Human Resources Business Partner jobs at Cox Enterprises - 198 jobs

At Tenneco, we don't follow industry standards; we set them, and we don't settle for being best-in-class because we hustle to be better than best-in-class. Whether it's our Core Values - radical candor, simplify, organizational velocity, tenacious execution and win - or our Get Stuff Done (GSD) mindset, we're determined to become the most trusted partner and best manufacturer and distributor to the transportation industry. With a product portfolio as expansive as it is innovative, an obsessive commitment to quality and excellence, and a global presence, we're all about getting stuff done, so we can win. How do we make it happen? Through the Tenneco Way. Fueled by our Core Values, a winning mindset and a relentless commitment to excellence, the Tenneco Way is how we win. It's what keeps Team Tenneco bold, driven, and unapologetically focused on pushing past limits and redefining success. Here, you'll work alongside a team of relentless problem-solvers who are committed to making a tangible impact. If you're ready to break boundaries, deliver results, and enjoy the ride along the way, you'll thrive here. SUMMARY OF POSITION: Tenneco is looking for HR Supervisor for our Athens, AL manufacturing facility. The HR Supervisor oversees the Human Resource departmental functions to attain the organization's goals. Responsible for managing recruitment, human resource development, communications, wages and benefits, safety and environmental support, worker's compensation, training, and employee involvement facilitation. Have a demonstrated ability and is highly effective in creating a vision that supports positive team member relations environment. PRINCIPAL ACCOUNTABILITIES: Coach and consult team members and leaders on critical HR processes as needed in areas such as staffing initiatives, onboarding, performance management, development planning, rewards planning and policy interpretation. Serve as a local extension to align corporate business strategies to ensure desired outcomes are met. Provide recommendations on day-to-day problems and issues. Serve as a subject matter in employee relations to conduct investigations and lead cases to effective closure; advise managers on appropriate corrective actions. Understand and comply with all current plant policies and procedures. Recommend revisions to policies and practices to align with best practice and communicate accordingly throughout the Plant. Ensure compliance with all federal, state, and local employment laws Drive the alignment and execution of key people strategies that attract, train and retain employees to support the organization's short- and long-term business goals. Review trends and key people metrics. Address improvement opportunities at the plant or technical center. Provide strong communication about key business strategies, policy updates and leadership messages. Create and drive change management plans to drive major changes at the site level. Develop and lead training and development initiatives. Participates in developing department goals, objectives, and systems. Reinforce and support talent development and succession action plans in partnership with the site Leadership team. Responsible for recruiting and staffing needs including contract, full-time, salaried, and hourly positions. Act as a business partner to location's management team and other departments. Manage the coordination and execution of workforce planning for the location. Other HR duties as requested MINIMUM EDUCATION REQUIREMENTS: Bachelor's degree with 3 - 5 years of experience in Human Resources. Prefer master's degree in human resources or other related field combined with a PHR or SPHR Certificate. MINIMUM EXPERIENCE REQUIREMENTS: 3 - 5 years of experience in a manufacturing or industrial environment. Must have strong day-to-day coaching experience and interaction with Plant Manager. Exposure to the day-to-day operations of an HR department including but not limited to employment practices, policy administration, disciplinary process, and FMLA administration. Equal opportunity employer as to all protected groups, including protected veterans and individuals with disabilities

The Staff HRBP, serves as a trusted advisor to senior business leaders, driving enterprise-level talent strategies and organizational effectiveness. This role requires exceptional consultative skills, strategic foresight, and the ability to influence across a complex, global matrix environment. As a recognized expert in the field, they lead initiatives that shape the workforce of the future, leveraging technology, data, and deep business acumen to deliver measurable impact. **Key Responsibilities** + Partner with senior leadership teams to define and execute enterprise-wide talent strategies, including global workforce planning, organizational transformation, and future-ready job architecture. + Serve as a strategic advisor, guiding leaders through ambiguity, large-scale change, and complex business challenges. + Build executive-level credibility and influence across global teams, driving alignment without relying on formal authority. + Use advanced analyticsand market intelligence to shape decisions and demonstrate HR's impact on business performance. + Collaborate with global Centers of Excellence (CoEs) to design and deliver integrated, innovative HR solutions aligned with enterprise priorities **.** + Lead enterprise organizational design and transformation initiatives, ensuring agility and alignment with global business strategy. + Drive executive leadership development, succession planning, and capability building for critical roles. + Act as a strategic talent architect, identifying gaps and shaping strategies to strengthen leadership pipelines. + Champion a world-class employee experience, ensuring alignment with company values and cultural priorities across regions. **Expertise** Recognized as an expert in their field. Applies highly specialized knowledge and extensive practical experience in the area, as well as organizational expertise across multiple areas within a function or across functions. Applies strong business acumen and complex problem-solving techniques to identify, analyze and resolve issues that influence achievement of key functional objectives. Develops new or significantly improves existing policies, methods, and systems. incorporating relevant disciplines, theories, and techniques through independent judgment and discretion. Works independently with broad latitude in decisions and actions in a complex environment. Often acts as a subject matter expert in their area of expertise. Navigates high levels of ambiguity, guiding leaders and teams through transformational shifts with confidence and clarity. **Complexity** Works on complex issues and assignments that require conceptual thinking, originality and ingenuity of approaches, and a wide application of principles, theories, and concepts to achieve the results. Provides strategic clarity and actionable solutions for highly complex HR issues impacting multiple geographies and business units. Applies advanced diagnostic frameworks and scenario modeling to resolve non-standard, enterprise-level challenges. Understands the interrelationships of different aspects and implications of actions. Designs and develops impactful and innovative solutions to considerably broad and complex problems, often spanning across multiple disciplines within the business unit. Exercises independent judgement in selecting methods and evaluating criteria for obtaining results. Expertly adapts communication style and uses persuasion and occasionally negotiation to convince others