Site Human Resource / Labor Relations Director, DMAX

Job Description

Work Arrangement:

This role is categorized as onsite. This means the successful candidate is expected to report to Moraine, OH on a full-time basis.

The Role:

As a key member of GM’s Human Resources (HR) Group, you will lead the development and execution of high-impact HR and Labor Relations (LR) initiatives. You will serve as a strategic advisor to senior management and union leaders, leveraging deep business insight and external awareness to deliver tailored HR/LR solutions that support business objectives. Your work ensures operational excellence through the consistent application of standard methodologies and a focus on service delivery across the plant organization.

Site Overview:​

• DMAX LLC, a subsidiary of GM, was originally a 60‑40 joint venture with Isuzu until GM took full ownership in May 2022
• GM’s DMAX operations exemplifies advanced manufacturing—leveraging modern lean practices, modular growth, and strategic capacity to support high-demand Duramax diesel production. It demonstrates GM’s commitment to powertrain excellence, local economic development, and optimized operations in support of heavy-duty truck lines. Between 2023-2025, GM began expanding the site with a $920million, 1.1‑million ft² addition — quadrupling capacity and will fully launch its new product line up in 2026
• The organization is structured as a two-site operation
• Collectively, the site employs nearly 900+ employees and expected to grow to 1,200 by 2026.
• The Brookville plant, opened in 2021, primarily machines engine blocks and heads for Duramax 6.6L V‑8 turbo‑diesel engines used in Chevrolet Silverado HD and GMC Sierra HD trucks.
• The Moraine site, launched in 2000, is the core manufacturing hub for GM’s Duramax 6.6L V‑8 diesel engines.

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Position Overview:

You will provide HR/LR leadership in all aspects of human capital strategy including organizational design, employee engagement, talent acquisition, performance management, employee relations, compliance, training, and labor contract administration. As the HR/LR business partner to the Plant Leadership Team, you are responsible for building and leading a capable HR team, driving a culture of accountability, continuous improvement, and inclusion. 

This role has the unique challenge of managing a GM-owned subsidiary – with unique processes and policies – with a small number of GM secondees that fall under GM’s policies and procedures.  The role requires flexibility in supporting the distinct needs of each business unit while seeking opportunities to be consistent where possible. 

Your scope includes not only operational support for both salaried and hourly employees but also active engagement with external stakeholders, community partners, and regulatory bodies. This position reports directly to the Manufacturing Sector Human Resources Director – for Global Propulsion Systems.

Essential Responsibilities:

• Dual employment support: GM and DMAX - including two distinct handbooks/policy manuals
• Serve as a Safety Ambassador, promoting the safety vision and Workplace Safety System.
• Lead Labor Relations ensuring the organization complies with labor laws, collective bargaining agreements, and internal policies—while maintaining a productive, respectful working relationship between management and labor.
• Lead Talent Management, Progression, and Succession Planning processes.
• Execute compensation planning aligned to DMAX/GM’s pay-for-performance philosophy.
• Administer employee benefits programs locally, ensuring employees receive timely and accurate support for health and retirement benefits
• Support and enforce performance management policies and local HR procedures.
• Manage short- and long-term disability programs in coordination with medical, benefits, and legal to support employees and minimize operational disruption
• Champion Diversity, Equity, and Inclusion (DEI) initiatives and plant-wide strategies.
• Conduct trainings in areas such as Ethics, Policy, Safety, Leadership, and GMS.
• Driving cultural engagement initiatives
• Develop, coach, and evaluate HR team and plant personnel. Lead internal and external workforce development programs with community partners.
• Manage recruitment and onboarding processes – managing relationships with third