HR Business Partner 2

Torc Robotics; Ann Arbor (MI); Hybrid; USD 136,000 - 163,000; Full time

Benefits offered by this job

Bonus component and stock options

100% paid medical, dental, and vision

401K with 6% employer match

Flexible schedule and generous paidVac

Company-wide holiday closures

AD&D and Life Insurance

Job summary

Torc Robotics in Michigan is seeking an HR Business Partner to serve as a strategic partner to leadership, anticipating people needs, coaching managers, and shaping talent management processes.

This role drives performance management, succession planning, and workforce design while ensuring compliance with laws. In-office presence is required at least 3 days per week in a fast-paced, collaborative environment.

Qualifications

• Bachelor’s degree plus 6+ years’ experience in the human resources function OR Master’s degree plus 3+ years of experience in the human resources function, demonstrating increased levels of responsibility.
• Prior Experience as HR Business Partner, HR Consultant, or HR Manager
• Proven experience in organizational development, succession planning, talent reviews, leadership coaching, compensation programs, and employee engagement.
• Excellent analytical, communication, and decision-making skills
• Strong organizational and time management skills
• Ability to build trusted relationships with team members, executives, and employees at all levels.
• Ability to thrive and collaborate in ambiguity and drive clarity in complex and fast-paced environments.
• Experience with HRIS systems to drive strategic HR processes, Workday preferred
• Experience with change management practices.
• Experience managing employee relations, investigations, conflict resolution, and employee performance management.
• Current, in-depth knowledge of legal requirements related to human resources and employee management, including workers’ compensation and federal and state employment laws.
• Knowledge of federal, state, and local legal and regulatory environment for human resources practitioners.
• Prior experience with HR metrics and analytics to inform, drive and influence decisions.
• Ability to maintain discretion with confidential information.
• This position requires a minimum of 3 days in office presence.

Responsibilities

• Serve as a strategic partner to all levels of management to anticipate, identify, and plan for people’s needs.
• Provide strategic coaching to leaders and managers to enhance team performance and effectiveness.
• Build manager capability in performance management, team dynamics, conflict resolution, feedback delivery, and employee engagement.
• Develop and nurture partnerships to influence and act as a bridge between business functions, leadership, and employees.
• Serve as a subject matter expert on HR policies, labor laws, and company values.
• Provide guidance to managers and employees on policy interpretation and applications.
• Guide leaders and employees through the talent management cycle.
• Shape and lead performance management processes, including goal setting, feedback, and calibration in alignment with organizational goals.
• Ensure consistency and fairness in performance evaluations and development planning.
• Facilitate talent reviews and succession planning to identify and develop future leaders.
• Lead or oversee investigations into employee complaints, including harassment, discrimination, and policy violations.
• Ensure consistency and fairness in the application of policies and disciplinary actions.
• Advise leaders on handling sensitive employee issues and ER trends.
• Conduct exit interviews for key roles and high-potential employees to identify root causes of turnover.
• Consult with managers to ensure strategic alignment and organization design.
• Collaborate with leaders to forecast talent needs and define workforce plans.
• Analyze workforce data to inform hiring, retention, and design strategies.
• Partner with Total Rewards to ensure competitive and equitable compensation practices.
• Support annual compensation cycles and guide pay decisions.
• Partner with Legal, Finance, and other stakeholders to design and educate on programs.

Skills

Strategic partnership

Leadership coaching

Performance management

Talent management

Analytical skills

Communication

Decision making

Relationship building

Ambiguity tolerance

Change management

HR metrics & analytics

Legal compliance knowledge

Discretion

Education

Bachelor’s degree + 6+ years HR experience

Master’s degree + 3+ years HR experience

Tools

Workday

Job description

About the Company

At Torc, we have always believed that autonomous vehicle technology will transform how we travel, move freight, and do business.
A leader in autonomous driving since 2007, Torc has spent over a decade commercializing our solutions with experienced partners. Now a part of the Daimler family, we are focused solely on developing software for automated trucks to transform how the world moves freight.
Join us and catapult your career with the company that helped pioneer autonomous technology, and the first AV software company with the vision to partner directly with a truck manufacturer.

Meet the Team:

The Human Resources Business Partner partners closely with senior and executive business leaders across Torc to drive initiatives that reinforce our culture and values, support organizational change, and build scalablepeoplepractices. They contribute to company performance by providing tactical and strategic consulting on people and organization development strategies at the division or organizational level in support of businessobjectives. They build andmaintainsupportive relationships by being strategic business partners and advocates for employees.

Whatyou’lldo :

• Serve as a strategic partner to all levels of management within their client group toanticipate,identify, and plan for people’s needs

• Provide strategic coaching to leaders and managers within their client group to enhance team performance and effectiveness.

