HR Business Partner

Ford Motor • Indianapolis, IN

13d • Onsite

About The Position

The HR Business Partner strategically aligns HR functions with business objectives to enhance the employee experience and support business success. Working closely with Site Leadership, Operations, and union representatives in an on-site distribution setting, the role delivers HR solutions, supports talent management, and ensures compliance. It requires strong communication, interpersonal, and problem-solving skills to foster a high-performing, empowered workforce and positive work environment.

The position supports leaders and employees across business acumen, talent management, employee and union relations, investigations, payroll and attendance, hourly workforce administration, employee engagement, lean practices, communications, and compliance. This includes interpreting and applying collective bargaining agreements, supporting grievance and disciplinary processes, tracking people metrics, conducting onboarding, and administering relevant HR processes and systems.

The role involves occasional lifting of no more than 10 pounds. Work is primarily seated, with no significant stooping, standing, climbing, or walking. The work environment has low to moderate noise associated with standard office or classroom equipment. Ford describes a range of employee benefits and career opportunities. The position is salary grade 7, with a stated salary range of $86,600–$144,900. Visa sponsorship is not available; candidates must be legally authorized to work in the United States.

Requirements

• Bachelor’s degree in human resources, Organizational Development, or a related discipline, or an equivalent combination of relevant education and experience.
• Minimum 2–3 years of relevant HR and labor work experience.
• Strong communication, interpersonal, and problem-solving skills.
• Legally authorized to work in the United States; employment eligibility verification is required at hire.

Nice To Haves

• Experience working in a manufacturing facility.
• SPHR or SHRM-SCP certification.

Responsibilities

• Build relationships and develop an understanding of operations to advise leaders on HR matters and support cultural change and business objectives.
• Track people metrics and collaborate with the HR Manager and Operations Leadership to identify and address gaps.
• Support talent management activities, including performance management, talent development, succession planning, PDC activities, compensation planning, recruitment, and other personnel actions.
• Conduct new-hire onboarding and orientation.
• Work with Operations Leadership and union representatives to interpret and apply collective bargaining agreements and address inquiries, grievances, and other union-related issues.
• Assist with resolving union conflicts, disputes, and disciplinary matters; participate in collective bargaining and negotiations when needed; and ensure rep comp is completed accurately and on time within contractual requirements.
• Conduct investigations into disciplinary issues, grievances, and arbitration matters; assess case severity and escalate significant concerns to the Manager, HR Generalist. Escalate discrimination charges and complaints in partnership with legal counsel.
• Support payroll and attendance processes, including attendance hearings, 10-day quit letters, system-code updates, vacation usage, and reporting.
• Apply leave-of-absence policies and applicable laws, including FMLA and its interaction with workers’ compensation and the ADA, and administer and track cases in relevant HRIS systems.
• Support hourly employee talent and manpower administration, including TFT/TPT placement and tracking, skilled-trades hiring and apprenticeship administration, outside contracting, hourly hiring, reskilling, transfers, retirement separation packages, team leader reviews, and manpower reporting.
• Promote a positive and inclusive employee experience through initiatives informed by surveys, suggestions, open-door policies, and DEI initiatives; participate in recognition events and conduct daily floor walks in the assigned customer area.
• Apply lean methodologies and tools to decision-making, problem-solving, root-cause analysis, and operational improvement.
• Partner with local communications staff to deliver relevant communications and support two-way communication across shifts.
• Ensure compliance with employment laws, regulations, and company policies.

Benefits

• Immediate medical, dental, vision, and prescription drug coverage.
• Flexible family care days, paid parental leave, new parent ramp-up programs, and subsidized backup childcare.
• Adoption and surrogacy expense reimbursement and fertility treatments.
• Vehicle discount program for employees and family members, and management leases.
• Tuition assistance.
• Employee resource groups.
• Paid holidays, including the week between Christmas and New Year’s Day.
• Paid time off and the option to purchase additional vacation time.
• Paid time off for individual and team community service.

What This Job Offers

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