Sr. Human Resources Business Partner

Dexter is the premier manufacturer and supplier of axles, suspension, brakes, doors, venting products, trailer parts, accessories, and towing components serving the commercial trailer, RV, heavy-duty, marine, agriculture, and manufactured housing markets.

Headquartered in Elkhart, Indiana, Dexter has manufacturing and distribution locations throughout the U.S. and Canada. Employing state-of-the-art robotics, precision welding equipment, and automated machining processes, Dexter has achieved many years of success through a commitment to the principles of superior quality, continuous improvement, and unparalleled customer service

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About the Opportuni

tyDexter is seeking a strategic, technically adept Senior Human Resources Business Partner to serve as a trusted advisor to executive and senior leaders, facility HR teams, and employees across Dexter Upfit. This position provides enterprise-minded HR leadership and hands-on support for component (Upfit) facilities, translating business priorities into practical people strategies that strengthen culture, compliance, employee experience, organizational capability, and operational performanc

e.This role requires the ability to anticipate workforce needs, influence leaders at the highest levels, and apply data, technology, and AI-enabled solutions to improve HR decision-making and service delivery. The Senior HRBP will bring advanced HR expertise across employee relations, compliance, performance management, talent development, change management, compensation support, workforce planning, training, benefits, and HR operation

s.The Senior HRBP will champion Dexter's vision, mission, cultural principles, and commitment to safety through trusted leadership counsel, consistent communications, and up-to-date knowledge of HR best practices, employment law, emerging workforce trends, and responsible AI applicatio

n.Strategic Partnership and Executive Adviso

• ryServe as a senior HR advisor to Dexter Upfit executive and senior leadership, providing high-judgment counsel on talent, organization effectiveness, culture, leadership capability, employee relations, and workforce ris
• k.Translate business priorities into integrated people strategies, workforce plans, organizational design recommendations, and practical HR solutions that support growth, operational excellence, and employee engagemen
• t.Coach executives, people leaders, and HR partners through complex leadership decisions, sensitive employee matters, performance challenges, change initiatives, and talent planning discussion
• s.Identify emerging talent, culture, compliance, and organizational risks, and present forward-looking recommendations that help leaders make proactive, informed decision
• s.Partner with executive and facility leaders to guide change management, leadership communications, organizational effectiveness, and adoption of new ways of working across Dexter Upfi

t.HR Operations, Compliance, and Employee Relatio

• nsProvide strategic direction and tactical oversight for HR support across corporate leadership groups and Upfit facilities, partnering closely with plant HR teams as neede
• d.Ensure ongoing monitoring, compliance, and maintenance of human resources policies, procedures, employment practices, and employment records to meet organizational needs and comply with local, state, and federal law
• s.Develop and recommend policies, procedures, and scalable practices that address plant and business needs not covered within the scope of company-wide policie
• s.Stay current on employment laws, government reporting requirements, HR best practices, emerging HR technologies, and workforce trends that may affect the organizatio
• n.Advise managers and employees on employee relations, performance management, policy interpretation, workplace expectations, and appropriate resolution path
• s.Actively maintain satisfactory labor relations between management and employees while ensuring protection of company interests, rights, and value
• s.Participate in or lead complex workforce investigations related to employee complaints, injuries, suspected misconduct, policy concerns, or workplace conflic
• t.Communicate with management and legal counsel regarding human resources-related litigation, investigations, risk exposure, and recommended corrective actions as neede

d.Talent, Performance, Training, and Compensati

• onElevate the salaried performance management process by coaching leaders on goal alignment, performance differentiation, feedback quality, documentation, development planning, and accountabilit
• y.Coordinate merit-based pay increase processes and support compensation decisions that are legally compliant, competitive, equitable, financially sound, and aligned with hiring and retention goal
• s.Maintain and manage administration of employee compensation systems and related processes, partnering with leadership and HR teams to ensure consistency, competitiveness, and data accurac
• y.Support plant HR partners with recruiting systems, job postings, candidate process questions, and hiring workflow improvement
• s.Plan and deliver new hire orientation, compliance training, leader education, and training tied to quality system requirements, business priorities, and employee development need
• s.Develop, implement, and administer effective training programs that meet plant goals, strengthen leadership capability, and support employee growt
• h.Use workforce insights to support succession planning, talent reviews, retention strategies, employee development plans, and critical capability buildin

g.Technology, Data, and AI-Enabled

• HRApply strong technical aptitude to optimize reporting tools, employee data workflows, document management, and HR process automation across assigned area
• s.Evaluate, pilot, and responsibly apply AI-enabled HR tools to improve process efficiency, workforce insights, employee communications, knowledge management, and leader decision suppor
• t.Use HR analytics, dashboards, trend data, and structured reporting to identify workforce patterns, anticipate risks, measure HR effectiveness, and recommend data-informed action plan
• s.Maintain accurate HR systems and records, including personnel, compensation, benefits, performance, training, compliance, and employee relations documentatio

n.Continuous Improvement, Safety, and Project Leadersh

• ipRecommend practical improvements that increase HR efficiency, consistency, scalability, employee experience, and service quality across corporate and operational environment
• s.Lead assigned HR projects, executive communications, change initiatives, exit interview processes, HR reporting requests, and cross-functional deliverables with strong ownership and follow-throug
• h.Maintain adherence to effective Workers' Compensation administration practices and partner with appropriate stakeholders to support timely case management and complianc
• e.Provide backup support to HR team members when needed and model collaborative, solution-oriented partnership across the broader HR organizatio

n.Required Qualificatio

• nsBachelor's degree in Human Resources, Business, Organizational Development, or a related field; equivalent experience will also be considere
• d.10 years of progressive HR experience in a generalist, HR business partner, HR manager, or similar role, preferably with multi-site, manufacturing, distribution, or operational environment
• s.Demonstrated success advising executive and senior leaders on complex employee relations, workforce strategy, organizational effectiveness, performance management, and talent decision
• s.Advanced working knowledge of employment compliance, employee relations, performance management, labor relations, HR administration, compensation support, and HR operation
• s.Strong technical aptitude with HRIS, HCM, ATS, reporting, collaboration tools, and Microsoft Office applications, with the ability to quickly learn and apply new system
• s.Working understanding of AI-enabled tools, HR analytics, digital transformation, and responsible technology adoption in HR environment
• s.Experience training managers and employees on expectations, policies, processes, compliance requirements, and leadership practice
• s.Strong business acumen and the ability to connect people strategies to operational, financial, cultural, and organizational outcome
• s.Sound judgment, discretion, attention to detail, and the ability to handle sensitive information professionally and confidentiall
• y.Strong communication, organization, critical thinking, facilitation, influence, change leadership, and follow-through skill
• s.Ability to support multi-site operations and partner effectively across corporate, plant, and cross-functional team

s.Preferred Qualificatio

• nsSHRM-SCP, SPHR, PHR, SHRM-CP, or related HR certificatio
• n.Master's degree in Human Resources, Business Administration, or a related disciplin
• e.Experience with HR technology platforms, dashboards, process automation, AI-enabled productivity tools, or workforce analytics solution
• s.Experience supporting executive leadership in a manufacturing, industrial, operations, or multi-site business environmen
• t.Change management, organizational design, Lean, Six Sigma, continuous improvement, or project management experienc