Human Resources Manager en Gaishin Manufacturing
Gaishin Manufacturing · Benton Harbor, Estados Unidos De América · Onsite
- Professional
- Oficina en Benton Harbor
Join Our Team as a Human Resources Manager
Gaishin Manufacturing, a distinguished second-generation family-owned enterprise specializing in precision and automated manufacturing, is seeking a dynamic and dedicated Human Resources Manager to join our growing team in Benton Harbor, MI. This is an exceptional opportunity for a professional passionate about fostering a positive workplace culture and driving organizational success.
About Gaishin Manufacturing
At Gaishin Manufacturing, we operate on four core principles that guide our success: Great God | Great People | Great Company | Great Parts. As a family-owned business, we believe that great companies are built around great people. Our commitment to excellence is reflected in our values:
- Integrity & Humility
- Winning Attitude
- Team Player
- Consider It Done
- Takes Initiative
Serving industries such as aerospace, medical, agriculture, and defense, we are on a trajectory of significant growth and innovation. Our team is our greatest asset, and we are committed to attracting, developing, and retaining top talent to sustain our success.
Position Overview
As our Human Resources Manager, you will lead all HR functions within our organization, ensuring a positive, safe, and compliant work environment. Your strategic partnership with leadership will be vital in shaping our company culture and supporting our business objectives. You will serve as a trusted resource for employees, advocating for their needs while aligning HR initiatives with organizational goals.
What We Offer
- Competitive salary range of $70,000 - $105,000
- Opportunities for professional growth and development
- A collaborative and inclusive work environment
- Comprehensive benefits package
Join Us
If you are a strategic thinker with a passion for people and a desire to make a meaningful impact within a thriving manufacturing company, we invite you to apply and become part of our dedicated team. Together, we can achieve great things and continue to build a company rooted in integrity, innovation, and excellence.
Key ResponsibilitiesRecruitment & Workforce Planning- Manage full-cycle recruitment: sourcing, interviewing, and onboarding of hourly and salaried employees.
- Build and execute hiring strategies for operators, setup techs, supervisors, engineers, and leadership roles.
- Develop relationships with trade schools, community colleges, and local workforce programs.
- Ensure staffing plans align with production demand and site growth.
- Lead onboarding that emphasizes core values, safety, and lean culture from day one.
Training & Development- Create training paths for machinists, supervisors, and engineers
- Oversee certifications and skills tracking
- Partner with managers to run Kaizen/CI workshops, and cross-training programs.
- Build leadership development tracks for supervisors, GMs, and future managers.
Employee Relations & Engagement- Be the culture “keeper”—reinforce vision, mission, and core values.
- Establish communication channels for shop-floor feedback (surveys, Gemba walks, suggestion systems).
- Handle conflict resolution and performance management fairly and consistently.
- Recognize achievements and reinforce a “destination workplace” atmosphere.
- Develop engagement initiatives to improve employee satisfaction and retention.
Compliance & Risk Management- Ensure compliance with ITAR, OSHA, FMLA, EEOC, and state labor laws.
- Maintain up-to-date employee files, confidentiality agreements, and regulatory paperwork.
- Oversee worker’s comp, safety training records, and incident investigations.
5. Compensation & Benefits- Benchmark wages against industry and local market to stay competitive.
- Manage shift differentials, overtime policies, and incentive programs.
- Administer healthcare, retirement, and wellness programs to support retention.
- Track labor costs (direct vs. indirect) in alignment with financial goals.
6. Performance & Continuous Improvement- Lead performance review processes that tie individual goals to company KPIs (CI, OTD, quality, throughput).
- Support leadership in setting SMART goals and coaching employees.
- Partner with CI/ops leaders to link HR initiatives with lean efforts (5S, Kaizen events, operator-driven improvements).
- Measure turnover, engagement, training hours, and workforce productivity trends.
- Identify training needs and coordinate development programs.
7. Strategic HR Leadership- Serve as a partner to the General Managers, CFO, and CEO on growth planning.
- Build organizational charts and role coverage grids to clarify accountability.
