Manager, HR Project Management

Ford • Dearborn, MI

3d • $115,500 - $218,100 • Hybrid

About The Position

The Manager, HR Project Management Office leads complex, high-priority initiatives that advance HR’s strategy and improve organizational effectiveness across Ford’s global HR organization. The individual works closely with senior HR leaders and cross-functional teams to turn strategic priorities into coordinated plans, bring stakeholders together, and move initiatives from problem definition through implementation and measurable results. The role helps leaders make informed decisions, address barriers early, and deliver improvements to HR processes, capabilities, and ways of working.

This is a strategic, hands-on individual contributor role requiring the ability to bring structure to complex work and influence outcomes across organizational boundaries. The position is hybrid in Dearborn, Michigan, with an expectation of at least four days onsite per week.

Requirements

• At least 5 years of work experience with a master’s degree, or 8 years with a bachelor’s degree; preferably in Human Resources, Business Strategy, or a related field.
• Bachelor’s degree in Human Resources, Business Administration, Organizational Development, or a related discipline.

Nice To Haves

• Master’s degree in Human Resources, Business Administration, Organizational Development, or a related discipline.
• Project Management Professional (PMP) certification.
• Certified Human Resource Professional (CHRP) certification.
• Senior Professional in Human Resources (PHR) certification.

Responsibilities

• Lead strategic HR initiatives end-to-end, from problem definition and approach development through planning, implementation, adoption, and outcome measurement.
• Translate priorities into executable plans with defined scope, milestones, deliverables, accountabilities, dependencies, resources, and success measures.
• Partner with senior HR leaders to identify problems, determine root causes, develop recommendations, evaluate trade-offs, and translate decisions into coordinated action.
• Align teams across HR functions and regions by clarifying priorities and responsibilities, connecting related work, and managing dependencies and competing demands.
• Establish governance and accountability, including decision rights, operating rhythms, and reporting as appropriate.
• Anticipate and resolve execution barriers by identifying risks, analyzing root causes, constructively challenging assumptions, and securing timely decisions or leadership support.
• Guide organizational change and implementation with stakeholders, integrating readiness, communications, and adoption considerations.
• Use qualitative and quantitative insights to understand current-state challenges, track performance, identify process-improvement opportunities, and assess business impact.
• Use strategic action plans to define the work’s vision and milestones, and apply lean tools as needed to maximize value and efficiency in project operations.
• Keep leaders informed and decisions moving through concise presentations, status updates, and recommendations on progress, risks, trade-offs, and outcomes.
• Coordinate internal and external partners, including cross-functional teams, vendors, and consultants, as needed.
• Capture lessons learned and recommend improvements to HR governance, prioritization, and cross-functional ways of working.

Benefits

• Immediate medical, dental, vision, and prescription drug coverage.
• Paid parental leave, new parent ramp-up programs, and subsidized backup child care.
• 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 the period between Christmas Eve and New Year’s Day.

What This Job Offers

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