to accept new ideas, approaches, concepts, or practices. Operates as a key influencer across global HR functions and business units, delivering cohesive, future-focused solutions. Deals with situations where differing opinions, past practices or experiences may significantly constrain agreement. **Scope & Impact** Sets objectives and takes responsibility for achieving metrics and Key Performance Indicators that directly influence the attainment of results, providing measurable contributions to HR outcomes and aligning with GM's strategic priorities. Contributes innovative, impactful ideas, and leads large projects with broad visibility. Develops, plans, and implements solutions that require integration of multiple related teams or larger teams of both internal and external stakeholders. Champions change and influence adoption of innovative HR practices. Co-leads complex change management programs, ensuring adoption and sustainability across diverse teams. Role models GM's behaviors necessary to maintain a productive team without inhibiting individuality and personal diversity. May serve as an indirect leader within their function. Their contributions drive the delivery of results that impact various departments and or functions and directly contribute to execution of functional strategies. Serve as a resource and mentor to less experienced HR professionals, providing guidance on complex issues. Identifies recurring team or process challenges and collaborates with HR Centers of Excellence and HR Operations to implement practical, scalable solutions. **Qualifications** + Bachelor's degree in Human Resources, Business Administration, or equivalent professional experience. Advanced degree (MBA or MA in HR) strongly preferred. + 10+ years of progressive HR experience, including significant exposure to strategic HRBP roles in large, complex organizations. + Proven track record in enterprise organizational design, leadership development, and global talent management. + Expertise in HR technology platforms and AI-enabled HR solutions. + Exceptional communication, proven ability to influence senior stakeholders. **Compensation:** The compensation information is a good faith estimate only. It is based on what a successful applicant might be paid in accordance with applicable state laws. The actual base salary a successful candidate will be offered within this range will vary based on factors relevant to the position, as well as geography of the selected candidate. + The salary range for this role is $122,400 - $211,200. The actual base salary a successful candidate will be offered within this range will vary based on factors relevant to the position. + Bonus Potential: An incentive pay program offers payouts based on company performance, job level, and individual performance. + Benefits: GM offers a variety of health and wellbeing benefit programs. Benefit options include medical, dental, vision, Health Savings Account, Flexible Spending Accounts, retirement savings plan, sickness and accident benefits, life insurance, paid vacation & holidays, tuition assistance programs, employee assistance program, GM vehicle discounts and more. **About GM** Our vision is a world with Zero Crashes, Zero Emissions and Zero Congestion and we embrace the responsibility to lead the change that will make our world better, safer and more equitable for all. **Why Join Us** We believe we all must make a choice every day - individually and collectively - to drive meaningful change through our words, our deeds and our culture. Every day, we want every employee to feel they belong to one General Motors team. **Benefits Overview** From day one, we're looking out for your well-being-at work and at home-so you can focus on realizing your ambitions. Learn how GM supports a rewarding career that rewards you personally by visiting Total Rewards resources (************************************************************* . **Non-Discrimination and Equal Employment Opportunities (U.S.)** General Motors is committed to being a workplace that is not only free of unlawful discrimination, but one that genuinely fosters inclusion and belonging. We strongly believe that providing an inclusive workplace creates an environment in which our employees can thrive and develop better products for our customers. All employment decisions are made on a non-discriminatory basis without regard to sex, race, color, national origin, citizenship status, religion, age, disability, pregnancy or maternity status, sexual orientation, gender identity, status as a veteran or protected veteran, or any other similarly protected status in accordance with federal, state and local laws. We encourage interested candidates to review the key responsibilities and qualifications for each role and apply for any positions that match their skills and capabilities. Applicants in the recruitment process may be required, where applicable, to successfully complete a role-related assessment(s) and/or a pre-employment screening prior to beginning employment. To learn more, visit How we Hire (********************************************* . **Accommodations** General Motors offers opportunities to all job seekers including individuals with disabilities. If you need a reasonable accommodation to assist with your job search or application for employment, email (Careers.Accommodations@GM.com) us or call us at ************. In your email, please include a description of the specific accommodation you are requesting as well as the job title and requisition number of the position for which you are applying. We are leading the change to make our world better, safer and more equitable for all through our actions and how we behave. Learn more about: **Our Company (************************************************** **Our Culture** **How we hire (************************************************ Our diverse team of employees bring their collective passion for engineering, technology and design to deliver on our vision of a world with Zero Crashes, Zero Emissions and Zero Congestion. We are looking for adventure-seekers and imaginative thought leaders to help us transform mobility. Explore our global locations (******************************************** We are determined to lead change for the world through technology, ingenuity and harnessing the creativity of our diverse team. Join us to help lead the change that will make our world better, safer and more equitable for all by becoming a member of GM's Talent Community (beamery.com) (*********************************************** . As a part of our Talent Community, you will receive updates about GM, open roles, career insights and more. Please note that filling out the form below will not add you to our Talent Community automatically; you will need to use the link above. If you are seeking to apply to a specific role, we encourage you to click "Apply Now" on the job posting of interest. The policy of General Motors is to extend opportunities to qualified applicants and employees on an equal basis regardless of an individual's age, race, color, sex, religion, national origin, disability, sexual orientation, gender identity/expression or veteran status. Additionally, General Motors is committed to being an Equal Employment Opportunity Employer and offers opportunities to all job seekers including individuals with disabilities. If you need a reasonable accommodation to assist with your job search or application for employment, email us at Careers.Accommodations@GM.com .In your email, please include a description of the specific accommodation you are requesting as well as the job title and requisition number of the position for which you are applying.