- Identify gaps in roles and recommend recruitment/assignment.
- Provide input to executive meetings on workforce risks, engagement, and succession planning.
QualificationsEducation & Experience
- Bachelor’s degree in Human Resources, Business Administration, or related field required (Master’s preferred).
- 5+ years of progressive HR experience, preferably in manufacturing or a similar environment.
- HR certification (PHR/SPHR/SHRM-CP/SHRM-SCP) preferred.
- Experience with ADP and BCBSM portal is a plus.
Skills & Competencies
- Strong knowledge of employment law, HR best practices, and HRIS systems.
- Ability to build trust and maintain confidentiality.
- Excellent interpersonal, communication, and conflict-resolution skills.
- Proactive problem solver with strong organizational skills.
- Comfortable working in a hands-on, fast-paced manufacturing environment.
- Knowledge relating to grant request and submissions at the local, state, and federal level.
Working Conditions- Office and manufacturing floor environment.
- Weekly travel (1 day a week) to one of the other locations. (one week to Kalamazoo, then next week to Grand Rapids)
- Occasional travel for recruiting, training, or compliance purposes.
- Manage full-cycle recruitment: sourcing, interviewing, and onboarding of hourly and salaried employees.
- Build and execute hiring strategies for operators, setup techs, supervisors, engineers, and leadership roles.
- Develop relationships with trade schools, community colleges, and local workforce programs.
- Ensure staffing plans align with production demand and site growth.
- Lead onboarding that emphasizes core values, safety, and lean culture from day one.
Training & Development- Create training paths for machinists, supervisors, and engineers
- Oversee certifications and skills tracking
- Partner with managers to run Kaizen/CI workshops, and cross-training programs.
- Build leadership development tracks for supervisors, GMs, and future managers.
Employee Relations & Engagement- Be the culture “keeper”—reinforce vision, mission, and core values.
- Establish communication channels for shop-floor feedback (surveys, Gemba walks, suggestion systems).
- Handle conflict resolution and performance management fairly and consistently.
- Recognize achievements and reinforce a “destination workplace” atmosphere.
- Develop engagement initiatives to improve employee satisfaction and retention.
Compliance & Risk Management- Ensure compliance with ITAR, OSHA, FMLA, EEOC, and state labor laws.
- Maintain up-to-date employee files, confidentiality agreements, and regulatory paperwork.
- Oversee worker’s comp, safety training records, and incident investigations.
5. Compensation & Benefits- Benchmark wages against industry and local market to stay competitive.
- Manage shift differentials, overtime policies, and incentive programs.
- Administer healthcare, retirement, and wellness programs to support retention.
- Track labor costs (direct vs. indirect) in alignment with financial goals.
6. Performance & Continuous Improvement- Lead performance review processes that tie individual goals to company KPIs (CI, OTD, quality, throughput).
- Support leadership in setting SMART goals and coaching employees.
- Partner with CI/ops leaders to link HR initiatives with lean efforts (5S, Kaizen events, operator-driven improvements).
- Measure turnover, engagement, training hours, and workforce productivity trends.
- Identify training needs and coordinate development programs.
7. Strategic HR Leadership- Serve as a partner to the General Managers, CFO, and CEO on growth planning.
- Build organizational charts and role coverage grids to clarify accountability.
- Identify gaps in roles and recommend recruitment/assignment.
- Provide input to executive meetings on workforce risks, engagement, and succession planning.
QualificationsEducation & Experience
- Bachelor’s degree in Human Resources, Business Administration, or related field required (Master’s preferred).
- 5+ years of progressive HR experience, preferably in manufacturing or a similar environment.
- HR certification (PHR/SPHR/SHRM-CP/SHRM-SCP) preferred.
- Experience with ADP and BCBSM portal is a plus.
Skills & Competencies
- Strong knowledge of employment law, HR best practices, and HRIS systems.
- Ability to build trust and maintain confidentiality.
- Excellent interpersonal, communication, and conflict-resolution skills.
