Director, Employee Relations

Ford Motor • Dearborn, MI

2d • Hybrid

About The Position

We made history and now we work to transform the future – for our customers, our communities and our families. You'll see your work on the road every day, helping people move freely and pursue their dreams. At Ford, you can build more than vehicles. Come build what matters. As part of our Human Resources team, you’ll help us attract, hire and retain the top talent we need to achieve our bold vision. You’ll play a vital role in defining, developing and maintaining the winning culture that empowers diverse individuals to work together and create the impossible. We’re seeking change leaders, talent strategists, employee advocates and culture architects to enable our teams, partners, and businesses to do and be their best. In this position... As the Director, Employee Relations (ER) – Labor Tools & Process (LL5), you will play a pivotal role in modernizing, simplifying, and standardizing labor relations tools and processes across our manufacturing and FCSD footprint. This strategic leadership role requires a deep Subject Matter Expert (SME) who possesses both a broad, national-level perspective on labor relations and extensive, practical, on-the-ground plant labor experience. You will lead the creation of effective labor tools, standardized processes, and modern resources for plant HR teams. Positioned at the intersection of the Labor Center of Excellence (COE) and Plant Labor, you will drive operational excellence by championing root-cause problem solving, eliminating operational waste, removing redundant processes, and simplifying labor administration. Additionally, you will oversee core labor subject areas and labor training and communications.

Requirements

• Bachelor’s degree in Human Resources, Labor Relations, Business Administration, or a related field.
• 10+ years of progressive HR/Labor Relations leadership experience.
• Extensive, hands-on labor relations experience directly within a manufacturing plant or industrial environment is required.
• Proven track record of managing and interpreting complex collective bargaining agreements (CBAs) at a national or enterprise-wide level.
• People leader experience required, this position will have several direct reports.
• Demonstrated experience using Lean, Six Sigma, or continuous improvement methodologies to simplify administrative HR processes.
• Experience leading large-scale organizational change or process transformation projects across a unionized manufacturing footprint.
• Strong technical aptitude with experience implementing HR/labor technology solutions (e.g., grievance tracking systems, automated attendance tools).

Nice To Haves

• Root-Cause Problem Solver: Naturally curious leader who digs past symptoms to solve foundational issues.
• Collaborative Influencer: Exceptional ability to build relationships, build trust, and influence cross-functional stakeholders at all levels of the organization (from the plant floor to executive leadership).
• Strategic Thinker with Operational Grit: Ability to craft long-term labor process strategies while remaining highly connected to the day-to-day operational realities of our plants.
• Outstanding Communicator: Ability to distill highly complex labor topics and contract language into simple, clear, and actionable communications and training materials.
• Master’s Degree (MHRLR, MBA)

Responsibilities

• Labor Process Standardization & Continuous Improvement Process Simplification & Waste Elimination: Actively partner with Mfg. HR and plant/parts depot HR teams to identify administrative friction. Conduct root-cause analyses of recurring issues to eliminate waste, remove duplicate processes, and streamline labor workflows.
• Standard Work & Playbooks: Design, implement, and maintain standardized labor relations processes and tools (e.g., standard operating procedures, digital tools, and playbooks) to ensure consistency and execution excellence across all plant locations.
• COE Integration: Partner across the Labor COE and Mfg. HR to ensure that national-level policies, agreements, and initiatives are translated into actionable, simplified processes for labor/plant-floor execution.
• National Labor SME: Serve as an authoritative expert on national contract topics
• Core Labor Administration: Provide strategic oversight and guidance on high-impact plant HR subjects
• Advisory Support: Provide high-touch coaching and advisory support to Mfg. HR and plant HR teams through development efforts such as Intro to Labor and Labor Under the Hood.
• Escalation Responsibility: Manage escalations from areas responsible for, assist with problem solving including UAW interface.
• Capability Building: Create and deploy comprehensive, modern labor relations training programs for plant HR teams to elevate overall labor capability.
• Strategic Communications: Lead the strategy and execution of clear, transparent, and timely labor-related communications for plant teams, ensuring alignment with overall manufacturing and labor objectives.
• Cross-Functional Partnerships: Collaborate closely with Manufacturing HR, Operations, OGC, Finance, People First, and Total Rewards to align labor tools and processes with broader company initiatives.
• Digital Transformation: Partner with teams to design, test, and implement user-friendly digital tools that automate manual labor processes and provide data-driven insights.
• National & Plant-Level Labor Subject Matter Expertise
• Labor Training & Communications
• Cross-Functional Collaboration & Change Management

Benefits

• Immediate medical, dental, vision and prescription drug coverage
• Flexible family care days, paid parental leave, new parent ramp-up programs, subsidized back-up child care and more
• Family building benefits including adoption and surrogacy expense reimbursement, fertility treatments, and more
• Vehicle discount program for employees and family members and management leases
• Tuition assistance
• Established and active employee resource groups
• Paid time off for individual and team community service
• A generous schedule of paid holidays, including the week between Christmas and New Year’s Day
• Paid time off and the option to purchase additional vacation time.

What This Job Offers

• Job Type: Full-time
• Career Level: Director