The Staff HRBP, serves as a trusted advisor to senior business leaders, driving enterprise-level talent strategies and organizational effectiveness. This role requires exceptional consultative skills, strategic foresight, and the ability to influence across a complex, global matrix environment. As a recognized expert in the field, they lead initiatives that shape the workforce of the future, leveraging technology, data, and deep business acumen to deliver measurable impact. Key Responsibilities * Partner with senior leadership teams to define and execute enterprise-wide talent strategies, including global workforce planning, organizational transformation, and future-ready job architecture. * Serve as a strategic advisor, guiding leaders through ambiguity, large-scale change, and complex business challenges. * Build executive-level credibility and influence across global teams, driving alignment without relying on formal authority. * Use advanced analytics and market intelligence to shape decisions and demonstrate HR's impact on business performance. * Collaborate with global Centers of Excellence (CoEs) to design and deliver integrated, innovative HR solutions aligned with enterprise priorities. * Lead enterprise organizational design and transformation initiatives, ensuring agility and alignment with global business strategy. * Drive executive leadership development, succession planning, and capability building for critical roles. * Act as a strategic talent architect, identifying gaps and shaping strategies to strengthen leadership pipelines. * Champion a world-class employee experience, ensuring alignment with company values and cultural priorities across regions. Expertise Recognized as an expert in their field. Applies highly specialized knowledge and extensive practical experience in the area, as well as organizational expertise across multiple areas within a function or across functions. Applies strong business acumen and complex problem-solving techniques to identify, analyze and resolve issues that influence achievement of key functional objectives. Develops new or significantly improves existing policies, methods, and systems. incorporating relevant disciplines, theories, and techniques through independent judgment and discretion. Works independently with broad latitude in decisions and actions in a complex environment. Often acts as a subject matter expert in their area of expertise. Navigates high levels of ambiguity, guiding leaders and teams through transformational shifts with confidence and clarity. Complexity Works on complex issues and assignments that require conceptual thinking, originality and ingenuity of approaches, and a wide application of principles, theories, and concepts to achieve the results. Provides strategic clarity and actionable solutions for highly complex HR issues impacting multiple geographies and business units. Applies advanced diagnostic frameworks and scenario modeling to resolve non-standard, enterprise-level challenges. Understands the interrelationships of different aspects and implications of actions. Designs and develops impactful and innovative solutions to considerably broad and complex problems, often spanning across multiple disciplines within the business unit. Exercises independent judgement in selecting methods and evaluating criteria for obtaining results. Expertly adapts communication style and uses persuasion and occasionally negotiation to convince others to accept new ideas, approaches, concepts, or practices. Operates as a key influencer across global HR functions and business units, delivering cohesive, future-focused solutions. Deals with situations where differing opinions, past practices or experiences may significantly constrain agreement. Scope & Impact Sets objectives and takes responsibility for achieving metrics and Key Performance Indicators that directly influence the attainment of results, providing measurable contributions to HR outcomes and aligning with GM's strategic priorities. Contributes innovative, impactful ideas, and leads large projects with broad visibility. Develops, plans, and implements solutions that require integration of multiple related teams or larger teams of both internal and external stakeholders. Champions change and influence adoption of innovative HR practices. Co-leads complex change management programs, ensuring adoption and sustainability across diverse teams. Role models GM's behaviors necessary to maintain a productive team without inhibiting individuality and personal diversity. May serve as an indirect leader within their function. Their contributions drive the delivery of results that impact various departments and or functions and directly contribute to execution of functional strategies. Serve as a resource and mentor to less experienced HR professionals, providing guidance on complex issues. Identifies recurring team or process challenges and collaborates with HR Centers of Excellence and HR Operations to implement practical, scalable solutions. Qualifications * Bachelor's degree in Human Resources, Business Administration, or equivalent professional experience. Advanced degree (MBA or MA in HR) strongly preferred. * 10+ years of progressive HR experience, including significant exposure to strategic HRBP roles in large, complex organizations. * Proven track record in enterprise organizational design, leadership development, and global talent management. * Expertise in HR technology platforms and AI-enabled HR solutions. * Exceptional communication, proven ability to influence senior stakeholders. Compensation: The compensation information is a good faith estimate only. It is based on what a successful applicant might be paid in accordance with applicable state laws. The actual base salary a successful candidate will be offered within this range will vary based on factors relevant to the position, as well as geography of the selected candidate. * The salary range for this role is $122,400 - $211,200. The actual base salary a successful candidate will be offered within this range will vary based on factors relevant to the position. * Bonus Potential: An incentive pay program offers payouts based on company performance, job level, and individual performance. * Benefits: GM offers a variety of health and wellbeing benefit programs. Benefit options include medical, dental, vision, Health Savings Account, Flexible Spending Accounts, retirement savings plan, sickness and accident benefits, life insurance, paid vacation & holidays, tuition assistance programs, employee assistance program, GM vehicle