Manufacturing, HR Business Partner

Ford • Chicago, IL

10d • $86,500 - $144,900 • Onsite

About The Position

The Manufacturing HR Business Partner is a strategic partner and hands-on HR leader embedded in automotive manufacturing plants and parts depots. The role supports hourly and salaried employees and works closely with leadership to advance business objectives through HR strategy and operations. It fosters a positive work environment, manages the employee lifecycle, ensures compliance, and advances talent development, employee engagement, and labor relations on the production floor.

The HR Business Partner advises plant leadership, translates business strategy into HR initiatives, and uses operational knowledge and direct engagement to identify workforce needs. The role leads talent management and workforce planning, including performance optimization, leadership development, succession planning, compensation, talent acquisition, and hourly workforce programs. It uses HR analytics to inform decisions and leads change initiatives supporting lean and organizational transformation.

The position promotes an inclusive, high-performance culture through employee engagement, recognition, DEI initiatives, and regular plant-floor presence. It builds community relationships, leads charitable initiatives, and represents the plant in interactions with local government agencies.

The role leads union and employee relations, including collective bargaining, grievance and arbitration resolution, investigations, disciplinary actions, and interpretation and application of collective bargaining agreements. It also leads HR compliance and risk management, partners with legal and corporate investigation teams, manages payroll, attendance, vacation tracking and leave programs, and works with safety and occupational health leaders on workplace wellness and safety initiatives.

The role requires onsite presence at the manufacturing plant and a rotating schedule. Work is primarily seated, with walking and standing on the manufacturing floor at least 20% of the time. Occasional lifting of up to 10 pounds is required. The work environment has low to moderate noise levels.

Requirements

• Bachelor’s degree in human resources, organizational development, or a related discipline, or commensurate work experience.
• Two to four years of relevant HR and labor work experience with a bachelor’s degree.
• Must be able to work a rotating schedule.
• Must work onsite at the manufacturing plant.
• Strong capabilities in strategic partnership, data storytelling, talent management, employee lifecycle expertise, business and operational acumen, employee and labor relations, risk management, change management, ethical practice, labor negotiation, contractual interpretation and compliance, grievance management, and workforce planning.

Nice To Haves

• PHR or SHRM-CP certification.
• Experience in a manufacturing setting.

Responsibilities

• Advise plant leadership and translate business strategy into HR initiatives that improve organizational effectiveness and employee experience.
• Identify and address workforce needs in manufacturing and logistics through plant-floor engagement and operational knowledge.
• Design and execute talent strategies covering performance, leadership development, succession planning, compensation, and talent acquisition.
• Develop hourly talent programs such as apprenticeships, reskilling initiatives, and strategic placements.
• Use HR analytics platforms to identify workforce insights, predict trends, and inform operational leadership decisions.
• Lead change-management initiatives across stakeholder groups in support of business objectives and organizational transformation.
• Promote an inclusive, high-performance culture and lead employee recognition, DEI initiatives, and cultural events.
• Maintain a visible plant-floor presence, build employee relationships, and address workplace concerns.
• Coordinate interactions with local government agencies and lead charitable initiatives to strengthen community engagement.
• Lead engagement and negotiations with labor unions and employee representatives, including collective bargaining.
• Resolve complex union grievances, arbitrations, and disciplinary matters; conduct impartial investigations into sensitive matters.
• Interpret and apply collective bargaining agreements, ensure contractual compliance, and resolve inquiries with operational leaders and union representatives.
• Lead HR compliance and risk management, identify and mitigate employment-related legal, reputational, and operational risks, and collaborate with legal counsel and corporate investigation teams.
• Manage payroll, attendance, vacation tracking, and leave programs including FMLA, workers' compensation, and ADA-related leave, using HRIS systems for tracking and compliance.
• Work with safety and occupational health leaders on safety audits, employee well-being, and wellness programs.

Benefits

• Immediate medical, dental, vision, and prescription drug coverage.
• Flexible family care days, paid parental leave, new parent ramp-up programs, and subsidized backup childcare.
• 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.
• 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: Mid Level