Director, HR Business Partner

Ford Motor Company • Dearborn, MI

1d • $141,700 - $268,300 • Hybrid

About The Position

As part of Ford's Human Resources team, you will help attract, hire, and retain top talent to achieve the company's bold vision. This role is vital in defining, developing, and maintaining a winning culture that empowers diverse individuals to work together. The position seeks change leaders, talent strategists, employee advocates, and culture architects to enable teams, partners, and businesses to perform at their best. As a Director, HR Business Partner, you will be a key member of the HR Business Partner team, leading talent strategy and HR delivery for an organization within the Vehicle Hardware Engineering & Racing team. You will act as a trusted advisor to the senior leadership team, offering an independent perspective and shaping decisions on organization, leadership talent, workforce capability, and change. You will collaborate across the company to translate business objectives into an integrated, multi-year talent strategy and drive its effective execution. Success in this role involves strengthening the leadership and talent pipeline, improving organizational effectiveness, building critical workforce capabilities, and enabling significant business and organizational transformation.

Requirements

• Bachelor's or Master's degree (preferred) in Human Resources, Organizational Development, or a related discipline, or equivalent professional experience
• A minimum of 8 years of relevant experience with a Master's degree or 10 years with a Bachelor's degree, preferably in Human Resources or a related field
• Willingness to work in person at Ford's Dearborn, MI headquarters at least four days per week

Nice To Haves

• A proven track record of strong HR Business Partnership with experience in organizational design, talent management, succession, leadership development, and leading transformation
• Demonstrated people leadership experience, including direct management, coaching, development, and deployment of Human Resources team members
• Demonstrated ability to rapidly build business and technical acumen, understand operational and financial drivers, and translate business challenges into an integrated people strategy
• Experience establishing trust and credibility quickly with leaders and stakeholders at all levels
• The ability to influence, challenge, and partner effectively across large and complex organizations
• Experience leveraging workforce data, quantitative analysis, and compelling data stories to influence senior-leader decisions and improve business outcomes
• Demonstrated ability to lead calmly and decisively through ambiguity, organizational change, competing priorities, and high-stakes people decisions

Responsibilities

• Influence and lead the execution of the multi-year talent strategy for the supported organization, aligning talent, organization, culture, and workforce priorities with business objectives.
• Serve as a trusted advisor to senior business leaders, bringing an independent point of view and constructively challenging decisions related to organization, leadership talent, workforce capability, and change.
• Anticipate organizational, workforce, succession, and capability risks; develop recommendations and guide leaders through complex tradeoffs and high-stakes people decisions.
• Lead organizational design and effectiveness work, implementing structures, roles, governance, and ways of working that improve performance while minimizing business disruption.
• Lead large-scale change management planning and execution impacting thousands of employees, preparing leaders and teams to navigate and sustain change.
• Translate company-wide objectives and initiatives into tailored strategies that meet the needs of the organization, technical leaders, and employees.
• Own the organization's integrated talent and workforce agenda, including strategic workforce planning, talent acquisition and integration, performance and rewards, succession, leadership development, employee engagement, and retention.
• Use workforce data, external insights, quantitative analysis, and business measures to identify emerging risks, shape recommendations, influence decisions, and evaluate the impact of people and organization strategies.
• Collaborate with HR centers of expertise and cross-functional partners to deliver scalable solutions and measurable business value.
• Establish priorities, measures, and operating rhythms that create accountability for execution and demonstrate progress against the talent strategy.
• Lead, coach, and develop a team of HR Business Partners, strengthening strategic HR capability and ensuring consistent, high-quality delivery across the supported organization.

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