Human Resources Business Partner

Magna International•Southfield, MI

About The Position

Human Resources Business Partner Job descriptions may display in multiple languages based on your language selection. What we offer: At Magna, you can expect an engaging and dynamic environment where you can help to develop industry-leading automotive technologies. We invest in our employees, providing them with the support and resources they need to succeed. As a member of our global team, you can expect exciting, varied responsibilities as well as a wide range of development prospects. Because we believe that your career path should be as unique as you are. Group Summary: Transforming mobility. Making automotive technology that is smarter, cleaner, safer and lighter. That’s what we’re passionate about at Magna Electronics, and we do it by creating world-class Electronic systems. We are a premier supplier for the global automotive industry with full capabilities in design, development, testing and manufacturing of complex Electronic systems. Our name stands for quality, environmental consciousness, and safety. Innovation is what drives us and we drive innovation. Dream big and create the future of mobility at Magna Electronics. Job Responsibilities: We are seeking a strategic and collaborative Human Resources Business Partner (HRBP) to support assigned functional business unit(s) within Magna Electronics. This role partners with leadership to define people strategies, implement HR technology solutions, and drive initiatives that foster an inclusive, accountable, and high-performing culture. The ideal candidate will bring expertise in workforce planning, talent development, and HR process optimization on a global scale. In addition to supporting assigned functional groups, the HRBP provides direct HR support within the region, acting as a resource for local teams and leaders. Acts as a strategic partner to members of the Senior Leadership Team to define people strategies in alignment with technology roadmaps based on business outcomes, financials, and strategic objectives on a global scale. Support leaders in building a culture of accountability and personal ownership through coaching and clear expectations. Design and implement global manager training programs to enhance leadership capabilities and business acumen. Partner with stakeholders to identify business requirements and deliver strategic HR solutions. Develops strategic planning and supports strategic execution of global workforce footprint per competency per region/site, driving redundancy, enhancing operational flexibility and workforce resilience. Lead workforce planning initiatives, including global reductions, high-scale growth, and skill-shift assessments. Manage end-to-end implementation of HR technology solutions, including Workday HCM and related modules. Ensure data integrity and process optimization within Workday, maintaining audit schedules for accuracy. Provide HR KPI reporting for Monthly Business Reviews, delivering actionable insights to senior leadership. Drive global harmonization of position mapping and continuous improvement of forecasting and reporting processes. Support organizational effectiveness, employee engagement, and compliance with employment regulations, while providing direct HR support within the region. Lead and support talent development initiatives across the organization, including employee growth, leadership development, and succession planning. Facilitate performance management and succession planning processes. Ensure adherence to global and local HR policies and standards. Serve as a liaison between global HR initiatives and regional implementation, ensuring alignment and consistency. Support cross-functional HR projects and initiatives within the region, adapting solutions to local requirements. Act as a resource for regional leaders and employees, offering guidance on HR processes and policies. Who we are looking for Education Bachelor’s degree in Human Resources, Business Administration, or related field Experience 5+ years of progressive HR experience with demonstrated global exposure. Proven success partnering with functional leaders in matrixed and complex organizations. Strong consulting and influencing skills, building credibility, and trusted relationships with senior leadership. Deep knowledge of HR practices, employment law, and compliance across multiple regions. Skilled at managing complexity and navigating cultural differences in international environments. Demonstrated ability to manage multiple priorities and deliver results in fast-paced settings. Track record of building effective business partnerships and driving organizational change and transformation initiatives. Excellent communication and stakeholder management skills, with the ability to engage and influence at all levels. Experience supporting HR functions in automotive, technology, or engineering industries. Your preferred qualifications Strong knowledge of HR technology platforms (Workday experience required). Proven ability to lead workforce planning, organizational design, and change management initiatives. Excellent communication, coaching, and stakeholder management skills. Analytical mindset with ability to interpret HR metrics and provide strategic insights. Naturally curious and driven to understand business operations, quickly acquire technology and industry knowledge, and support organizational advancement. Technical Skills Recruitment and Talent Acquisition Compensation, Talent Development, Integrations, Workforce Planning HRIS (Workday) Implementations & Upgrades Data Analytics & Reporting (KPIs, Dashboards) Change Management & Process Optimization Agile Framework & Project Management Stakeholder Engagement & Leadership Coaching Competitive and Energetic Change Agent Core Competencies Strategic & Critical Thinking: Translates business strategy into actionable people strategies for their assigned client groups. Business Acumen: Maintains a deep understanding of their SLT's business, financials, and strategic objectives on a global scale. Consultative & Advisory Skills: Acts as a trusted advisor and executive coach to the VPs they support. Communication & Influence: Influences senior leadership decisions on all matters related to talent, organization, and culture. Data Literacy & Analysis: Uses business and HR data to provide insights and drive strategic discussions, often on a global scale. Adaptability & Change Management: Leads their client groups through significant organizational changes and transformations. Accountability & Ownership: Takes ownership of the overall HR outcomes for their assigned business units. Collaboration & Teamwork: Builds a strong, collaborative partnership between their client groups, the Global HR CoEs and Country HR Leaders. Partners closely with Local HRBPs. Problem Solving: Solves the most complex and sensitive leadership and organizational issues within their client groups. Customer Focus: Ensures the strategic needs of their business units are being met by the broader HR function. Results Orientation: Drives talent and organizational outcomes that directly enable business success. Awareness, Unity, Empowerment: At Magna, we believe that a diverse workforce is critical to our success. That’s why we are proud to be an equal opportunity employer. We hire on the basis of experience and qualifications, and in consideration of job requirements, regardless of, in particular, color, ancestry, religion, gender, origin, sexual orientation, age, citizenship, marital status, disability or gender identity. Magna takes the privacy of your personal information seriously. We discourage you from sending applications via email or traditional mail to comply with GDPR requirements and your local Data Privacy Law. Notice regarding the use of AI: As part of our commitment to a fair, consistent, and efficient recruitment process, we may use artificial intelligence (AI) tools to assist in the initial screening of applications submitted through our Workday system. These tools help identify qualifications and experience that align with the role requirements. Please note that AI is used solely to support our recruiters. Final decisions are always made by the hiring manager and the hiring team. Importantly, no applicant data is shared externally through these AI tools. All information remains securely within our systems and is handled in accordance with our privacy and data protection policies. If you have any questions or concerns about this process, feel free to contact our Talent Attraction team. Worker Type: Regular / Permanent Group: Magna Electronics We see a future where everyone can live and move without limitations. That’s why we are developing technologies, systems and concepts that make vehicles safer and cleaner, while serving our communities, the planet and, above all, people. In the right environment, your ideas can turn into industry-changing automotive technologies and improve the lives of people around the world. Let's create the future of mobility, together. Learn more about us: Sustainability Innovation Interview-Tips

