laws and company policies and procedures.
Maintain HR records, documentation, and employee files in accordance with company standards and regulatory requirements.
Support organizational changes, restructures, policy implementations, and communications across corporate departments.
Participate in leadership meetings and business reviews, providing an HR perspective on business decisions and workforce implications.
Assist with annual HR programs, including performance reviews, compensation planning, succession planning, employee engagement, and talent reviews.
Respond to employee and manager inquiries with professionalism, confidentiality, accuracy, and urgency.