Manager, HR Business Partner

Ford Motor • Dearborn, MI

2d • Hybrid

About The Position

Join as an HR Business Partner supporting Enterprise Technology’s Product Creation & Industrialization team’s Supply Chain and Quality functions, a salaried professional organization of more than 1,500 people. The organization builds and accelerates the Industrial System transformation through integrated business processes and modern technology solutions to optimize cost and deliver best-in-class quality products and services.

This role partners with leaders to build and execute people strategies focused on organizational health, talent strength, leader capability, and employee experience. Leaders own their people plans; the HR Business Partner builds the strategy, coaches execution, and provides diagnosis, resources, and standards. Reporting to the Director, HR Business Partner, the role translates the annual people operating plan into quarterly execution and runs the operating rhythm for the client group. The work develops business and financial fluency, structured problem-solving capability, and organization design expertise.

The position is hybrid, with onsite presence required four or more days per week and occasional travel to other facilities. Work is primarily seated in a low-to-moderate-noise office environment using standard office equipment. Occasional lifting of up to 10 pounds is required.

Requirements

• Bachelor’s degree in Human Resources, Organizational Development, Business, or a related discipline, or commensurate work experience.
• 7–10 years of progressive Human Resources experience, including organization diagnosis or design, complex employee relations, talent and succession planning, and coaching people leaders.
• Breadth across HR disciplines and client environments, including professional, technical, commercial, manufacturing, or represented populations.
• Demonstrated use of a structured problem-solving methodology, such as A3, PDCA, continuous improvement, Six Sigma, or an equivalent approach, applied to business problems.
• Legally authorized to work in the United States; employment eligibility verification is required at hire.

Nice To Haves

• Master’s degree in Human Resources, Organizational Development, Business, or a related discipline, or commensurate work experience.
• Experience operating within a COE and Shared Services HR model.
• PHR, SHRM-CP, or CHRP certification.

Responsibilities

• Build the annual people operating plan with the leadership team and translate it into quarterly execution with named owners, measures, and review dates.
• Develop a strong understanding of the business plan, economics, operating metrics, and constraints to create people strategies that support business objectives.
• Coach leaders to own and execute their people plans, providing diagnosis, resources, and standards.
• Partner with Finance on headcount planning, position control, and workforce cost, and build people cases in financial terms.
• Work at Gemba to serve employees where work happens and uncover issues at their point of origin.
• Lead or contribute to short-term HR initiatives, use relevant workforce and employee data to develop recommendations, support implementation, and assess outcomes.
• Assess the behaviors required by the client group's strategy, measure gaps, and drive interventions with named owners and dates.
• Coach leaders on practices that support a constructive employee environment, including visibility, accessibility, candid conversations, prompt responses, and consistent policy application.
• Surface concerns early, resolve them at the point of origin, follow through visibly, and build People Action Plans from Voice and other feedback.
• Provide leaders with evidence-based feedback on their impact on engagement and retention.
• Ensure significant actions are considered for precedent and how they would appear to an outside reviewer.
• Deliver timely, documented, consistent case outcomes; partner with People Matters according to protocol and escalate significant matters to leadership.
• Manage performance exits, workforce reductions, and complex accommodations with Legal and relevant COEs, ensuring fairness and compliance with employment law and policy.
• Use measurable problem statements, root-cause analysis, and standardized countermeasures to sustain improvements.
• Apply A3/PDCA problem-solving to HR metrics and manage indicators such as regretted attrition, internal fill, span and layer, engagement hot spots, time to fill, and employee-relations drivers.
• Eliminate waste in people processes in partnership with process owners or COEs.
• Diagnose organizational effectiveness, including role clarity, decision rights, spans, layers, duplication, handoff friction, and decision speed; design and verify resulting changes.
• Lead organization-change execution, including option design, cost and risk assessment, leader alignment, sequencing, communications, and stabilization.
• Assess how automation and technology may change work and develop reskilling and redeployment plans with the business.
• Support organizational optimization and efficiency targets through structures aligned to strategy.
• Guide people-related aspects of significant business changes, including organization changes, workforce optimization, and talent integration, while supporting communication, implementation, and business continuity.
• Lead talent review, calibration, and succession planning, driving differentiation and evidence-based decisions.
• Build succession depth for critical roles through active development plans and evidenced movement, including enterprise-serving moves.
• Develop success profiles and partner on selection for critical roles, assessing capability, potential, and culture.
• Drive performance-management outcomes through timely feedback, meaningful differentiation, and decisive action on sustained underperformance.
• Coach leaders to diagnose whether poor performance stems from skill or will.

Benefits

• Immediate medical, dental, vision, and prescription drug coverage.
• Paid parental leave, new parent ramp-up programs, and subsidized back-up childcare.
• Family-building benefits, including 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 time off for individual and team community service.
• Vacation time, sick/personal time, and paid holidays, including between Christmas Eve and New Year’s Day.

What This Job Offers

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