HR Manager at Mill Creek Community Church

Fenton, Michigan, United States -

Full Time

Start Date

Immediate

Expiry Date

31 Jul, 26

Salary

0.0

Posted On

02 May, 26

Experience

5 year(s) or above

Remote Job

Yes

Telecommute

Yes

Sponsor Visa

Skills

Human Resources Management, Employee Relations, Manufacturing Operations, Leadership, Performance Management, Change Management, Workforce Planning, Process Design, Compliance, Coaching, Talent Acquisition, Organizational Development, Conflict Resolution, Strategic Planning, Data Analysis

Industry

Utility System Construction

Description

Miller Industries – HR Manager - Fenton, Michigan Who We Are At Miller Industries, we design, engineer, and manufacture custom products right here in the USA, at our locations in Fenton and Burton, Michigan, and with additional engineering support in El Paso, Texas. The divisions of our business include Miller Fabricated Systems, Flex Air, Miller Industries Representatives, and our MI Service Group. Together, we have the capabilities to provide our customers with custom steel fabrication, custom commercial and industrial HVAC systems, and various modular mechanical and electrical systems. Over the years, we have been a primary supplier to automotive, healthcare, institutional, and semiconductor manufacturers worldwide. We take great pride in our family-operated business built on hard work and a passion for making quality products. We are committed to ensuring the needs of our employees are met and even exceeded, and that they can grow and develop throughout their careers. As we continue to grow at a rapid pace, we are looking for skilled talent to join our team. The Opportunity We’re a rapidly scaling manufacturing organization (~500 employees and growing fast), and we need a builder and leader: someone who thrives in the gray, operates with urgency, and knows how to bring structure to fast moving environments without slowing them down. You’ll be the HR leader on the ground, owning the people side of operations, developing a small but impactful team, and building the processes, discipline, and culture required to scale. If you’re energized by building, fixing, and elevating – this could be the role for you! Lead & Elevate the HR Function * Lead, coach, and develop a team of 2 HR Generalists—setting a high bar for performance, responsiveness & business partnership * Create clarity in roles, priorities, and execution across the HR team * Roll up your sleeves when needed while building capability so the team can scale with the business * Establish a culture of accountability, urgency, and continuous improvement within HR * Partner with HR partners in compensation & benefits, analytics, and talent acquisition to support the business Be the HR Engine Behind Operations * Act as the primary HR partner to plant leadership and front-line supervisors * Be highly visible on the manufacturing floor * Drive alignment between production goals and workforce strategy Build What Doesn’t Exist (Yet) * Design and implement scalable HR processes across onboarding, performance management, employee relations, and workforce planning * Bring consistency and clarity to a fast-growing organization without overcomplicating * Establish key performance indicators (KPIs) & metrics that matter and hold both leaders and your team accountable to them Raise the Bar on Leadership & Accountability * Coach and challenge front-line leaders to lead effectively and consistently * Own employee relations end-to-end, including complex investigations, progressive discipline & performance management * Step in on high-risk or sensitive situations and guide your team through them Fuel Growth Through Talent * Partner on high-volume hiring strategies to meet aggressive production demands * Ensure your team delivers an onboarding experience that drives early productivity and retention * Support development of supervisors and emerging leaders Protect the Business While Moving Fast * Ensure compliance without becoming bureaucratic * Maintain strong documentation and audit readiness across your team * Partner cross-functionally on safety and risk mitigation Drive Change * Lead your team and the broader organization through ambiguity and change * Drive adoption of new processes, expectations, and ways of working What You Bring * 5–10+ years of HR experience, with strong manufacturing or industrial background * Prior experience leading or mentoring HR team members (formal or informal leadership) * Proven success in high-growth, build-and-scale environments * Strong employee relations capability. You’re confident handling complex issues. * Experience supporting hourly workforces and production environments * Demonstrated ability to develop others while driving results * Exceptional organizational skills with the ability to manage multiple competing priorities, shift seamlessly as business needs evolve, and consistently deliver results in a fast-paced environment What Sets You Apart * You don’t wait for direction. You see gaps and close them. * You’re as comfortable on the floor as you are in a leadership meeting. * You balance speed with sound judgment. * You simplify complexity and drive execution. * You bring both grit and leadership presence. Why This Role Matters You will directly shape how this organization scales impacting leadership capability, workforce stability, and operational performance. This is a high-visibility role with real influence. We’re looking for someone who can step in, take ownership, and elevate everything quickly without losing the trust of the workforce or the pace of the business. Miller Industries is proud to be an equal opportunity workplace and is an affirmative action employer. We are committed to equal employment opportunity regardless of race, color, ancestry, religion, sex, national origin, sexual orientation, age, citizenship, marital status, disability, gender identity or Veteran status.

Responsibilities

The HR Manager will lead the HR function by coaching a team, building scalable processes, and driving organizational culture in a fast-growing manufacturing environment. They will act as a key partner to plant leadership, ensuring workforce strategy aligns with production goals while managing complex employee relations.