Position Summary

Essential Duties and Responsibilities

1.  Employee Relations & Compliance

• Manage and resolve complex associate relations issues; conduct thorough, objective, and well-documented investigations into grievances, misconduct, and policy violations.
• Maintain comprehensive, current knowledge of federal and state employment law requirements (W&H, EEOC, OSHA, ADA, PWFA, NLRB, and other applicable regulations) to reduce legal risk and ensure ongoing regulatory compliance.
• Provide day-to-day performance management guidance to line management, including coaching, counseling, progressive disciplinary processes, and career development support.
• Partner with management and associates to foster positive work relationships, build morale, and improve productivity and retention across all departments.
• Provide HR policy guidance, interpretation, and consistent application across the organization.
• Develop contract terms for new hires, promotions, and transfers; ensure all employment agreements are properly reviewed, authorized, and documented.
• Conduct regular meetings with respective business unit leaders; serve as a proactive HR resource for operational teams.

2.  Legal Oversight & Risk Management

• Serve as the primary HR point of contact for all employment-related legal matters, including coordination with external legal counsel.
• Monitor legislative and regulatory developments affecting employment practices and proactively update policies, procedures, and training accordingly.
• Oversee the review, negotiation, and renewal of employment-related legal agreements, including settlement agreements, severance agreements, and third-party service contracts requiring HR authorization.
• Maintain and safeguard confidential associate records, legal correspondence, and investigation documentation in strict accordance with applicable laws and company policy.
• Ensure proper internal controls and dual-authorization protocols are in place for all documents with legal or financial implications, including any agreements signed on behalf of the company.
• Facilitate EEOC charge responses, unemployment claims, workers’ compensation hearings, and other administrative proceedings in coordination with legal counsel as appropriate.

3.  Insurance Contract Management

• Oversee the evaluation, negotiation, renewal, and administration of all company-sponsored insurance programs, including group health, dental, vision, life, disability, workers’ compensation, and employment practices liability (EPLI).
• Serve as the primary liaison with insurance brokers, carriers, and third-party administrators; ensure all coverage terms are aligned with organizational needs, regulatory requirements, and budget objectives.
• Conduct annual benefits benchmarking to ensure the company’s total rewards program remains competitive within the automotive manufacturing sector.
• Review all insurance invoices, carrier agreements, and renewal documents for accuracy prior to submission for approval; ensure no financial commitments are made without proper executive authorization.
• Manage open enrollment planning and execution; ensure all associates receive accurate, timely benefits communications.
• Maintain documentation of all insurance contracts and policy terms; report on coverage gaps, claims trends, and cost-containment opportunities to senior leadership.

4.  Compensation, Payroll & Benefits Administration

• Oversee the administration of the company’s total rewards program, including salary structure, merit planning, incentive programs, and benefit plans.
• Manage the relationship with the company’s third-party payroll processing vendor; ensure timely, accurate payroll delivery and resolution of any discrepancies.
• Review and approve payroll inputs, changes, and adjustments; ensure a documented dual-control review process is maintained for all payroll transactions to prevent unauthorized modifications.
• Ensure proper segregation of duties between payroll preparation, approval, and disbursement functions; escalate any anomalies immediately to the VP of Administration and Finance leadership.
• Maintain and continuously improve the Human Resources Information System (HRIS); ensure data integrity across all HR platforms.
• Administer the annual merit review process; develop and distribute compensation analysis reports to management in support of fair, equitable, and budget-aligned decisions.

5.  Financial Stewardship & Internal Controls

• Exercise sound stewardship of all HR departmental expenditures; maintain and adhere to approved HR budgets for staffing, benefits, training, and related programs.
• Ensure that all vendor contracts, purchase orders, and financial commitments within the HR function are reviewed, properly documented, and authorized by appropriate management prior to execution.
• Maintain a clear audit trail for all HR-related financial transactions, including benefit plan payments, insurance premiums, vendor invoices, and payroll-related disbursements.
• Support internal and external audits by providing accurate, complete documentation and proactively identifying and remedying process gaps.
• Adhere strictly to the company’s Code of Ethics and financial control policies; report any suspected fraudulent activity, unauthorized transactions, or document irregularities immediately to the VP of Administration and senior leadership.
• Promote a culture of transparency and accountability throughout the HR function; lead by example in modeling ethical conduct and compliance with company policies.

6.  Talent Acquisition & Onboarding

• Develop and execute recruitment strategies for hourly and salaried associates to support workforce planning objectives and production staffing requirements.
• Manage the full-cycle recruitment process, including job posting, candidate screening, interview coordination, offer development, and background verification.
• Ensure all required new associate paperwork is completed accurately, compliantly, and in a timely manner, including I-9 verification, tax withholding, and benefits enrollment.
• Coordinate and continuously improve the new associate onboarding program to accelerate productivity and cultural integration.

7.  Training, Development & Succession Planning

• Lead the development, planning, and coordination of annual training and development processes for all associates, including the annual performance management process.
• Develop and manage the annual training budget and calendar; coordinate the succession planning process with senior leadership.
• Annually review and update job descriptions and individual training matrices to ensure compliance with IATF certification requirements and operational needs.
• Identify training needs at the business unit and individual level; participate in the evaluation and monitoring of training programs to ensure objectives are met.

8.  Operations HR Support

• Serve as a direct HR interface with the operations team, providing support on all production-related HR matters, including development and management of the annual production staffing plan.
• Partner with manufacturing management on all policy matters related to production associates, including the associate position and job change process.
• Mentor and develop first-line Group Leaders and Team Leaders; build supervisory capability across the production floor.
• Provide guidance and input on business unit restructures, workforce planning, and succession planning initiatives.

