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Manufacturing Electrical Engineer
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This job description will be reviewed periodically and is subject to change by management.
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RECEPTIONIST
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Employee Assistance Program - Free access to mental health resources life coaching and more for you and your covered family members.
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HUMAN RESOURCES MANAGER
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- $90,000 USD / year
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Senior Manager, Smart Buildings & Connected Environments - Remote (US)
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Senior Manager, Smart Buildings & Connected Environments - Remote (US)
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Remote, United States
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Senior Manager, Smart Buildings & Connected Environments - Remote (US)
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Senior Manager, Smart Buildings & Connected Environments - Remote (US)
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Senior Manager, Smart Buildings & Connected Environments - Remote (US)
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Dexter

Human Resources Manager

Cooper, TX, United States

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Job details

Posting language: English
Posted: Oct 30, 2026

Original job description

At Dexter, we manufacture and distribute axles, accessories, and towing components primarily serving the commercial trailer, RV, marine, agriculture, and manufactured housing markets. We’re building products and systems that are rooted in a culture of safety, collaboration, and innovation.

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 over 65 years of success through a commitment to the principles of superior quality, continuous improvement, and unparalleled customer service.

For more information about our company, access Dexter's web site at www.dextergroup.com.

Essential Duties / Responsibilities:

The Human Resources Manager is the on-site HR leader for Dexter manufacturing operations with locations in Cooper, TX, Azle, TX and Mishawaka, IN. This role will partner with plant leadership and the Director of HR to deliver employee relations, workforce planning, HR standard work, compliance, and leadership capability in a high-growth, hands-on production environment.

Partner with plant leadership to translate production, capacity, and growth plans into practical people strategies and staffing actions.
Lead employee relations, investigations, corrective action, policy interpretation, documentation, and escalation with sound judgment and consistency.
Build demand-driven workforce plans tied to production schedules, overtime, attendance, turnover, critical skills, and shift coverage.
Coach frontline leaders on performance standards, underperformance, attendance management, communication, accountability, and values-based leadership.
Execute HR standard work across the employee lifecycle, including hiring support, onboarding, attendance and leave, ER case management, corrective action, performance management, compensation/job changes, and HR data integrity.
Partner with Talent Acquisition, Safety, Operations, and Training to improve hiring velocity, 0-90 day retention, compliance completion, and workforce readiness.
Maintain strong floor presence across shifts and provide support for employee communication, coaching, onboarding, meetings, and investigations.
Use workforce data, dashboards, and trend analysis to identify risk, recommend countermeasures, and improve labor predictability and plant performance.

How Success Will Be Measured:

Talent stability and capability: voluntary turnover, first-year turnover, time-to-fill, critical-role coverage, and leader development participation.
Performance and accountability: underperformance actively managed, corrective action quality, timely leader check-ins, and aging performance issues.
Leadership and culture: engagement participation, action plan execution, values-based recognition, and supervisor health indicators.
Workforce and operational readiness: overtime vs. plan, attendance disruption, safety incident reporting timeliness, and training/compliance completion.
HR standard work and data integrity: lifecycle SLA adherence, ER documentation quality, onboarding completion, HRIS accuracy, and timekeeping controls.

Qualifications & Experience:

Education Level and Area of Study (Required or Preferred): Bachelor's degree in Human Resources, Business, Industrial Relations, or related field preferred; equivalent plant HR experience considered.
# Years Experience: 5+ years of HR experience required; with a minimum 5 years of manufacturing, industrial, fabrication, automotive, metals, or related plant HR experience strongly preferred.
Skills / Knowledge (Required or Preferred): Required: employee relations, investigations, corrective action, workforce planning, labor staffing, attendance management, HR compliance, supervisor coaching, HRIS/timekeeping discipline, and hands-on support for hourly manufacturing teams. Preferred: experience with stamping, press operations, metal fabrication, high-heat treatment, plant expansion, or rapid workforce ramp-up.
Professional Certifications: SHRM-CP, SHRM-SCP, PHR, or SPHR preferred.
Languages Required / Preferred: Bilingual English/Spanish required.

Working Conditions:

Travel Frequency / Method / Distance: Limited travel, generally 0-10%, for regional, corporate, training, or project-based meetings as needed.

Work Environment: On-site office and manufacturing floor environment supporting stamping, press, fabrication, and high-heat treatment operations. Regular production-floor presence and PPE use are required.

Physical Requirements: Regular walking, standing, and movement through production areas; ability to sit, use a computer, communicate in meetings, and occasionally lift or carry lightweight materials.

We care for our people. Here are some of our great, comprehensive Benefits:

Dexter offers a competitive wage
Full benefits package including Health, Dental, Vision, Life, STD, LTD, FSA, HSA
3% profit sharing in our Safe Harbor program
401(k) Plan with company contributions
Opportunities for internal career development and growth

Apply now to join an industry leader and make a difference in what we do for the customers we serve!

Dexter is committed to attracting, developing, and retaining a highly qualified, dedicated workforce. We hire and promote individuals based on their qualifications, performance, and abilities.

It is the policy of the Company to provide equal opportunity to all qualified individuals without discrimination on the basis of race, ethnicity, national origin, gender, age, sexual orientation, disability, religion, veteran status, citizenship status or any other protected characteristic as outlined by applicable U.S. and Canada equal rights legislation protected by federal, state, province or local law.

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