discounts and more. About GM Our vision is a world with Zero Crashes, Zero Emissions and Zero Congestion and we embrace the responsibility to lead the change that will make our world better, safer and more equitable for all. Why Join Us We believe we all must make a choice every day - individually and collectively - to drive meaningful change through our words, our deeds and our culture. Every day, we want every employee to feel they belong to one General Motors team. Benefits Overview From day one, we're looking out for your well-being-at work and at home-so you can focus on realizing your ambitions. Learn how GM supports a rewarding career that rewards you personally by visiting Total Rewards resources. Non-Discrimination and Equal Employment Opportunities (U.S.) General Motors is committed to being a workplace that is not only free of unlawful discrimination, but one that genuinely fosters inclusion and belonging. We strongly believe that providing an inclusive workplace creates an environment in which our employees can thrive and develop better products for our customers. All employment decisions are made on a non-discriminatory basis without regard to sex, race, color, national origin, citizenship status, religion, age, disability, pregnancy or maternity status, sexual orientation, gender identity, status as a veteran or protected veteran, or any other similarly protected status in accordance with federal, state and local laws. We encourage interested candidates to review the key responsibilities and qualifications for each role and apply for any positions that match their skills and capabilities. Applicants in the recruitment process may be required, where applicable, to successfully complete a role-related assessment(s) and/or a pre-employment screening prior to beginning employment. To learn more, visit How we Hire. Accommodations General Motors offers opportunities to all job seekers including individuals with disabilities. If you need a reasonable accommodation to assist with your job search or application for employment, email us or call us at ************. In your email, please include a description of the specific accommodation you are requesting as well as the job title and requisition number of the position for which you are applying.

The HR Business Partner (HRBP) is an advisor and performance enabler who partners with business leaders to drive organizational effectiveness through people. As the first point of contact for complex human capital matters, the HRBP delivers high-impact HR solutions aligned with GM's business purpose, strategy, and culture. Key Responsibilities Partner with business leaders to define and execute talent strategies, including workforce planning, job design, and organizational transformation. Serve as a trusted advisor, guiding leaders through ambiguity and change. Build credibility and influence across teams without relying on formal authority. Use data and insights to drive strategic decisions and demonstrate HR's impact. Collaborate with Centers of Excellence (CoEs) to deliver business-aligned HR solutions. Lead organizational design efforts to optimize performance and support transformation. Offer clarity, calm, and actionable solutions for complex HR issues. Apply advanced analytical and problem-solving techniques to resolve non-standard challenges. Diagnose root issues and co-create solutions with CoEs and HR Operations. Serve as a catalyst for change during periods of transformation, helping leaders navigate organizational shifts with clarity and confidence. Influence outcomes without authority, shaping direction and driving adoption of new approaches across the broader functional area. Drive leadership development and build people leader effectiveness. Act as a talent scout, identifying performance gaps and strengths across teams. Shape and protect the employee experience to ensure alignment with company values and goals. Provide guidance on complex employee relations matters, using sound judgment, established frameworks, and consideration of business and legal risk. Serve as a mentor and resource for junior HR team members, providing coaching coaching, thought leadership, and guidance on complex or sensitive issues. Expertise Recognized as a fully qualified HRBP with deep knowledge of HR practices, policies, and employment law, as well as a broad understanding of related business functions. Serves as a trusted advisor to leaders, providing strategic guidance on workforce planning, organizational design, and employee relations. Uses advanced analytical and problem-solving skills to identify opportunities for process improvement and develop innovative HR solutions aligned with business objectives. Complexity Handles diverse and complex challenges requiring independent judgment and strategic thinking. Develops solutions based on limited precedent and incomplete information, often addressing issues that are new to the organization. Leads initiatives that involve multiple moving parts, requiring collaboration across functions and influencing stakeholders with differing priorities. Uses data-driven insights to build business cases and overcome resistance to change. Scope and Impact Operates with significant influence across the business area supported, driving HR strategies that impact organizational performance. Owns the development and delivery of solutions, leading cross-functional efforts and championing change management. Builds strong relationships with senior leaders and external partners, mentors junior HR team members, and serves as a role model for accountability and inclusion. Impact extends beyond immediate client groups to broader functional strategies. Qualifications Bachelor's degree in human resources, Business, or related field (advanced degree preferred) or equivalent professional experience. 