9.  General Affairs

• Oversee all General Affairs functions, including facility management, office administration, company vehicle fleet management, corporate communications, and employee amenity programs.
• Manage vendor relationships for facilities services (maintenance, cleaning, security, utilities) and office supplies; ensure all service contracts are properly reviewed, authorized, and renewed in a timely manner.
• Coordinate company events, associate recognition programs, community engagement activities, and other initiatives that promote a positive and inclusive workplace culture aligned with the values of both the local organization and the Japanese parent company.
• Oversee business travel administration, including corporate travel policies, expense management processes, and visa/immigration support for international visitors and assignees.
• Manage relationships with government agencies, local community organizations, and corporate offices in Japan as appropriate; facilitate cross-cultural communication and ensure timely reporting to the parent organization.
• Maintain company records, corporate governance documentation, and administrative compliance obligations including business licenses, registrations, and required filings.
• Identify opportunities to improve administrative efficiency and cost-effectiveness across General Affairs functions; present recommendations to senior leadership with supporting analysis.

10.  Safety & Environmental Health and Safety (EHS)

• Provide leadership and oversight for all workplace Safety and Environmental Health & Safety (EHS) programs, ensuring full compliance with OSHA, EPA, and applicable federal, state, and local environmental regulations.
• Supervise the EHS staff responsible for day-to-day safety inspections, hazard assessments, incident investigations, and corrective action tracking; ensure all findings are documented and resolved in a timely manner.
• Develop, implement, and continuously improve the company’s Safety Management System, including written safety programs, standard operating procedures, emergency response plans, and lockout/tagout (LOTO) programs.
• Oversee the development and delivery of mandatory safety training programs for all associates, including new hire safety orientation, annual refresher training, and specialized training required by regulation or by the IATF certification process.
• Manage the workers’ compensation program in coordination with the insurance carrier and third-party administrator; oversee incident reporting, claim management, modified duty programs, and return-to-work processes.
• Lead root cause analysis and corrective action processes for workplace incidents, near-misses, and environmental events; report findings and trends to senior leadership and the Japanese parent organization as required.
• Ensure compliance with environmental reporting obligations, including air emissions, wastewater, hazardous waste management, and stormwater permits; maintain all required environmental records and submit regulatory reports on time.
• Serve as the primary point of contact for OSHA inspections, EPA audits, and other regulatory agency visits; manage associated documentation and responses.
• Monitor industry trends, regulatory changes, and best practices in EHS; proactively update programs and communicate changes to management and associates.

Supervisory Responsibilities

Qualifications

Education & Experience

• Bachelor’s degree in Human Resources, Business Administration, or a related field is required.
• Advanced certification strongly preferred: Professional in Human Resources (PHR), Senior Professional in Human Resources (SPHR), or Global Professional in Human Resources (GPHR).
• Minimum of seven (7) years of progressive HR professional experience, with at least five (5) years in a management or leadership role.
• Experience in automotive manufacturing or Tier 1 supplier environment strongly preferred.
• Experience overseeing or closely partnering with General Affairs and/or EHS functions is strongly preferred.
• Experience working within a Japanese-owned or Japanese-affiliated organization is a plus.

Essential Skills & Competencies

• Unimpeachable professional integrity and commitment to ethical conduct; demonstrated ability to maintain appropriate confidentiality and internal controls.
• Strong leadership, coaching, and people management skills with the ability to influence at all levels of the organization.
• Excellent verbal and written communication skills; ability to communicate effectively across cultural and organizational boundaries.
• Advanced proficiency in HR information systems, payroll platforms, and data analysis tools.
• Advanced computer skills, including Microsoft Word, Excel, and PowerPoint; experience with manufacturing and HR/payroll software systems.
• Strong analytical and problem-solving skills; resourceful and solutions-oriented approach.
• High degree of organization and attention to detail, particularly in contract management, document control, and financial record-keeping.
• Strong empathy and interpersonal skills; ability to build trust and foster collaborative relationships.

Regulatory & Legal Knowledge

• Wage & Hour laws (FLSA)
• Equal Employment Opportunity Commission (EEOC) regulations
• Occupational Safety and Health Administration (OSHA) requirements
• Americans with Disabilities Act (ADA) and the Pregnant Workers Fairness Act (PWFA)
• National Labor Relations Board (NLRB) regulations
• Family and Medical Leave Act (FMLA) and applicable state leave laws
• ERISA and applicable benefits compliance requirements
• HIPAA as applicable to benefits administration
• Other federal and state employment legislation applicable to large employers
• OSHA General Industry and Manufacturing standards (29 CFR 1910); working knowledge of EHS compliance in an automotive manufacturing environment
• EPA environmental regulations applicable to manufacturing facilities, including hazardous waste (RCRA), air emissions (CAA), and stormwater (CWA/NPDES)

DNUS is committed to encouraging diversity and inclusion in the workplace. DNUS will not discriminate based on any protected class in it’s hiring/onboarding/employment practices. Reasonable accommodations can be requested and will be considered as it relates to the essential functions of this job.

About DNUS, Inc.:

Daikyo Corporation was established in 1953 in Fuchu-cho, Aki-gun, Hiroshima-ken Japan. As a manufacturer of plastic products for automotive, machinery, electric appliance, vessels, and general household purposes. Today, DaikyoNishikawa (DNUS) Inc. established its first venture in the United States in 2019, primarily serving Mazda and Toyota automotive industry. DNUS, Inc. is a high-end technology and quality-driven automotive company. It is the policy of DNUS, Inc. to provide full and equal employment opportunities to all employees and potential employees without regard to race, color, religion, national or ethnic origin, veteran status, age, gender identity or expression, sexual orientation, genetic information, physical or mental disability or any other legally protected status.