Human Resources Manager

Daifuku•Columbus, OH

21d•Hybrid

About The Position

Daifuku Automotive America Corporation is a leader in Design, Manufacturing, Installation and Support of automotive automation/material handling systems in North America. Daifuku Automotive is dedicated to supporting individual development and team success by providing opportunities to enhance skills and grow professionally. We are currently seeking an experienced Human Resources Manager to be based at our Reynoldsburg, OH facility. In this role, you will partner with leadership and support multiple AMUS locations, requiring up to 40% monthly travel. The Human Resources Manager is the primary owner of Human Resources for AMUS operations across four locations in the United States and Canada (Reynoldsburg, Ohio • Novi, Michigan • Carlisle, South Carolina • Hamilton, Ontario (Canada)). This role provides a balanced mix of strategic leadership and hands‑on execution, supporting both unionized and non‑union environments. The HR Manager leads day‑to‑day HR operations, labor relations, talent initiatives, and compliance, while partnering with executive leadership on escalated or high‑impact matters to ensure alignment with AMUS business objectives.

Requirements

Bachelor’s degree in Human Resources, Business Administration, or related field (HR certification preferred).
7+ years of progressive HR experience, preferably in manufacturing, automation, or industrial environments.
Demonstrated experience leading labor relations and union negotiations.
Experience supporting multi‑site operations and managing HR staff.
Strong working knowledge of HRIS/ATS systems, compensation practices, and HR metrics.
Proven ability to balance strategic thinking with hands‑on execution.

Nice To Haves

HR certification preferred

Responsibilities

Provide end‑to‑end HR leadership for four AMUS locations (Reynoldsburg, Novi, Carlisle, and Hamilton), ensuring consistent application of HR policies, practices, and culture.
Travel regularly (up to 40% per month) to support site leadership, employees, and HR initiatives.
Serve as the primary HR partner to local leadership teams while aligning with AMUS and DNA corporate standards.
Act as the lead negotiator for day‑to‑day union relations in unionized locations, including collective bargaining preparation, grievance handling, investigations, discipline, and contract administration.
Escalate final approvals, major economic decisions, or high‑risk labor matters to executive leadership as appropriate.
Maintain constructive, professional relationships with union representatives and site leadership.
Manage and develop a team of four HR professionals, including: Communications and Marketing Coordinator, Learning and Development Specialist, and Additional HR staff supporting core HR operations.
Set priorities, provide coaching, and ensure clear accountability and effective service delivery across the HR team.
Execute talent management and succession planning activities in support of organizational continuity and leadership development.
Lead and oversee learning and development programs, including technical, professional, and leadership training, in partnership with the Learning and Development Specialist.
Support performance management processes, employee development planning, and manager capability building.
Lead end‑to‑end recruiting and onboarding across all locations, including proactive sourcing strategies for hourly, professional, and leadership roles.
Partner with hiring managers to define requirements, improve candidate quality, and ensure timely hiring.
Utilize HR systems and analytics to track recruiting effectiveness, turnover, and workforce trends.
Lead the development and formalization of a comprehensive compensation and benefits program for AMUS that more closely ties pay to performance.
Conduct industry benchmarking and market analysis to ensure competitiveness and internal equity.
Develop and implement salary banding structures and transparent incentive/bonus programs aligned with business objectives.
Prepare recommendations, secure executive and Board approval, and manage the rollout and communication of new compensation and benefits programs to employees.
Continuously evaluate program effectiveness and recommend improvements as the organization evolves.
Serve as the escalation point for complex employee relations matters in both union and non‑union environments.
Ensure compliance with U.S. and Canadian employment laws and regulations.
Oversee HR operations including HRIS accuracy, policy administration, payroll coordination, reporting, and continuous process improvement.