- Proactive problem solver with strong organizational skills.
- Comfortable working in a hands-on, fast-paced manufacturing environment.
- Knowledge relating to grant request and submissions at the local, state, and federal level.
Working Conditions- Office and manufacturing floor environment.
- Weekly travel (1 day a week) to one of the other locations. (one week to Kalamazoo, then next week to Grand Rapids)
- Occasional travel for recruiting, training, or compliance purposes.
- Create training paths for machinists, supervisors, and engineers
- Oversee certifications and skills tracking
- Partner with managers to run Kaizen/CI workshops, and cross-training programs.
- Build leadership development tracks for supervisors, GMs, and future managers.
- Be the culture “keeper”—reinforce vision, mission, and core values.
- Establish communication channels for shop-floor feedback (surveys, Gemba walks, suggestion systems).
- Handle conflict resolution and performance management fairly and consistently.
- Recognize achievements and reinforce a “destination workplace” atmosphere.
- Develop engagement initiatives to improve employee satisfaction and retention.
Compliance & Risk Management- Ensure compliance with ITAR, OSHA, FMLA, EEOC, and state labor laws.
- Maintain up-to-date employee files, confidentiality agreements, and regulatory paperwork.
- Oversee worker’s comp, safety training records, and incident investigations.
5. Compensation & Benefits- Benchmark wages against industry and local market to stay competitive.
- Manage shift differentials, overtime policies, and incentive programs.
- Administer healthcare, retirement, and wellness programs to support retention.
- Track labor costs (direct vs. indirect) in alignment with financial goals.
6. Performance & Continuous Improvement- Lead performance review processes that tie individual goals to company KPIs (CI, OTD, quality, throughput).
- Support leadership in setting SMART goals and coaching employees.
- Partner with CI/ops leaders to link HR initiatives with lean efforts (5S, Kaizen events, operator-driven improvements).
- Measure turnover, engagement, training hours, and workforce productivity trends.
- Identify training needs and coordinate development programs.
7. Strategic HR Leadership- Serve as a partner to the General Managers, CFO, and CEO on growth planning.
- Build organizational charts and role coverage grids to clarify accountability.
- Identify gaps in roles and recommend recruitment/assignment.
- Provide input to executive meetings on workforce risks, engagement, and succession planning.
QualificationsEducation & Experience
- Bachelor’s degree in Human Resources, Business Administration, or related field required (Master’s preferred).
- 5+ years of progressive HR experience, preferably in manufacturing or a similar environment.
- HR certification (PHR/SPHR/SHRM-CP/SHRM-SCP) preferred.
- Experience with ADP and BCBSM portal is a plus.
Skills & Competencies
- Strong knowledge of employment law, HR best practices, and HRIS systems.
- Ability to build trust and maintain confidentiality.
- Excellent interpersonal, communication, and conflict-resolution skills.
- Proactive problem solver with strong organizational skills.
- Comfortable working in a hands-on, fast-paced manufacturing environment.
- Knowledge relating to grant request and submissions at the local, state, and federal level.
Working Conditions- Office and manufacturing floor environment.
- Weekly travel (1 day a week) to one of the other locations. (one week to Kalamazoo, then next week to Grand Rapids)
- Occasional travel for recruiting, training, or compliance purposes.
- Ensure compliance with ITAR, OSHA, FMLA, EEOC, and state labor laws.
- Maintain up-to-date employee files, confidentiality agreements, and regulatory paperwork.
- Oversee worker’s comp, safety training records, and incident investigations.
- Benchmark wages against industry and local market to stay competitive.
- Manage shift differentials, overtime policies, and incentive programs.
- Administer healthcare, retirement, and wellness programs to support retention.
- Track labor costs (direct vs. indirect) in alignment with financial goals.
6. Performance & Continuous Improvement- Lead performance review processes that tie individual goals to company KPIs (CI, OTD, quality, throughput).
- Support leadership in setting SMART goals and coaching employees.
- Partner with CI/ops leaders to link HR initiatives with lean efforts (5S, Kaizen events, operator-driven improvements).
