Manager, HR Business Partner

Ford • Dearborn, MI

2d • $115,500 - $218,100 • Hybrid

About The Position

Join Ford Motor Company 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 group 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. The HR Business Partner is a business leader who works in HR, developing the client group’s people strategy and partnering with leaders on organizational health, talent strength, leader capability, and employee experience. Leaders own their people plans; this role builds the strategy, coaches execution, and provides diagnosis, resources, and standards. The position drives holistic organizational strategies that put people at the center of high performance and supports doing work right once rather than reworking it later.

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 skills through A3 and PDCA, and organization design capability.

The position requires onsite presence at the primary location and occasional travel to other facilities. It is hybrid, with a requirement to be onsite four or more days per week. Work is performed primarily seated, in low-to-moderate noise levels associated with standard office equipment. Occasional lifting of no more than 10 pounds is required, defined as one-third or less of the time. The role involves no significant stooping, standing, climbing, or walking.

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, such as professional, technical, commercial, manufacturing, or represented populations.
• Demonstrated use of a structured problem-solving methodology, such as A3, PDCA, continuous improvement, Six Sigma, or equivalent, applied to real business problems.
• Legally authorized to work in the United States; employment eligibility will be verified 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 sufficient understanding of the business plan, economics, operating metrics, and constraints to create people strategies that deliver business objectives.
• Coach leaders to own and execute people plans, providing diagnosis, resources, and standards.
• Partner with Finance on headcount planning, position control, and workforce cost, and frame 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 workforce, talent, employee-relations, and other relevant data to identify issues, develop practical recommendations with business leaders and HR partners, support implementation, and assess outcomes.
• Assess and develop the behaviors required by the client group’s strategy, measure gaps, and drive interventions with named owners and dates.
• Coach leaders on practices that build a positive work environment, including visibility, accessibility, candid conversations, prompt and proportionate responses, and consistent policy application.
• Surface concerns early, resolve them at their point of origin, and follow through visibly.
• Build People Action Plans from Voice and other feedback, close employee concerns on time, and manage countermeasures for surfaced business risks.
• Give leaders evidence-based feedback on their impact on engagement and retention, drawing on data and firsthand observations.
• Evaluate significant decisions for precedent and how they would appear to an outside reviewer.
• Deliver timely, well-documented, consistent case outcomes; partner with People Matters according to protocol and escalate significant matters to leadership.
• Manage performance exits, reduction actions, and complex accommodations with Legal and relevant COEs, ensuring fairness, proportionate response, and compliance with employment law and policy.
• Define problems as measurable gaps with targets and dates, identify root causes, and standardize countermeasures into leader standard work.
• Use data to support sound decisions and help teams solve the right problems.
• Apply structured problem-solving methods such as A3 and PDCA to HR metrics, driving action to improve indicators.
• Manage indicators including regretted attrition, internal fill, span and layer, engagement hot spots, time to fill, and employee-relations drivers; address abnormalities rather than merely reporting them.
• Eliminate waste in people processes with the process owner or COE rather than compensating manually.
• Diagnose organizational effectiveness, including role clarity, decision rights, spans, layers, duplication, handoff friction, and decision speed, and design appropriate changes.
• Engage in organizational effectiveness analysis before structure is decided and verify results after implementation.
• 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 aspects of significant business changes, including structural changes, workforce optimization, and talent integration; assess impacts, develop recommendations, support communications and implementation, and help maintain business continuity.
• Lead talent review, calibration, and succession planning, driving differentiation and challenging calls not supported by evidence.
• Build succession depth for critical roles through active development plans and evidenced movement, including enterprise-serving moves when appropriate.
• Shape success profiles and partner on selection for critical roles, assessing capability, potential, and culture rather than experience match.
• Drive performance management outcomes through honest and timely feedback, defensible differentiation, and decisive action on sustained underperformance.
• Coach leaders to diagnose root causes of poor performance, distinguishing skill from 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.
• Established and active employee resource groups.
• Paid time off for individual and team community service.
• Generous 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