Manufacturing HR Business Partner at Ford Global Career Site

Chicago, Illinois, United States -

Full Time

Start Date

Immediate

Expiry Date

06 Mar, 26

Salary

0.0

Posted On

06 Dec, 25

Experience

2 year(s) or above

Remote Job

Yes

Telecommute

Yes

Sponsor Visa

Skills

Strategic Partnership, Data Storytelling, Talent Management, Employee Lifecycle Expertise, Business and Operational Acumen, Positive Employee and Labor Relations, Risk Management, Change Management, Ethical Practice, Labor Relations and Negotiation, Contractual Compliance and Interpretation, Grievance Management, Workforce Planning

Industry

Motor Vehicle Manufacturing

Description

HR Business Partnership Strategic Business Partnership & Business Acumen: Serve as a trusted advisor to plant leadership, translating business strategy into impactful HR initiatives that optimize organizational effectiveness and elevate the employee experience. Leverage deep operational acumen, gained through immersive Gemba walks and direct engagement with leadership, to proactively identify and address human capital needs within our lean manufacturing and logistics environments, delivering strategically aligned HR solutions that directly accelerate business success and cultivate a high-performance culture. Talent Management & Workforce Transformation: Design and execute advanced talent management strategies, encompassing performance optimization, leadership development, robust succession planning, strategic compensation, and integrated talent acquisition. Proactively analyze future workforce needs and capabilities, implementing innovative hourly talent programs (e.g., apprenticeship pathways, reskilling initiatives, strategic placements) that build a high-performing, engaged, and resilient workforce pipeline essential for future growth and our organizational transformation. Data Storytelling and Workforce Planning: Champion a data-first approach, leveraging HR analytics platforms (e.g., Visier, Voice) to extract critical insights, predict workforce trends, and inform strategic decision-making at the operational leadership level. Lead complex change management initiatives across diverse stakeholder groups, effectively shifting organizational mindsets and mitigating risks to successfully achieve critical business objectives during our ongoing lean and organizational transformation. Culture Development & Employee Advocacy: Champion a high-performance, inclusive culture, fostering open communication, trust, and mutual respect in alignment with our 7 Proactive Leadership Standards. Act as a visible and influential HR leader, spearheading employee recognition, diversity, equity, and inclusion (DEI) initiatives, and cultural events to significantly boost engagement and drive continuous organizational improvement. Maintain a proactive presence on the plant floor, conducting regular engagements to build strong employee relationships, ensure HR accessibility, and proactively address general workplace concerns. External Relations & Community Stewardship: Orchestrate strategic interactions with local governmental agencies and lead impactful charitable initiatives, significantly strengthening the plant's community engagement and enhancing its positive external brand reputation. Workplace Wellness & Safety Leadership: Drive initiatives with safety and occupational health leaders to foster a proactive culture of employee well-being, supporting strategic safety audits and promoting innovative wellness programs that enhance a healthy, safe, and compliant workplace. Established and active employee resource groups Strategic Labor and Positive Employee Relations & Negotiation: Lead strategic engagement with labor unions and employee representatives, fostering a proactive and high-trust partnership essential for operational stability and continuous improvement. Play a pivotal role in collective bargaining, negotiating innovative and mutually beneficial agreements that advance long-term business objectives and enhance labor-management relations within our highly dynamic unionized landscape. This strategic leadership directly contributes to stable labor environments, supports sustainable business growth, and ensures employee well-being. Grievance Management & Dispute Resolution: Master the resolution of complex, high-volume union grievances, arbitrations, and disciplinary actions, serving as a critical architect of fair, consistent, and timely outcomes central to our operational environment. Conduct incisive and impartial investigations into sensitive union-related matters, applying advanced conflict resolution and critical thinking to mitigate risk, uphold equity, and safeguard organizational interests. Ethical Practices and Contractual Compliance and Interpretation: Demonstrate expert command of local and national collective bargaining agreements, ensuring precise interpretation and application across all operational facets. Collaborate proactively with operational leaders and union representatives to drive consistent and ethical implementation of contractual terms, proactively resolving inquiries and ensuring fair application. Ensure meticulous adherence to contractual obligations for representative compensation, mitigating financial risks and upholding operational continuity through rigorous compliance and ethical stewardship. Bachelor's degree in human resources, Organizational Development, or any other related discipline or commensurate work experience required. Minimum 2-4 years of relevant HR and labor work experience with a bachelor's degree, preferably in a manufacturing setting. PHR or SHRM-CP certification This role requires onsite presence at the manufacturing plant to fulfill job responsibilities. Involves occasional (defined as one-third or less of the time) lifting of no more than 10 pounds at a time. Work is performed primarily in a seated position and entails no significant stooping, climbing, etc. Role does require time walking and standing on plant manufacturing floor at least 20% of the time. Many sedentary jobs require good use of the hands and fingers for repetitive hand-finger actions. Working conditions occur within low to moderate noise levels related to the use of standard office or classroom equipment. Strategic Partnership Data Storytelling Talent Management Employee Lifecycle Expertise Business and Operational Acumen Positive Employee and Labor Relations Risk Management Change Management Ethical practice Labor Relations and Negotiation Contractual Compliance and Interpretation Grievance Management Workforce Planning

Responsibilities

Serve as a trusted advisor to plant leadership, translating business strategy into impactful HR initiatives. Design and execute advanced talent management strategies while championing a high-performance, inclusive culture.