Manager, HR Business Partner

Ford • Dearborn, MI

3d • $115,500 - $218,100 • Hybrid

About The Position

As part of Ford's Human Resources team, this role is crucial in attracting, hiring, and retaining top talent to achieve the company's vision. The position involves defining, developing, and maintaining a winning culture that empowers diverse individuals to collaborate and achieve ambitious goals. The role seeks change leaders, talent strategists, employee advocates, and culture architects to enable teams, partners, and businesses to perform at their best.

In this position, the Manager, HR Business Partner – Manufacturing HR Strategy, plays a pivotal role in creating and executing strategies that shape the Manufacturing employee experience. Collaborating closely with the Labor Strategy team and HRBO Business Ops/Project Manager, this role designs and develops initiatives that influence the hourly and salaried employee life cycles across the Manufacturing organization, including Mfg. Plants, Mfg. Engineering, Mfg. Staffs, and Greenfield sites. The HRBO Manufacturing HR Strategy Manager provides strategic guidance to address plant-specific challenges while maintaining a global outlook and approaching issues holistically.

Requirements

• Bachelor’s degree in human resources, organizational development, or any other related discipline or commensurate work experience required.
• 8 years of progressive or equivalent combination of relevant education and experience.
• Demonstrated experience partnering with cross-functional business leaders and HR Centers of Excellence (COEs) to execute and scale HR programs.
• Strong foundational knowledge across core HR disciplines, including employee relations, performance management, talent development, and compliance.

Nice To Haves

• Master’s degree in Human Resources, Organizational Development, or any other related discipline or commensurate work experience.
• SPHR or SHRM-SCP certification
• Experience working in a dual capacity, having navigated both corporate HR environments and directly supported manufacturing facilities, engineering teams, or plant operations.
• Familiarity with continuous improvement methodologies (such as Kaizen or Lean) and experience developing and tracking HR or operational key performance indicators (KPIs) in a plant setting.
• Proven track record of influencing senior leadership, with strong capabilities in executive-level storytelling, data presentation, and managing complex change management communications.

Responsibilities

• Shape the future of Manufacturing by designing enterprise-wide people strategies for both hourly and salaried employees—leveraging best practices from regions including Mexico, Canada, South America, and Europe.
• Partner with Labor Strategy and senior leaders to create innovative programs that elevate and transform the hourly employee experience across our manufacturing network.
• Collaborate with cross-functional HRBO leaders to deliver impactful, forward-thinking initiatives that enhance the salaried employee journey end-to-end.
• Drive high-impact people strategies that align with business goals, fuel continuous improvement, and shape exceptional employee life cycles across Manufacturing.
• Act as a trusted advisor to plants—diagnosing challenges, unlocking opportunities, and deploying expert HR resources to boost performance and efficiency.
• Co-create and execute a best-in-class employee relations strategy for Greenfield sites, ensuring compliance while building a strong, positive workplace culture from the ground up.
• Turn data into action. Leverage insights from tools like the Voice Survey to tell compelling stories, influence decisions, and drive measurable improvements in engagement.
• Champion positive employee relations by proactively addressing concerns and building trust across the organization.
• Lead high-energy forums and cross-plant collaborations that spark innovation, share best practices, and strengthen engagement.
• Design and deliver powerful communication experiences—from Town Halls to interactive leadership sessions—that build transparency, connection, and trust.
• Bring the talent cycle to life through strategic campaigns that boost participation in goal setting, performance reviews, and engagement surveys.
• Build organizational capability through cutting-edge development programs, competency frameworks, targeted HR training, and smarter hiring strategies that attract top talent.
• Create exceptional onboarding experiences for corporate and senior HR hires, setting leaders up for success from day one.

Benefits

• Immediate medical, dental, vision and prescription drug coverage
• Flexible family care days, paid parental leave, new parent ramp-up programs, subsidized back-up child care and more
• Family building benefits including adoption and surrogacy expense reimbursement, fertility treatments, and more
• Vehicle discount program for employees and family members and management leases
• Tuition assistance
• Established and active employee resource groups
• Paid time off for individual and team community service
• A generous schedule of paid holidays, including the week between Christmas and New Year’s Day
• Paid time off and the option to purchase additional vacation time.

What This Job Offers

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