Manufacturing, HR Business Partner
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 partners with leadership to advance business objectives through HR initiatives. It fosters a positive and productive workplace, manages employee lifecycle processes, ensures compliance, and champions talent development, engagement, and effective labor relations on the production floor. The HRBP advises plant leadership, translates business strategy into HR initiatives, and uses operational knowledge and workforce data to identify needs and support organizational effectiveness. The position leads talent management, workforce planning, change management, employee engagement and culture initiatives, and community relations. It also leads labor relations activities, including collective bargaining, grievance and dispute resolution, investigations, and interpretation and compliance with collective bargaining agreements. The role oversees HR compliance and risk management and supports payroll, attendance, vacation tracking, and leave programs such as FMLA, workers’ compensation, and ADA. It partners with safety and occupational health leaders on workplace safety and wellness initiatives. The position requires onsite work at a manufacturing plant and availability for a rotating schedule comprising one of the listed shifts: Shift A, Monday–Thursday, 5:00 a.m.–3:30 p.m.; Shift B, Tuesday–Friday, 5:00 p.m.–3:30 a.m.; or Shift C, Friday–Saturday, 5:00 a.m.–3:30 p.m. and Sunday–Monday, 5:00 p.m.–3:30 a.m.
Requirements
- Bachelor’s degree in human resources, organizational development, or a related discipline, or commensurate work experience.
- 2–4 years of relevant HR and labor work experience with a bachelor’s degree; manufacturing experience preferred.
- Ability to work a rotating schedule on one of the listed shifts.
- Ability to work onsite at the manufacturing plant.
- Occasional lifting of no more than 10 pounds; walking and standing on the manufacturing floor at least 20% of the time.
- Ability to perform repetitive hand and finger actions; work takes place in low-to-moderate noise levels.
- Skills 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 compliance and interpretation, 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 support organizational effectiveness and employee experience.
- Use plant-floor engagement and operational knowledge to identify human-capital needs and develop HR solutions for manufacturing and logistics environments.
- Design and execute talent management strategies, including performance optimization, leadership development, succession planning, compensation, and talent acquisition.
- Analyze future workforce needs and implement hourly talent programs, such as apprenticeships, reskilling, and strategic placements.
- Use HR analytics platforms to identify workforce trends and inform operational decisions.
- Lead change management initiatives across stakeholder groups to support business and organizational transformation.
- Promote an inclusive, high-performance culture aligned with the company’s Proactive Leadership Standards; lead recognition, DEI, and cultural initiatives.
- Maintain a visible presence on the plant floor, build employee relationships, and address workplace concerns.
- Coordinate relationships with local government agencies and lead charitable initiatives and community engagement.
- Lead engagement with labor unions and employee representatives, including collective bargaining and negotiations.
- Resolve complex union grievances, arbitrations, and disciplinary matters; conduct impartial investigations into sensitive union-related issues.
- Interpret and ensure consistent, ethical application of collective bargaining agreements and contractual obligations.
- Lead HR compliance and risk management, identify and mitigate employment-related risks, and collaborate with legal counsel and corporate investigative teams.
- Manage and optimize payroll, attendance, and vacation-tracking processes.
- Administer leave programs, including FMLA, workers’ compensation, and ADA, using HRIS systems for tracking and compliance.
- Partner with safety and occupational health leaders on safety audits, employee well-being, and wellness initiatives.
Benefits
- Immediate medical, dental, vision, and prescription drug coverage.
- Flexible family care days and 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.
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What This Job Offers
Job Type
Full-time
Career Level
Mid Level
