Manufacturing, HR Business Partner

About the Role

The Manufacturing HR Business Partner serves as a critical strategic partner and hands-on HR leader, deeply embedded within automotive manufacturing plants and parts depots. This role supports the hourly and salaried workforce, collaborating closely with leadership to drive business objectives through a comprehensive HR lens. The HRBP fosters a positive and productive work environment, manages all aspects of the employee lifecycle, ensures compliance, and champions talent development, employee engagement, and effective labor relations directly on the production floor. This position requires strong business acumen, a proactive approach to problem-solving, and an unwavering commitment to ethical practice and continuous improvement.

Responsibilities

• HR Business Partnership
  • 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 through immersive Gemba walks and direct engagement with leadership to proactively identify and address human capital needs in lean manufacturing and logistics environments.
• Talent Management & Workforce Transformation
  • Design and execute advanced talent management strategies, including performance optimization, leadership development, succession planning, strategic compensation, and integrated talent acquisition.
  • Analyze future workforce needs and implement innovative hourly talent programs (e.g., apprenticeship pathways, reskilling initiatives, strategic placements).
• Data Storytelling and Workforce Planning
  • Champion a data-first approach using HR analytics platforms (e.g., Visier, Voice) to extract insights, predict workforce trends, and inform strategic decision-making.
  • Lead complex change management initiatives across diverse stakeholder groups to shift organizational mindsets and mitigate risks.
• Culture Development & Employee Advocacy
  • Champion a high-performance, inclusive culture aligned with the company’s 7 Proactive Leadership Standards.
  • Spearhead employee recognition, diversity, equity, and inclusion (DEI) initiatives, and cultural events to boost engagement.
  • Maintain a proactive presence on the plant floor to build strong employee relationships and address workplace concerns.
• External Relations & Community Stewardship
  • Orchestrate strategic interactions with local governmental agencies and lead impactful charitable initiatives to strengthen community engagement and brand reputation.
• Labor Relations Expertise
  • Lead strategic engagement with labor unions and employee representatives to foster proactive, high-trust partnerships.
  • Play a pivotal role in collective bargaining, negotiating innovative and mutually beneficial agreements.
  • Resolve complex, high-volume union grievances, arbitrations, and disciplinary actions with fairness and consistency.
  • Conduct impartial investigations into sensitive union-related matters to mitigate risk and uphold equity.
  • Demonstrate expert command of local and national collective bargaining agreements, ensuring precise interpretation and application.
• HR Operations
  • Lead comprehensive HR compliance and risk management, identifying and mitigating legal, reputational, and operational exposures.
  • Optimize HR operational processes, including payroll, attendance management, and vacation tracking for accuracy and compliance.
  • Administer complex leave of absence programs (FMLA, WC, ADA) using HRIS systems for meticulous tracking and compliance.
  • Drive initiatives with safety and occupational health leaders to foster a proactive culture of employee well-being and workplace safety.

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, preferably in a manufacturing setting.
• Onsite presence at the manufacturing plant is required to fulfill job responsibilities.
• Occasional lifting of no more than 10 pounds (one-third or less of the time).
• Work involves walking and standing on the plant manufacturing floor at least 20% of the time.
• Working conditions include low to moderate noise levels related to standard office or manufacturing equipment.

Preferred Qualifications

• PHR or SHRM-CP certification.

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

Benefits

• Immediate medical, dental, vision, and prescription drug coverage.
• Flexible family care days, paid parental leave, new parent ramp-up programs, and subsidized back-up childcare.
• Family-building benefits, including adoption, surrogacy expense reimbursement, and fertility treatments.
• Vehicle discount program for employees and family members, including management leases.
• Tuition assistance.
• Established and active employee resource groups.
• Paid time off for individual and team community service.
• Generous paid holidays, including the week between Christmas and New Year’s Day.
• Paid time off and the option to purchase additional vacation time.

Pay

This position is a salary grade 7 and ranges from $86,600 to $144,900. Final determination of salary grade will be based on the candidate's skills and experience, with base salary set within the applicable range according to job scope, responsibility, and competitive market value.

Schedule

Shift: Monday - Friday, 9:30 AM - 6:00 PM (subject to change). Overall HR office hours are Monday - Friday, 4:30 AM - 6:00 PM (subject to change).