Human Resources Manager

About the role

PHINIA: Advancing sustainability today, powering a cleaner tomorrow. PHINIA is an independent, market-leading, premium solutions and components provider with over 100 years of manufacturing expertise and industry relationships, with a strong brand portfolio that includes DELPHI®, DELCO REMY® and HARTRIDGE™. With over 12,500 employees across 43 locations in 20 countries, PHINIA is headquartered in Auburn Hills, Michigan, USA. At PHINIA, we Provide fuel systems, electrical systems, and aftermarket products and solutions of the highest quality - developed and manufactured responsibly - that are designed to enhance efficiency and reduce the environmental impact of vehicles, industrial machinery, and other applications. In doing so, we contribute to a cleaner tomorrow, treat our people and surrounding communities with respect, and hold ourselves accountable to robust ethical standards. Our Culture PHINIA promotes and cultivates an inclusive culture and diverse perspectives, strives to maintain its reputation for excellence, thrives on the power of collaboration, and fosters the development of our talented employees. We believe in making a positive impact through our business and actions, and we take our collective responsibility seriously. Career Opportunities We believe in building a brighter tomorrow for our employees as well as our customers and encourage you to learn about our long history, strong culture, new technologies, and future vision. We offer a strong local presence and interesting global opportunities. Join us on this shared journey toward a brighter tomorrow. JOB PURPOSE Responsible for implementing and managing policies and programs that cover all Human Resources functions. Participates in business activities and strategic planning for SLP to ensure the effective use of human resources in achieving business goals and objectives. Establishes or significantly influences the functional strategy.

Responsibilities

• Labor Relations & Union Management
• Lead the relationship with union leadership (local and central bodies)
• Ensure compliance with labor laws, union contracts, and plant policies
• Develop union engagement strategies to maintain operational stability
• Drive a preventive labor relations approach (early conflict identification)
• Workforce Planning & Talent Management
• Define headcount planning strategies aligned with production volume & manage staffing for hourly and salary personnel
• Provide workforce flexibility models (temporary, seasonal)
• Labor Relations & Union Management
• Lead the relationship with union leadership (local and central bodies)
• Ensure compliance with labor laws, union contracts, and plant policies
• Develop union engagement strategies to maintain operational stability
• Drive a preventive labor relations approach (early conflict identification)
• Workforce Planning & Talent Management
• Define headcount planning strategies aligned with production volume & manage staffing for hourly and salary personnel
• Provide workforce flexibility models (temporary, seasonal)
• Provide workforce flexibility models (temporary, seasonal)
• Employee Relations & Discipline Management
• Oversee disciplinary processes ensuring fairness and legal compliance
• Standardize progressive discipline practices
• Implement conflict resolution frameworks between supervisors and workforce
• Compensation, Benefits & Payroll Governance
• Ensure competitiveness within automotive sector benchmarks, fully aligned with union agreements and corporate policies
• Coordinate with finance to control labor cost budgets
• Ensure accurate payroll processing for multiple employee categories
• Litigation cases (terminations, labor disputes)
• Maintain HR documentation for audits (internal & external)
• Organizational Development & Training
• Drive workforce capability development: Technical training (production skills), Leadership programs (supervisors, managers)
• Implement performance management systems as required
• Support change management initiatives (automation, new technologies)
• Foster a continuous improvement culture (e.g., Lean, Six Sigma principles)
• Health, Safety & Work Environment
• Collaborate with EHS (Environment, Health & Safety) teams to promote zero-incident culture
• Address workplace ergonomics and industrial health risks
• HR Operations & Systems
• Manage HR processes: Onboarding/offboarding, Time and attendance systems & Employee records
• Implement or optimize HRIS (Human Resource Information Systems) Analyze workforce metrics: Turnover, Absenteeism, Overtime, Productivity indicators
• Strategic Business Partnering
• Act as strategic advisor to Plant Manager and leadership team and must have effective communication skills to maintain network across PHINIA locations and countries,
• Aligning HR strategy with: Production targets, Cost management, Operational efficiency goals
• Support organizational restructuring when needed
• Contribute to annual business planning and budgeting
• Culture, Engagement & Communicatio

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