7 or more years of progressive HR experience, preferably in a business partnering role. Proven experience in, talent management, and leadership development, organizational design. Strong understanding of HR systems, analytical tools, and CoE frameworks. Exceptional communication, problem-solving, and stakeholder management skills. Demonstrated ability to solve complex, highly variable challenges requiring strategic thinking and professional judgment. Proven track record of influencing senior stakeholders, driving cross-functional initiatives, and implementing solutions with significant operational impact. Strong analytical skills with the ability to use data to diagnose issues, inform decisions, and persuade stakeholders. Compensation: The compensation information is a good faith estimate only. It is based on what a successful applicant might be paid in accordance with applicable state laws. The actual base salary a successful candidate will be offered within this range will vary based on factors relevant to the position, as well as geography of the selected candidate. The salary range for this role is $91,100 - $160,400. The actual base salary a successful candidate will be offered within this range will vary based on factors relevant to the position. Bonus Potential: An incentive pay program offers payouts based on company performance, job level, and individual performance. Benefits: GM offers a variety of health and wellbeing benefit programs. Benefit options include medical, dental, vision, Health Savings Account, Flexible Spending Accounts, retirement savings plan, sickness and accident benefits, life insurance, paid vacation & holidays, tuition assistance programs, employee assistance program, GM vehicle discounts and more. About GM Our vision is a world with Zero Crashes, Zero Emissions and Zero Congestion and we embrace the responsibility to lead the change that will make our world better, safer and more equitable for all. Why Join Us We believe we all must make a choice every day - individually and collectively - to drive meaningful change through our words, our deeds and our culture. Every day, we want every employee to feel they belong to one General Motors team. Benefits Overview From day one, we're looking out for your well-being-at work and at home-so you can focus on realizing your ambitions. Learn how GM supports a rewarding career that rewards you personally by visiting Total Rewards resources. Non-Discrimination and Equal Employment Opportunities (U.S.) General Motors is committed to being a workplace that is not only free of unlawful discrimination, but one that genuinely fosters inclusion and belonging. We strongly believe that providing an inclusive workplace creates an environment in which our employees can thrive and develop better products for our customers. All employment decisions are made on a non-discriminatory basis without regard to sex, race, color, national origin, citizenship status, religion, age, disability, pregnancy or maternity status, sexual orientation, gender identity, status as a veteran or protected veteran, or any other similarly protected status in accordance with federal, state and local laws. We encourage interested candidates to review the key responsibilities and qualifications for each role and apply for any positions that match their skills and capabilities. Applicants in the recruitment process may be required, where applicable, to successfully complete a role-related assessment(s) and/or a pre-employment screening prior to beginning employment. To learn more, visit How we Hire. Accommodations General Motors offers opportunities to all job seekers including individuals with disabilities. If you need a reasonable accommodation to assist with your job search or application for employment, email us or call us at ************. In your email, please include a description of the specific accommodation you are requesting as well as the job title and requisition number of the position for which you are applying.

The Senior HR Business Partner (HRBP) is an advisor and performance enabler who partners with business leaders to drive organizational effectiveness through people. As the first point of contact for complex human capital matters, the HRBP delivers high-impact HR solutions aligned with GM's business purpose, strategy, and culture. **Key Responsibilities** + Partner with business leaders to define and execute talent strategies, including workforce planning, job design, and organizational transformation. + Serve as a trusted advisor, guiding leaders through ambiguity and change. + Build credibility and influence across teams without relying on formal authority. + Use data and insights to drive strategic decisions and demonstrate HR's impact. + Collaborate with Centers of Excellence (CoEs) to deliver business-aligned HR solutions. + Lead organizational design efforts to optimize performance and support transformation. + Offer clarity, calm, and actionable solutions for complex HR issues. + Apply advanced analytical and problem-solving techniques to resolve non-standard challenges. + Diagnose root issues and co-create solutions with CoEs and HR Operations. + Serve as a catalyst for change during periods of transformation, helping leaders navigate organizational shifts with clarity and confidence. + Influence outcomes without authority, shaping direction and driving adoption of new approaches across the broader functional area. + Drive leadership development and build peopleleader effectiveness. + Act as a talent scout, identifyingperformance gaps and strengths across teams. + Shape and protect the employee experience to ensure alignment with company values and goals. + Provide guidance on complex employee relations matters, using sound judgment, established frameworks, and consideration of business and legal risk. + Serve as a mentor and resource for junior HR team members, providing coachingcoaching, thought leadership, and guidance on complex or sensitive issues. **Expertise** + Recognized as a fully qualified HRBP with deep knowledge of HR practices, policies, and employment law, as well as a broad understanding of related business functions. Serves as a trusted advisor to leaders, providing strategic guidance on workforce planning, organizational design, and employee relations. Uses advanced analytical and problem-solving skills to identify opportunities for process improvement and develop innovative HR solutions aligned with business objectives. **Complexity** + Handles diverse and complex challenges requiring independent judgment and strategic thinking. Develops solutions based on limited precedent and incomplete information, often addressing issues that are new to the organization. Leads initiatives that involve multiple moving parts, requiring collaboration across functions and influencing stakeholders with differing priorities. Uses data-driven insights to build business cases and overcome resistance to change. **Scope and Impact** + Operates with significant influence across the business area supported, driving HR strategies that impact organizational performance. Owns the development and delivery of solutions, leading cross-functional efforts and championing change management. Builds strong relationships with senior leaders and external partners, mentors junior HR team members, and serves as