HR Business Partner Manager

dtna; Detroit (MI); Sur place; USD 128 000 - 164 000; Plein temps

Avantages offerts par ce poste

Annual bonus program

Company vehicle access

401k with match

4 weeks vacation

13 holidays

Parental leave

Employee assistance program

Health care plans

Onsite fitness

Tuition assistance

Volunteer PTO

Disability plans

Résumé du poste

DTNA is seeking an HRBP Manager to act as a strategic advisor to business leaders, guiding HR and Employee Relations professionals to drive performance, workforce effectiveness, talent development, and organizational transformation.

As part of the leadership team, you will partner with leaders and HR COEs to align people strategies with business objectives, offering counsel on organization design, workforce planning, and change management.

Qualifications

• Strategic advisor to business leaders and HR teams with focus on organizational design, workforce planning, and change management.
• Data-driven decision making and strong business acumen are required to lead through complexity and change.
• Ability to lead and influence across a matrixed organization and across HR functions.

Responsabilités

• Lead, develop, and mentor the HR and Employee Relations team with clear priorities and development plans.
• Provide strategic HR advisory to senior leaders, translating business priorities into people strategies.
• Coach leaders on engagement, performance, and organizational effectiveness; drive change and talent decisions.
• Lead strategic workforce planning, talent reviews, succession planning, and internal mobility.
• Coordinate with HR Centers of Excellence and Operations to deliver integrated HR programs.
• Analyze workforce data to inform decisions and measure the impact of people strategies.
• Identify and mitigate people-related risks and ensure compliance and ethical standards.

Description du poste

Inside the Role

The Human Resources Business Partner Manager serves as a strategic advisor to business leaders while leading HR and Employee Relations professionals. This role develops and executes people strategies that drive organizational performance, workforce effectiveness, talent development, employee engagement, and business transformation.

As a member of the leadership team, the HRBP Manager partners with leaders and HR Centers of Excellence to align people strategies with business objectives, providing counsel on organizational design, workforce planning, talent management, employee relations, leadership effectiveness, and change management. The role requires strong business acumen, data-driven decision making, and the ability to lead and influence through complexity and change.

Posting Information

We provide a scheduled posting end date to assist our candidates with their application planning. While this date reflects our latest plans, it is subject to change, and postings may be extended or removed earlier than expected.

We Take Care of Our Team

Position offers a starting salary range of $128,000 - $164,000 USD

Pay offered dependent on knowledge, skills, and experience

Benefits include

• Annual variable pay bonus program
• Eligible for the use of a company vehicle
• 401k company contribution with company match up to 6% as well as non-elective company contribution of 3 - 7% depending on age.
• Starting at 4 weeks paid vacation
• 13+ calendar holidays
• 8 weeks paid parental leave
• Employee assistance program
• Comprehensive health care plans and wellness programs
• Onsite fitness (at some locations)
• Tuition assistance and volunteer paid time off
• Short-term and long-term disability plans.

What You Drive at DTNA

Leadership of HR & Employee Relations Team

• Lead, develop, and mentor the Human Resources and Employee Relations team by setting clear priorities, performance expectations, and development plans aligned with business objectives.
• Ensure consistent, high-quality HR and employee relations support, including guidance and escalation for complex investigations, conflicts, and workplace concerns.
• Build a collaborative, customer-focused culture that promotes accountability, inclusion, continuous learning, continuous improvement, operational excellence, and effective use of HR resources.

Strategic Business Partnership

• Serve as the primary strategic HR advisor to senior leaders, translating business priorities into people strategies that address workforce needs, organizational objectives, and long-term capability.
• Build alignment and influence across a highly global, matrixed organization, balancing enterprise standards with regional and local requirements.
• Use organizational insights, workforce analytics, and talent considerations to guide operating model design, restructuring, change efforts, succession needs, and workforce risk mitigation.

Leadership Coaching & Organizational Effectiveness

• Coach leaders on employee engagement, performance, team effectiveness, change leadership, talent decisions, and complex workforce challenges.
• Support leadership teams in building high-performing, inclusive cultures and facilitate organizational health and team effectiveness discussions.
• Drive action planning to improve engagement, culture, retention, and talent outcomes.

Workforce Planning & Talent Strategy

• Lead strategic workforce planning by assessing future capability, critical skill, staffing, and organizational capacity needs.
• Use workforce analytics and business data to inform talent, staffing, and organizational decisions.
• Lead succession planning, talent reviews, leadership pipeline, internal mobility, career development, and capability-building strategies.

COE & Enterprise HR Partnership

• Partner with HR Centers of Excellence and Operations to coordinate integrated solutions across talent acquisition, compensation, development, organizational effectiveness, total rewards, and employee relations.
• Ensure effective implementation of enterprise HR programs, policies, and initiatives across supported client groups.
• Represent business needs and insights in the design and evolution of HR strategies, programs, and services.

Data & Business Insights

• Analyze workforce and business data to identify trends, risks, and opportunities across engagement, retention, talent movement, organizational effectiveness, and leadership capability.
• Translate insights into actionable recommendations that support workforce and business decisions.
• Measure the effectiveness of people strategies and use results to drive continuous improvement.

Risk, Compliance & Employee Relations

• Identify and mitigate people-related business, legal, compliance, and reputational risks while ensuring adherence to employment laws, labor regulations, company policies, and ethical standards.
• Oversee complex employee relations matters and investigations through direct leadership and coaching of HR and Employee Relations team members.
• Promote fair, consisten