• Build manager capability in performance management, team dynamics, conflict resolution, feedback delivery, and employee engagement.

• Develop and nurture partnerships to influence and act as a bridge between business functions, leadership, and employees.

• Serve as a subject matter expert on HR policies, labor laws, and company values.

• Provide guidance to managers and employees on policy interpretation and applications.

• Guide leaders and employees through the talent management cycle.

• Shape and lead performance management processes, including goal setting, feedback, and calibration in alignment with organizational goals

• Ensure consistency and fairness in performance evaluations and development planning.

• Facilitate talent reviews and succession planning toidentifyand develop future leaders.

• Lead or oversee investigations into employee complaints, including harassment, discrimination, and policy violations. Document findings and outcomes and recommendappropriate actions.

• Ensure consistency and fairness in the application of policies and disciplinary actions. Partner with legal or compliance teams to ensure investigations are thorough,timely, and legally sound.

• Advise leaders and managers on handling sensitive employee issues (e.g., conflict resolution, performance concerns, behavioral issues).IdentifyER trends and recommend proactive strategies to reduce risk and improve workplace culture.

• Conduct exit interviews for key roles, high potential employees, or sensitive departures toidentifyroot causes of turnover, cultural issues, or leadership challenges. Share actionable insights with leaders to informpeoplepolicies, strategies and improve employee experience.

• Consult with managers to ensure strategic alignment, definition and execution of organization design, planning, and restructuring.

• Collaborate with business leaders to forecast talent needs aligned with growthobjectivesand define workforce plans for assigned client bases. Support execution against workforce plans with leadership, Finance, and Talent Acquisition.

• Analyze workforce data to inform hiring, retention, and organizational design strategies .

• Partner with Total Rewards to ensure competitive andequitable compensation practices.

• Support annual compensation cycles and provide guidance on pay decisions.

• Partner with Legal, Finance, People Operations team and Centers of Excellence, or other stakeholders to design, implement, communicate, and educate the business on projects, initiatives, and programs in alignment with organizational goals

Whatyou’llneed to Succeed:

• Bachelor’s degree plus 6+ years’ experience in the human resources function OR Master’s degree plus 3+ years of experience in the human resources function,demonstratingincreased levels of responsibility

• Prior Experience as HR Business Partner, HR Consultant, or HR Manager

• Proven experience in organizational development, succession planning, talent reviews, leadership coaching, compensation programs, and employee engagement.

• Excellent analytical, communication, and decision-making skills

• Strong organizational and time management skills.

• Ability to build trusted relationships with team members, executives, and employees at all levels.

• Ability to thrive and collaborate in ambiguity and drive clarity in complex andfast pacedenvironments.

• Experience with HRIS systems to drive strategic HR processes, Workday preferred

• Experience with change management practices.

• Experience managing employee relations, investigations, conflict resolution, and employee performance management.

• Current, in-depth knowledge of legal requirements related to human resources and employee management, including workers’ compensation and federal and state employment laws.

• Knowledge offederal, state, and local legal and regulatory environment for human resources practitioners.

• Prior experience with HR metrics and analytics to inform, drive and influence decisions.

• Ability tomaintaindiscretion with confidential information.

Additional Requirement(s):

• This position requiresa minimum of3daysin officepresence.

Perks of Being a Full-timeTorc’r

Torc cares about our team members, and we strive to provide benefits and resources to support their health, work/life balance, and future. Our culture is collaborative, energetic, and team focused. Torc offers:

• A competitive compensation package that includes a bonuscomponentand stock options

• 100% paid medical, dental, and vision premiums for full-time employees

• 401K plan with a 6% employer match

• Flexibility in schedule and generous paid vacation (availableimmediatelyafter start date)

• Company-wide holiday office closures

• AD+D and Life Insurance

At Torc,we’recommitted to building a diverse and inclusive workplace. We celebrate the uniqueness of ourTorc’rsand do not discriminate based on race, religion, color, national origin, gender (including pregnancy, childbirth, or related medical conditions), sexual orientation, gender identity, gender expression, age, veteran status, or disabilities.
Even if youdon’tmeet 100% of the qualifications listed for this opportunity, we encourage you to apply.
Our compensation reflects the cost of labor across several geographic markets.Pay is based on a number of factors and may vary depending on job-related knowledge, skills, and experience.Torc’s total compensation package will also include our corporate bonus and stock option plan. Dependent on the position offered, sign-on payments, relocation, and other forms of compensation may be provided as part of a total compensation package, in addition to a full range of medical, financial, and/or other benefits.

Hiring Range for Job Opening

US Pay Range

$136,200—$163,400 USD