a role model for accountability and inclusion. Impact extends beyond immediate client groups to broader functional strategies. **Qualifications** + Bachelor's degree in human resources, Business, or related field (advanced degree preferred) or equivalent professional experience. + 7 or more years of progressive HR experience, preferably in a business partnering role. + Proven experience in, talent management, and leadership development, organizational design. + Strong understanding of HR systems, analytical tools, and CoE frameworks. + Exceptional communication, problem-solving, and stakeholder management skills. + Demonstrated ability to solve complex, highly variable challenges requiring strategic thinking and professional judgment. + Proven track record of influencing senior stakeholders, driving cross-functional initiatives, and implementing solutions with significant operational impact. + Strong analytical skills with the ability to use data to diagnose issues, inform decisions, and persuade stakeholders. **Compensation:** The compensation information is a good faith estimate only. It is based on what a successful applicant might be paid in accordance with applicable state laws. The actual base salary a successful candidate will be offered within this range will vary based on factors relevant to the position, as well as geography of the selected candidate. + The salary range for this role is $91,100 - $160,400. The actual base salary a successful candidate will be offered within this range will vary based on factors relevant to the position. + Bonus Potential: An incentive pay program offers payouts based on company performance, job level, and individual performance. + Benefits: GM offers a variety of health and wellbeing benefit programs. Benefit options include medical, dental, vision, Health Savings Account, Flexible Spending Accounts, retirement savings plan, sickness and accident benefits, life insurance, paid vacation & holidays, tuition assistance programs, employee assistance program, GM vehicle discounts and more. **About GM** Our vision is a world with Zero Crashes, Zero Emissions and Zero Congestion and we embrace the responsibility to lead the change that will make our world better, safer and more equitable for all. **Why Join Us** We believe we all must make a choice every day - individually and collectively - to drive meaningful change through our words, our deeds and our culture. Every day, we want every employee to feel they belong to one General Motors team. **Benefits Overview** From day one, we're looking out for your well-being-at work and at home-so you can focus on realizing your ambitions. Learn how GM supports a rewarding career that rewards you personally by visiting Total Rewards resources (************************************************************* . **Non-Discrimination and Equal Employment Opportunities (U.S.)** General Motors is committed to being a workplace that is not only free of unlawful discrimination, but one that genuinely fosters inclusion and belonging. We strongly believe that providing an inclusive workplace creates an environment in which our employees can thrive and develop better products for our customers. All employment decisions are made on a non-discriminatory basis without regard to sex, race, color, national origin, citizenship status, religion, age, disability, pregnancy or maternity status, sexual orientation, gender identity, status as a veteran or protected veteran, or any other similarly protected status in accordance with federal, state and local laws. We encourage interested candidates to review the key responsibilities and qualifications for each role and apply for any positions that match their skills and capabilities. Applicants in the recruitment process may be required, where applicable, to successfully complete a role-related assessment(s) and/or a pre-employment screening prior to beginning employment. To learn more, visit How we Hire (********************************************* . **Accommodations** General Motors offers opportunities to all job seekers including individuals with disabilities. If you need a reasonable accommodation to assist with your job search or application for employment, email (Careers.Accommodations@GM.com) us or call us at ************. In your email, please include a description of the specific accommodation you are requesting as well as the job title and requisition number of the position for which you are applying. We are leading the change to make our world better, safer and more equitable for all through our actions and how we behave. Learn more about: **Our Company (************************************************** **Our Culture** **How we hire (************************************************ Our diverse team of employees bring their collective passion for engineering, technology and design to deliver on our vision of a world with Zero Crashes, Zero Emissions and Zero Congestion. We are looking for adventure-seekers and imaginative thought leaders to help us transform mobility. Explore our global locations (******************************************** We are determined to lead change for the world through technology, ingenuity and harnessing the creativity of our diverse team. Join us to help lead the change that will make our world better, safer and more equitable for all by becoming a member of GM's Talent Community (beamery.com) (*********************************************** . As a part of our Talent Community, you will receive updates about GM, open roles, career insights and more. Please note that filling out the form below will not add you to our Talent Community automatically; you will need to use the link above. If you are seeking to apply to a specific role, we encourage you to click "Apply Now" on the job posting of interest. The policy of General Motors is to extend opportunities to qualified applicants and employees on an equal basis regardless of an individual's age, race, color, sex, religion, national origin, disability, sexual orientation, gender identity/expression or veteran status. Additionally, General Motors is committed to being an Equal Employment Opportunity Employer and offers opportunities to all job seekers including individuals with disabilities. If you need a reasonable accommodation to assist with your job search or application for employment, email us at Careers.Accommodations@GM.com .In your email, please include a description of the specific accommodation you are requesting as well as the job title and requisition number of the position for which you are applying.

