HR Business Partner

Ford • Indianapolis, IN

20d • $86,600 - $144,900 • Onsite

About The Position

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

The role provides consulting and strategic guidance to leadership, tracks people metrics, supports talent-management activities, and handles employee and union relations. It conducts investigations, supports payroll and time-and-attendance processes, administers aspects of hourly workforce planning, and advances employee engagement and communication. It also applies lean methodologies and ensures compliance with employment laws, regulations, and company policies.

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, with employment eligibility verified at hire.

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.
• Legal authorization to work in the United States; employment eligibility will be verified 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 provide informed decisions, consulting, and strategic HR guidance that supports 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, including performance management, talent development, succession planning, PDC activities, compensation planning, recruitment, and other personnel actions.
• Conduct new-hire onboarding and orientation activities.
• Work with Operations Leadership and union representatives to interpret and implement the collective bargaining agreement and address inquiries, grievances, and union-related issues.
• Help resolve union conflicts, disputes, and disciplinary matters; participate in collective bargaining and negotiations when needed; and complete rep comp accurately and on time within contractual constraints.
• Conduct investigations into disciplinary issues, grievances, and arbitration matters; assess severity and escalate significant concerns to the Manager, HR Generalist; and 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 required reports.
• Apply knowledge of leave policies and regulations, including FMLA and its interaction with workers’ compensation and the ADA, and administer and track leaves in relevant HRIS systems.
• Support hourly employee 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 30/60/90-day 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 designated customer area.
• Apply lean methodologies and tools with progressive HR practices to guide decisions, problem-solving, and root-cause analysis and help drive operations toward best-in-class levels.
• Partner with local communications staff to deliver relevant communications and support an informed employee population and 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, fertility treatments, and other family-building benefits.
• 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