Manufacturing, HR Business Partner

Ford Motor • Wayne, MI

2d • Onsite

About The Position

The Manufacturing HR Business Partner serves as 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 plant leadership to advance business objectives through HR initiatives. It manages the employee lifecycle, promotes a positive and productive work environment, ensures compliance, and supports talent development, employee engagement, and labor relations on the production floor.

The HR Business Partner advises plant leaders, applies operational knowledge of lean manufacturing and logistics, and develops talent, workforce planning, and change-management strategies. The role uses HR analytics to inform decisions, fosters an inclusive, high-performance culture, and maintains a visible presence on the plant floor. It also leads labor relations, including union engagement, bargaining, grievance resolution, and collective bargaining agreement compliance.

The position oversees HR compliance and risk management, employee lifecycle processes such as payroll, attendance, leave administration, and vacation tracking, and works with safety and occupational health leaders to promote employee well-being. It is performed onsite at a manufacturing plant on a split shift, Monday through Friday, 11:00 a.m. to 8:00 p.m. The salary range is $86,600–$144,900, with final compensation based on skills, experience, role scope, responsibility, and market value.

Requirements

• Bachelor’s degree in human resources, organizational development, or a related discipline, or commensurate work experience.
• At least 2–4 years of relevant HR and labor work experience with a bachelor’s degree; manufacturing experience is preferred.
• Onsite presence at the manufacturing plant is required.
• Legally authorized to work in the United States; employment eligibility verification is required at hire.
• Must be able to walk and stand on the manufacturing floor at least 20% of the time.
• Occasional lifting of no more than 10 pounds; work is primarily seated, with no significant stooping or climbing.
• Ability to use hands and fingers for repetitive hand-finger actions.

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 workforce needs and deliver HR solutions for lean manufacturing and logistics environments.
• Develop and execute talent strategies for performance, 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, including Visier and Voice, to identify insights, anticipate workforce trends, and inform operational decisions.
• Lead change-management initiatives across stakeholder groups to support lean and organizational transformation.
• Build an inclusive, high-performance culture aligned with the company’s 7 Proactive Leadership Standards; support recognition, DEI initiatives, and cultural events.
• Maintain a visible presence on the plant floor, build employee relationships, and address workplace concerns.
• Coordinate interactions with local governmental agencies and lead charitable initiatives to strengthen community engagement and the plant’s external reputation.
• Lead engagement and negotiations with labor unions and employee representatives, including collective bargaining.
• Resolve complex union grievances, arbitrations, and disciplinary matters; investigate sensitive union-related issues fairly and impartially.
• Interpret and apply local and national collective bargaining agreements and support consistent, ethical implementation of contractual terms.
• Manage HR compliance and risk, identify and mitigate legal, reputational, and operational exposures, and collaborate with legal and corporate investigation teams on sensitive matters.
• Optimize payroll, attendance management, vacation tracking, and other HR operational processes.
• Administer FMLA, workers’ compensation, and ADA leave programs using HRIS systems for tracking and compliance.
• Partner with safety and occupational health leaders on safety audits and wellness initiatives.

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