Manufacturing HRBP

Lincoln Motor Company; Kansas City (MO); In loco; USD 116.000 - 166.000; Tempo pieno

Vantaggi offerti da questo lavoro

Medical/Dental/Vision coverage

Flexible time off

Vehicle discount program

Tuition assistance

Employee resource groups

Paid holidays

Descrizione del lavoro

Ford Motor Company is seeking a Manufacturing HR Business Partner to serve as a strategic partner embedded in automotive plants and depots. You will support hourly and salaried staff, align HR initiatives with lean manufacturing objectives, and drive engagement, workforce planning, and ethical practices on the production floor.

You will lead labor relations efforts, ensure compliance, and champion talent development and employee advocacy while leveraging data analytics to inform leadership

Competenze

• Bachelor's degree in HR, Organizational Development, or related field.
• 2-4 years of HR and labor work experience, preferably in manufacturing.
• PHR or SHRM-CP certification would be a plus.

Mansioni

• Partner with plant leadership to translate business strategy into HR initiatives.
• Lead talent management, succession planning, performance optimization, and compensation strategies.
• Drive labor relations and negotiations with unions and employee representatives.
• Oversee HR compliance and employee lifecycle management on the plant floor.

Conoscenze

Strategic Partnerships

Data storytelling

Talent management

Employee lifecycle

Business acumen

Labor relations

Risk management

Change management

Ethical practice

Labor negotiations

Contractual compliance

Grievance management

Workforce planning

Formazione

Bachelor's degree in HR/related field

Strumenti

Visier

Voice

HRIS

Descrizione del lavoro

We are the movers of the world and the makers of the future. We get up every day, roll up our sleeves and build a better world - together. At Ford, we're all a part of something bigger than ourselves. Are you ready to change the way the world moves?

As part of our Human Resources team, you'll help us attract, hire and retain the top talent we need to achieve our bold vision. You'll play a vital role in defining, developing and maintaining the winning culture that empowers diverse individuals to work together and create the impossible. We're seeking change leaders, talent strategists, employee advocates and culture architects to enable our teams, partners, and businesses to do and be their best.

In this position...

The Manufacturing HR Business Partner serves as a critical strategic partner and hands-on HR leader, deeply embedded within our automotive manufacturing plants and parts depots. This role is responsible for supporting the hourly and salaried workforce, collaborating closely with leadership to drive business objectives through a comprehensive HR lens. The HRBP will foster a positive and productive work environment, manage all aspects of the employee lifecycle, ensure compliance, and champion 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.

What you'll do...

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.

Labor Relations Expertise

• 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.

HR Operations

• Strategic Risk Mitigation: Lead comprehensive HR compliance and risk management, proactively identifying, assessing, and mitigating legal, reputational, and operational exposures across all employment laws and company policies. Champion an ethical culture, collaborating with legal counsel and corporate investigatory teams on sensitive ethics and compliance matters to reinforce integrity and transparency. This strategic oversight builds a robust compliance framework, safeguards organizational integrity, and protects our brand reputation.
• Employee Lifecycle Expertise: Optimize critical HR operational processes, including payroll, attendance management, and vacation tracking, ensuring accuracy, compliance, and seamless efficiency. Administer complex leave of absence programs (FMLA, WC, ADA), leveraging HRIS systems for meticulous tracking and compliance, ensuring comprehensive employee support and adherence to regulatory requirements.
• 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.

You’ll have...

• 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.

Even better, you may have...

• PHR or SHRM-CP certification

Work Requirements…

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.

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

As an established global company, we offer the benefit of choice. You can choose what your Ford future will look like: will your story span the globe, or keep you close to home? Will your career be a deep dive into what you love, or a series of new teams and new skills? Will you be a leader, a changemaker, a technical expert, a culture builder…or all the above? No matter what you choose, we offer a work life that works for you, including:

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

This position is a salary grade 8 and ranges from $115,500-$166,200

Visa sponsorship is not available for this position.

Candidates for positions with Ford Motor Company must be legally authorized to work in the United States. Verification of employment eligibility will be required at the time of hire.

We are an Equal Opportunity Employer. All qualified applicants will receive consideration for employment without regard to race, religion, color, age, sex, national origin, sexual orientation, gender identity, disability status or protected veteran status. In the United States, if you need a reasonable accommodation for the online application process due to a disability, please call 1-888-336-0660.