- Measure turnover, engagement, training hours, and workforce productivity trends.
- Identify training needs and coordinate development programs.
7. Strategic HR Leadership- Serve as a partner to the General Managers, CFO, and CEO on growth planning.
- Build organizational charts and role coverage grids to clarify accountability.
- Identify gaps in roles and recommend recruitment/assignment.
- Provide input to executive meetings on workforce risks, engagement, and succession planning.
QualificationsEducation & Experience
- Bachelor’s degree in Human Resources, Business Administration, or related field required (Master’s preferred).
- 5+ years of progressive HR experience, preferably in manufacturing or a similar environment.
- HR certification (PHR/SPHR/SHRM-CP/SHRM-SCP) preferred.
- Experience with ADP and BCBSM portal is a plus.
Skills & Competencies
- Strong knowledge of employment law, HR best practices, and HRIS systems.
- Ability to build trust and maintain confidentiality.
- Excellent interpersonal, communication, and conflict-resolution skills.
- Proactive problem solver with strong organizational skills.
- Comfortable working in a hands-on, fast-paced manufacturing environment.
- Knowledge relating to grant request and submissions at the local, state, and federal level.
Working Conditions- Office and manufacturing floor environment.
- Weekly travel (1 day a week) to one of the other locations. (one week to Kalamazoo, then next week to Grand Rapids)
- Occasional travel for recruiting, training, or compliance purposes.
- Lead performance review processes that tie individual goals to company KPIs (CI, OTD, quality, throughput).
- Support leadership in setting SMART goals and coaching employees.
- Partner with CI/ops leaders to link HR initiatives with lean efforts (5S, Kaizen events, operator-driven improvements).
- Measure turnover, engagement, training hours, and workforce productivity trends.
- Identify training needs and coordinate development programs.
- Serve as a partner to the General Managers, CFO, and CEO on growth planning.
- Build organizational charts and role coverage grids to clarify accountability.
- Identify gaps in roles and recommend recruitment/assignment.
- Provide input to executive meetings on workforce risks, engagement, and succession planning.
QualificationsEducation & Experience
- Bachelor’s degree in Human Resources, Business Administration, or related field required (Master’s preferred).
- 5+ years of progressive HR experience, preferably in manufacturing or a similar environment.
- HR certification (PHR/SPHR/SHRM-CP/SHRM-SCP) preferred.
- Experience with ADP and BCBSM portal is a plus.
Skills & Competencies
- Strong knowledge of employment law, HR best practices, and HRIS systems.
- Ability to build trust and maintain confidentiality.
- Excellent interpersonal, communication, and conflict-resolution skills.
- Proactive problem solver with strong organizational skills.
- Comfortable working in a hands-on, fast-paced manufacturing environment.
- Knowledge relating to grant request and submissions at the local, state, and federal level.
Working Conditions- Office and manufacturing floor environment.
- Weekly travel (1 day a week) to one of the other locations. (one week to Kalamazoo, then next week to Grand Rapids)
- Occasional travel for recruiting, training, or compliance purposes.
- Bachelor’s degree in Human Resources, Business Administration, or related field required (Master’s preferred).
- 5+ years of progressive HR experience, preferably in manufacturing or a similar environment.
- HR certification (PHR/SPHR/SHRM-CP/SHRM-SCP) preferred.
- Experience with ADP and BCBSM portal is a plus.
- Strong knowledge of employment law, HR best practices, and HRIS systems.
- Ability to build trust and maintain confidentiality.
- Excellent interpersonal, communication, and conflict-resolution skills.
- Proactive problem solver with strong organizational skills.
- Comfortable working in a hands-on, fast-paced manufacturing environment.
- Knowledge relating to grant request and submissions at the local, state, and federal level.
- Office and manufacturing floor environment.
- Weekly travel (1 day a week) to one of the other locations. (one week to Kalamazoo, then next week to Grand Rapids)
- Occasional travel for recruiting, training, or compliance purposes.
