Manufacturing, HR Business Partner
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 leadership to advance business objectives through HR initiatives. It manages the employee lifecycle, promotes a positive and productive work environment, ensures compliance, and advances talent development, engagement, and labor relations on the production floor. The position calls for strong business acumen, proactive problem-solving, ethical practice, and commitment to continuous improvement. The position partners with plant leaders on organizational effectiveness, workforce planning, talent management, change management, culture, employee advocacy, labor relations, and HR operations. It leads or supports union engagement, collective bargaining, grievance resolution, investigations, and consistent application of collective bargaining agreements. The role also oversees compliance and risk mitigation, payroll and attendance processes, leave administration, and workplace wellness and safety initiatives. This role requires onsite presence at the manufacturing plant. The split-shift schedule is Monday through Friday, 11:00 a.m. to 8:00 p.m. Work is primarily seated, with walking and standing on the manufacturing floor at least 20% of the time. Occasional lifting of no more than 10 pounds is required; the environment has low to moderate noise levels.
Requirements
- Bachelor’s degree in human resources, organizational development, or a related discipline, or commensurate work experience.
- Minimum 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.
- Ability to walk and stand on the plant manufacturing floor at least 20% of the time.
- Occasional lifting of no more than 10 pounds.
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.
- Use operational knowledge and engagement on the plant floor to identify workforce needs and develop aligned HR solutions.
- Design and execute talent strategies covering performance, leadership development, succession planning, compensation, and talent acquisition.
- Analyze future workforce needs and develop hourly talent programs such as apprenticeships, reskilling initiatives, and strategic placements.
- Use HR analytics platforms, including Visier and Voice, to identify workforce insights and inform operational leadership decisions.
- Lead change management initiatives across stakeholder groups and support lean and organizational transformation.
- Foster an inclusive, high-performance culture aligned with the company's 7 Proactive Leadership Standards; support employee recognition, DEI initiatives, cultural events, and employee engagement.
- Maintain a visible plant-floor presence, build employee relationships, ensure HR accessibility, and address workplace concerns.
- Engage with local governmental agencies and lead charitable initiatives that strengthen community engagement and the plant's external reputation.
- Build productive relationships with labor unions and employee representatives, and participate in collective bargaining and negotiations.
- Resolve complex union grievances, arbitrations, and disciplinary matters; conduct impartial investigations and support fair, timely outcomes.
- Interpret and apply collective bargaining agreements consistently and ethically, resolve contractual questions, and ensure compliance with representative compensation obligations.
- Lead HR compliance and risk management, identify and mitigate employment-related exposures, and collaborate with legal counsel and corporate investigatory teams on sensitive matters.
- Optimize payroll, attendance management, and vacation tracking processes.
- Administer FMLA, workers' compensation, and ADA leave programs using HRIS systems to ensure accurate tracking and compliance.
- Partner with safety and occupational health leaders on safety audits and wellness initiatives to promote a healthy, safe, and compliant workplace.
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
