HR Business Partner Manager

Daimler Truck AG • Detroit, MI

2d • $128,000 - $164,000 • Hybrid

About The Position

The Human Resources Business Partner Manager serves as a strategic advisor to business leaders while leading HR and Employee Relations professionals. The role develops and executes people strategies to drive organizational performance, workforce effectiveness, talent development, employee engagement, and business transformation.

As a member of the leadership team, the HRBP Manager partners with leaders and HR Centers of Excellence to align people strategies with business objectives. The role provides counsel on organizational design, workforce planning, talent management, employee relations, leadership effectiveness, and change management, and calls for strong business acumen, data-driven decision-making, and the ability to lead and influence through complexity and change.

This hybrid position is based in Detroit, Michigan, with four days per week in the office and one day remote. Relocation assistance may be available to selected candidates who meet eligibility criteria. The starting salary range is $128,000–$164,000 USD, depending on knowledge, skills, and experience.

Requirements

• Bachelor's degree in Human Resources, Business Administration, Organizational Development, Labor Relations, or a related field.
• Eight years of related experience with progressive strategic HR leadership experience.
• Demonstrated experience leading HR or Employee Relations professionals, or comparable business leadership in complex matrixed environments.
• In-depth experience managing complex personnel matters.
• Ability to partner with and support senior leaders in translating business priorities into practical people strategies.
• Experience in a complex, highly global, matrixed organization, with knowledge of organizational design, workforce and succession planning, talent, change, performance, and employee relations.
• Strong business acumen, analytical capability, employment law and risk-management knowledge, and experience using workforce data to inform decisions.
• Excellent communication, consultation, facilitation, and executive-influencing skills.
• Sound judgment and ability to manage multiple priorities, maintain confidentiality, and lead through complexity and change.

Nice To Haves

• Master's degree in a related field and/or a recognized professional HR certification such as SHRM-SCP or SPHR.
• Experience supporting large, geographically dispersed, multinational, manufacturing, operations, or similarly complex environments, including partnership with global Centers of Excellence.
• Experience with large-scale transformation, operating model changes, integrations, restructuring, workforce transitions, or formal employee-representation environments.
• Advanced capability with workforce analytics, HR information systems, and digital HR tools.

Responsibilities

• Lead, develop, and mentor the Human Resources and Employee Relations team by setting priorities, performance expectations, and development plans aligned with business objectives.
• Ensure consistent, high-quality HR and employee relations support, including guidance and escalation for complex investigations, conflicts, and workplace concerns.
• Build a collaborative, customer-focused team culture that promotes accountability, inclusion, continuous learning and improvement, operational excellence, and effective use of HR resources.
• Serve as the primary strategic HR advisor to senior leaders, translating business priorities into people strategies that address workforce needs, organizational objectives, and long-term capability.
• Build alignment and influence across a global, matrixed organization, balancing enterprise standards with regional and local requirements.
• Use organizational insights, workforce analytics, and talent considerations to guide operating model design, restructuring, change efforts, succession needs, and workforce risk mitigation.
• Coach leaders on employee engagement, performance, team effectiveness, change leadership, talent decisions, and complex workforce challenges.
• Support leadership teams in building high-performing, inclusive cultures and facilitate organizational health and team effectiveness discussions.
• Drive action planning to improve engagement, culture, retention, and talent outcomes.
• Lead strategic workforce planning by assessing future capability, critical skill, staffing, and organizational capacity needs.
• Use workforce analytics and business data to inform talent, staffing, and organizational decisions.
• Lead succession planning, talent reviews, leadership pipeline, internal mobility, career development, and capability-building strategies.
• Partner with HR Centers of Excellence and Operations to coordinate integrated solutions across talent acquisition, compensation, development, organizational effectiveness, total rewards, and employee relations.
• Ensure effective implementation of enterprise HR programs, policies, and initiatives across supported client groups.
• Represent business needs and insights in the design and evolution of HR strategies, programs, and services.
• Analyze workforce and business data to identify trends, risks, and opportunities across engagement, retention, talent movement, organizational effectiveness, and leadership capability.
• Translate data insights into actionable recommendations and measure the effectiveness of people strategies to drive continuous improvement.
• Identify and mitigate people-related business, legal, compliance, and reputational risks while ensuring adherence to employment laws, labor regulations, company policies, and ethical standards.
• Oversee complex employee relations matters and investigations through direct leadership and coaching of HR and Employee Relations team members.
• Promote fair, consistent, and compliant people practices throughout the organization.

Benefits

• Annual variable pay bonus program.
• Eligible for use of a company vehicle.
• 401(k) company contribution with company match up to 6%, plus a non-elective company contribution of 3–7% depending on age.
• Starting at four weeks of paid vacation.
• 13 or more calendar holidays.
• Eight weeks of paid parental leave.
• Employee assistance program.
• Comprehensive health care plans and wellness programs.
• Onsite fitness at some locations.
• Tuition assistance.
• Volunteer paid time off.
• Short-term and long-term disability plans.
• Relocation assistance may be available for eligible selected candidates.

What This Job Offers

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