The HR Business Partner (HRBP) is an advisor and performance enabler who partners with business leaders to drive organizational effectiveness through people. As the first point of contact for complex human capital matters, the HRBP delivers high-impact HR solutions aligned with GM's business purpose, strategy, and culture. Key Responsibilities * Partner with business leaders to define and execute talent strategies, including workforce planning, job design, and organizational transformation. * Serve as a trusted advisor, guiding leaders through ambiguity and change. * Build credibility and influence across teams without relying on formal authority. * Use data and insights to drive strategic decisions and demonstrate HR's impact. * Collaborate with Centers of Excellence (CoEs) to deliver business-aligned HR solutions. * Lead organizational design efforts to optimize performance and support transformation. * Offer clarity, calm, and actionable solutions for complex HR issues. * Apply advanced analytical and problem-solving techniques to resolve non-standard challenges. * Diagnose root issues and co-create solutions with CoEs and HR Operations. * Serve as a catalyst for change during periods of transformation, helping leaders navigate organizational shifts with clarity and confidence. * Influence outcomes without authority, shaping direction and driving adoption of new approaches across the broader functional area. * Drive leadership development and build people leader effectiveness. * Act as a talent scout, identifying performance gaps and strengths across teams. * Shape and protect the employee experience to ensure alignment with company values and goals. * Provide guidance on complex employee relations matters, using sound judgment, established frameworks, and consideration of business and legal risk. * Serve as a mentor and resource for junior HR team members, providing coaching coaching, thought leadership, and guidance on complex or sensitive issues. Expertise * Recognized as a fully qualified HRBP with deep knowledge of HR practices, policies, and employment law, as well as a broad understanding of related business functions. Serves as a trusted advisor to leaders, providing strategic guidance on workforce planning, organizational design, and employee relations. Uses advanced analytical and problem-solving skills to identify opportunities for process improvement and develop innovative HR solutions aligned with business objectives. Complexity * Handles diverse and complex challenges requiring independent judgment and strategic thinking. Develops solutions based on limited precedent and incomplete information, often addressing issues that are new to the organization. Leads initiatives that involve multiple moving parts, requiring collaboration across functions and influencing stakeholders with differing priorities. Uses data-driven insights to build business cases and overcome resistance to change. Scope and Impact * Operates with significant influence across the business area supported, driving HR strategies that impact organizational performance. Owns the development and delivery of solutions, leading cross-functional efforts and championing change management. Builds strong relationships with senior leaders and external partners, mentors junior HR team members, and serves as a role model for accountability and inclusion. Impact extends beyond immediate client groups to broader functional strategies. Qualifications * Bachelor's degree in human resources, Business, or related field (advanced degree preferred) or equivalent professional experience. * 7 or more years of progressive HR experience, preferably in a business partnering role. * Proven experience in, talent management, and leadership development, organizational design. * Strong understanding of HR systems, analytical tools, and CoE frameworks. * Exceptional communication, problem-solving, and stakeholder management skills. * Demonstrated ability to solve complex, highly variable challenges requiring strategic thinking and professional judgment. * Proven track record of influencing senior stakeholders, driving cross-functional initiatives, and implementing solutions with significant operational impact. * Strong analytical skills with the ability to use data to diagnose issues, inform decisions, and persuade stakeholders. Compensation: The compensation information is a good faith estimate only. It is based on what a successful applicant might be paid in accordance with applicable state laws. The actual base salary a successful candidate will be offered within this range will vary based on factors relevant to the position, as well as geography of the selected candidate. * The salary range for this role is $91,100 - $160,400. The actual base salary a successful candidate will be offered within this range will vary based on factors relevant to the position. * Bonus Potential: An incentive pay program offers payouts based on company performance, job level, and individual performance. * Benefits: GM offers a variety of health and wellbeing benefit programs. Benefit options include medical, dental, vision, Health Savings Account, Flexible Spending Accounts, retirement savings plan, sickness and accident benefits, life insurance, paid vacation & holidays, tuition assistance programs, employee assistance program, GM vehicle discounts and more. About GM Our vision is a world with Zero Crashes, Zero Emissions and Zero Congestion and we embrace the responsibility to lead the change that will make our world better, safer and more equitable for all. Why Join Us We believe we all must make a choice every day - individually and collectively - to drive meaningful change through our words, our deeds and our culture. Every day, we want every employee to feel they belong to one General Motors team. Benefits Overview From day one, we're looking out for your well-being-at work and at home-so you can focus on realizing your ambitions. Learn how GM supports a rewarding career that rewards you personally by visiting Total Rewards resources. Non-Discrimination and Equal Employment Opportunities (U.S.) General Motors is committed to being a workplace that is not only free of unlawful discrimination, but one that genuinely fosters inclusion and belonging. We strongly believe that providing an inclusive workplace creates an environment in which our employees can thrive and develop better products for our customers. All employment decisions are made on a non-discriminatory basis without regard to sex, race, color, national origin, citizenship status, religion, age, disability, pregnancy or maternity status, sexual orientation, gender identity, status as a veteran or protected veteran, or any other similarly protected status in accordance with federal, state and local laws. We encourage interested candidates to review the key responsibilities and qualifications for each role and apply for any positions that match their skills and capabilities. Applicants in the recruitment process may be required, where applicable, to successfully complete a role-related assessment(s) and/or a pre-employment screening prior to beginning employment. To learn more, visit How we Hire. Accommodations General Motors offers opportunities to all job seekers including individuals with disabilities. If you need a reasonable accommodation to assist with your job search or application for employment, email us or call us at ************. In your email, please include a description of the specific accommodation you are requesting as well as the job title and requisition number of the position for which you are applying.

