PEOPLE AND CULTURE MANAGER

Manager of People & Culture

Location: Elkhart, IN (Dicor)

Reports To: Director of People & Culture 

Department: People & Culture 

FLSA Status: Exempt 

Travel: Minimal (primarily division-based with occasional travel for training or enterprise initiatives)

Position Summary

The Manager of People & Culture delivers division‑level HR leadership for 100–250 teammates, serving as both an operational expert and a strategic partner to site leadership. This role partners closely with the General Manager and division leadership team to drive talent acquisition, onboarding, engagement, employee relations, and compliance while shaping a positive, high‑performance culture. The Manager influences organizational health, supports leadership capability, and ensures People & Culture practices align with division goals and Airxcel’s values.

Key Responsibilities

Talent, Culture & Engagement

• Lead full‑cycle talent acquisition for all division‑level positions, including sourcing, interviewing, and hiring.
• Oversee onboarding and orientation to ensure a smooth, compliant, and culture‑aligned new hire experience.
• Drive teammate engagement through recognition programs, communication strategies, and feedback mechanisms.
• Partner with division leadership to strengthen culture, communication, and organizational effectiveness.

Employee Relations & Compliance

• Serve as the primary point of contact for teammate concerns, ensuring fair, consistent, and timely resolution.
• Guide supervisors through performance reviews, coaching, corrective action, and documentation.
• Ensure compliance with federal, state, and local employment laws, as well as company policies and procedures.
• Administer People & Culture policies and procedures consistently across the site.

Leave Management, Safety & Offboarding

• Manage Leave of Absence programs, including FMLA, ADA accommodations, and other applicable leave laws.
• Partner with EHS on workers’ compensation claims, return‑to‑work programs, and OSHA‑related documentation.
• Support termination and offboarding processes, including exit interviews and unemployment claim responses.

Compensation, Benefits & HR Systems

• Provide site‑level support for compensation and benefits, including payroll coordination, issue resolution, and Open Enrollment activities.
• Maintain accurate teammate records and HRIS data; run audits and support system training for supervisors.
• Prepare and submit People & Culture metrics and reporting to corporate leadership.
• Administer and process weekly payroll, ensuring accuracy, timely completion, resolution of payroll discrepancies, and preparation of payroll related reports and entries.
• Generate, analyze, and maintain Gainshare and Windows Per Labor Hours (WPLH) reports to support operational and financial performance tracking.

Training & Development

• Identify skill gaps and coordinate training programs to support workforce development and leadership capability.
• Track training completion and ensure compliance with required learning.

Audit Leadership & Risk Management

• Leads HR audit readiness, ensuring consistent compliance with company policies, regulatory requirements, and documentation standards.
• Identifies systemic risks and develops mitigation strategies to prevent audit failures and confidentiality breaches.
• Serves as the primary HR contact for internal audit, external audit, and compliance reviews.
• Ensures HR team members follow proper access, supervision, and confidentiality protocols during audits and file reviews.

 Other Responsibilities

• Participate in enterprise initiatives and cross‑functional projects, as needed.
• Perform other duties as assigned.

Qualifications

• Bachelor’s degree in Human Resources, Business Administration, or related field (Associate’s degree with 5 years of relevant experience may be considered).
• 5 years of HR experience, preferably in a manufacturing or industrial environment.
• Strong knowledge of employment laws, HR best practices, and leave administration.
• Experience with HRIS platforms (e.g., Workday, ADP, UKG) and data reporting.
• Excellent communication and interpersonal skills with the ability to build trust and influence at all levels.
• Demonstrated experience in recruiting, onboarding, employee relations, and training coordination.
• Professional certifications (SHRM‑CP, PHR) preferred.

Success Metrics

• Reduced time‑to‑fill for division‑level positions.
• Improved teammate engagement and retention.
• Accurate and timely People & Culture reporting and HRIS data integrity.
• Compliance with employment laws, safety requirements, and leave administration standards.
• Training completion rates and development program participation.
• Effective workers’ compensation management and return‑to‑work outcomes.
• Positive feedback from teammates and site leadership.

Compensation & Benefits

Airxcel offers a competitive compensation package including medical, dental, vision, 401(k) with company match, paid time off, paid holidays, and additional voluntary benefits. Salary range available upon request or as required by applicable state pay transparency laws.

EEO Statement

All divisions of Airxcel provide equal employment opportunities to all employees and applicants for employment and prohibits discrimination and harassment of any type without regard to race, color, religion, age, sex, national origin, disability status, genetics, protected veteran status, sexual orientation, gender identity or expression, or any other characteristic protected by federal, state or local laws. 

Why Join Airxcel?

Be part of a company that powers adventure and comfort for RV enthusiasts across North America. Work with a passionate team committed to innovation, unparalleled service, product expertise, and strong partnerships. Airxcel offers competitive compensation, comprehensive benefits, and opportunities for growth across its family of companies.