Requirements

Bachelor’s degree in Human Resources, Business Administration, or related field
5+ years of progressive HR experience with demonstrated global exposure.
Proven success partnering with functional leaders in matrixed and complex organizations.
Strong consulting and influencing skills, building credibility, and trusted relationships with senior leadership.
Deep knowledge of HR practices, employment law, and compliance across multiple regions.
Skilled at managing complexity and navigating cultural differences in international environments.
Demonstrated ability to manage multiple priorities and deliver results in fast-paced settings.
Track record of building effective business partnerships and driving organizational change and transformation initiatives.
Excellent communication and stakeholder management skills, with the ability to engage and influence at all levels.
Experience supporting HR functions in automotive, technology, or engineering industries.

Nice To Haves

Strong knowledge of HR technology platforms (Workday experience required).
Proven ability to lead workforce planning, organizational design, and change management initiatives.
Excellent communication, coaching, and stakeholder management skills.
Analytical mindset with ability to interpret HR metrics and provide strategic insights.
Naturally curious and driven to understand business operations, quickly acquire technology and industry knowledge, and support organizational advancement.
Recruitment and Talent Acquisition
Compensation, Talent Development, Integrations, Workforce Planning
HRIS (Workday) Implementations & Upgrades
Data Analytics & Reporting (KPIs, Dashboards)
Change Management & Process Optimization
Agile Framework & Project Management
Stakeholder Engagement & Leadership Coaching
Competitive and Energetic Change Agent
Strategic & Critical Thinking: Translates business strategy into actionable people strategies for their assigned client groups.
Business Acumen: Maintains a deep understanding of their SLT's business, financials, and strategic objectives on a global scale.
Consultative & Advisory Skills: Acts as a trusted advisor and executive coach to the VPs they support.
Communication & Influence: Influences senior leadership decisions on all matters related to talent, organization, and culture.
Data Literacy & Analysis: Uses business and HR data to provide insights and drive strategic discussions, often on a global scale.
Adaptability & Change Management: Leads their client groups through significant organizational changes and transformations.
Accountability & Ownership: Takes ownership of the overall HR outcomes for their assigned business units.
Collaboration & Teamwork: Builds a strong, collaborative partnership between their client groups, the Global HR CoEs and Country HR Leaders. Partners closely with Local HRBPs.
Problem Solving: Solves the most complex and sensitive leadership and organizational issues within their client groups.
Customer Focus: Ensures the strategic needs of their business units are being met by the broader HR function.
Results Orientation: Drives talent and organizational outcomes that directly enable business success.

Responsibilities

Acts as a strategic partner to members of the Senior Leadership Team to define people strategies in alignment with technology roadmaps based on business outcomes, financials, and strategic objectives on a global scale.
Support leaders in building a culture of accountability and personal ownership through coaching and clear expectations.
Design and implement global manager training programs to enhance leadership capabilities and business acumen.
Partner with stakeholders to identify business requirements and deliver strategic HR solutions.
Develops strategic planning and supports strategic execution of global workforce footprint per competency per region/site, driving redundancy, enhancing operational flexibility and workforce resilience.
Lead workforce planning initiatives, including global reductions, high-scale growth, and skill-shift assessments.
Manage end-to-end implementation of HR technology solutions, including Workday HCM and related modules.
Ensure data integrity and process optimization within Workday, maintaining audit schedules for accuracy.
Provide HR KPI reporting for Monthly Business Reviews, delivering actionable insights to senior leadership.
Drive global harmonization of position mapping and continuous improvement of forecasting and reporting processes.
Support organizational effectiveness, employee engagement, and compliance with employment regulations, while providing direct HR support within the region.
Lead and support talent development initiatives across the organization, including employee growth, leadership development, and succession planning.
Facilitate performance management and succession planning processes.
Ensure adherence to global and local HR policies and standards.
Serve as a liaison between global HR initiatives and regional implementation, ensuring alignment and consistency.
Support cross-functional HR projects and initiatives within the region, adapting solutions to local requirements.
Act as a resource for regional leaders and employees, offering guidance on HR processes and policies.