HR Business Partner

Magna International•Southfield, MI

7d•Hybrid

About The Position

The HR Business Partner serves as the primary HR partner for assigned U.S. Engineering Centers within Magna Electronics. Reporting to the HR Manager, this role works closely with engineering leaders, employees, Centers of Excellence and other HR partners to translate business priorities into practical people solutions. The HRBP supports organizational effectiveness, workforce planning, talent development, employee engagement, performance management, and consistent execution of HR programs across the supported locations. The successful candidate brings strong business partnership, sound judgment, data-driven decision-making, and a hands-on approach in a fast-paced, matrixed engineering environment.

Requirements

Bachelor's degree in human resources, Business Administration or a related field, or equivalent relevant experience.
5 or more years of progressive Human Resources experience, preferably supporting engineering, technology, automotive or other technical client groups.
Demonstrated success as an HR Business Partner in a matrixed, multi-site or complex organization.
Working knowledge of U.S. federal and state employment laws and practical experience applying HR policies and processes.
Experience with workforce planning, talent management, organizational change, employee relations, and performance management.
Ability to manage multiple priorities, exercise sound judgment, and deliver results in a fast-paced environment.
Strong consulting, coaching, influencing and relationship-building skills across all organizational levels.
High level of integrity, confidentiality, professionalism, and customer focus.

Nice To Haves

Experience supporting engineering centers, product development teams, or technical functions.
Strong knowledge of HR technology platforms; Workday experience is preferred.
Experience using workforce data, HR metrics, and dashboards to identify trends and support business decisions.
Proven capability in organizational design, workforce planning, and change management.
Professional HR certification, such as SHRM-CP, SHRM-SCP, PHR, or SPHR, is preferred.

Responsibilities

Partner with Engineering Center leaders to understand business priorities and translate them into aligned people and organization strategies.
Provide day-to-day HR guidance and coaching to leaders and employees on performance, talent, employee relations, policy interpretation and organizational matters.
Support workforce planning, including headcount forecasting, capability and skill-gap assessment, succession planning, organizational design, and workforce transitions.
Lead and support talent processes, including goal setting, performance management, talent reviews, development planning, succession planning and retention actions.
Coach leaders to strengthen accountability, leadership effectiveness, employee development and consistent people management practices.
Partner with Talent Acquisition and hiring leaders to define workforce needs, support recruiting strategies and facilitate effective onboarding.
Support compensation planning and job evaluation activities in partnership with Compensation and HR leadership, promoting internal equity and alignment with established programs.
Manage employee relations matters with objectivity, confidentiality and appropriate escalation, including workplace concerns, investigations, corrective action and performance improvement.
Support organizational change and transformation initiatives, including stakeholder alignment, communication, implementation and adoption within the U.S. Engineering Centers.
Collaborate with HR Centers of Excellence and other HR partners to deliver consistent programs while adapting implementation to local business and legal requirements.
Maintain accurate employee and organizational data in Workday and support position management, reporting-line changes, transfers and other employee lifecycle transactions.
Monitor HR metrics and workforce trends, identify risks and opportunities, and provide actionable insights to the HR Manager and Engineering Center leadership.
Support employee engagement, recognition, inclusion and culture initiatives that strengthen the employee experience and business performance.
Ensure compliance with applicable federal, state and local employment laws, company policies, Magna standards and documentation requirements.
Participate in cross-functional HR projects and continuous-improvement efforts that simplify processes and improve service delivery.
Travel to U.S. sites as business needs require, up to 25%.