based in Atlanta, GA. At Hexagon, we don't just measure the world - we define its future. As the global leader in measurement technologies, we provide the confidence that vital industries rely on to build, navigate, and innovate. From microns to Mars, our solutions drive productivity, quality, safety, and sustainability across aerospace, agriculture, automotive, construction, manufacturing, and mining. Yet measurement is only the beginning. We bridge the physical and digital worlds with cutting-edge metrology, reality capture, and positioning solutions - making industries and cities safer, smarter, and more sustainable. Looking forward, we are striving to enable our customers to meet sustainability and demographic challenges - ultimately advancing them towards truly autonomous solutions. Hexagon's Geosystems division specifically focuses on combining accurate measurement, positioning, and mapping technologies with industry-tailored workflows to help geodata-dependent industries capture, visualize, and analyze the physical world, turning data into actionable insights for better decision-making and improved efficiency. Measurement is the foundation of progress. When it has to be right, it has to be Hexagon ROLE & PURPOSE OF THE POSITION The Global People Partner is a senior strategic HR leadership role within Hexagon. This position partners with a newly formed division composed of industry-leading software brands focused on delivering geospatial-based intelligence, construction collaboration, asset digitization, documentation, and digital services to the global AECO community. As the Global People Partner, you will work directly with the Division President, the Chief People Officer (CPO), and senior leadership teams to align People & Culture strategies with business priorities. You will also partner closely with Local People Partners across regions to ensure strategic consistency, operational excellence, and an integrated People agenda. This role is critical in driving organizational effectiveness, enabling talent growth, and building the People & Culture capabilities required for a future-ready Construction Software & Services division. DUTIES & RESPONSIBILITIES: Strategic HR Leadership * Advise the Division President and leadership on strategic People & Culture priorities. * Translate divisional goals (geospatial intelligence, product evolution, workflow expansion, UX/UI, enterprise partnerships) into actionable People strategies. Business Partnering * Understand business needs across all brands and deliver HR solutions that support growth, scalability, and innovation. * Provide guidance on workforce planning, talent allocation, and capability building. Global & Local Collaboration * Partner with Local People Partners to ensure global alignment while addressing local requirements. * Drive consistency in People processes and promote sharing of best practices across the division. Talent Strategy & Development * Lead talent acquisition, engagement, and retention initiatives for key roles. * Oversee leadership development, succession planning, and high-potential programs. Organizational Design & Effectiveness * Support leaders in optimizing structures, roles, and processes to improve collaboration and efficiency. * Contribute to integration efforts and cross-divisional alignment. Change Management & Transformation * Lead change initiatives linked to divisional integration, digitalization, and product evolution. * Ensure strong communication and employee engagement during transformation. Culture, Engagement & Employee Experience * Promote a culture of innovation, customer-centricity, and performance. * Foster an inclusive and collaborative environment aligned with Hexagon's values. HR Governance & Compliance * Ensure adherence to Hexagon's global People & Culture policies and governance. * Partner with legal and compliance teams to meet regulatory requirements across regions.

Company Cox Automotive - USA Job Family Group People Solutions Job Profile Sr HR Business Partner Management Level Individual Contributor Flexible Work Option No remote option; must work at a specified Cox location Travel % Yes, 25% of the time Work Shift Day Compensation Compensation includes a base salary of $81,400.00 - $122,000.00. The base salary may vary within the anticipated base pay range based on factors such as the ultimate location of the position and the selected candidate's knowledge, skills, and abilities. Position may be eligible for additional compensation that may include an incentive program. Job Description Cox Automotive is currently looking for a Senior Human Resources Business Partner to join our team in Las Vegas, Nevada. This is an onsite position. The Role: The Senior Human Resources Business Partner (“Sr. HRBP”) serves as an influential people partner, advising clients in Manheim Nevada, Manheim Denver, and Manheim Utah. The Sr. HRBP plays a key role in implementing the HR strategy and programs in support of short-term and long-term business goals with the overall goal of attracting, retaining, and developing the best talent. Work Environment: This role supports local Manheim auctions. As the Sr. HRBP, you will engage with front-line employees, corporate leaders, and location leadership. Success in this role requires comfort in a fast-paced, rapidly changing environment. Providing excellent customer service to employees and collaborating with leadership on strategic direction and initiative implementation is essential. Responsibilities: Deliver full range of People Solutions services for assigned client group and responsible for creating strategies and approaches that align to business objectives. Collaborates with managers and employees on leadership development, performance management, talent management, and employment/labor issues. Work collaboratively with People Strategies Centers of Excellence (Compensation, Talent Development, Employee Service center, etc.), to optimize the effectiveness of the business. Analyze and interpret qualitative and quantitative data (exit interviews, reporting, and employee survey data) to solve problems and drive continuous improvement in the areas of employee engagement and employee satisfaction. Anticipate and respond to changing business needs and serve as a change advocate/agent on companywide strategies and initiatives. Plans and promotes the understanding, application, and improvement of strategies to address talent gaps and needs that enhance organizational capabilities/ Guides, trains, and directs managers and employees on the implementation of HR policies and processes to ensure appropriate legal (FMLA, ADA, EEOC, etc.) and company compliance, partnering with the Legal and Employee Relations teams as appropriate. Supports and influences leaders in the development of effective organizational designs. Partners with Talent Management and Talent Acquisition teams to ensure people strategies are achieved based on a holistic understanding of our diverse workforce, enabling the attraction, development, and retention of top talent. Work in partnership with leaders to identify the implications of strategic and business plans and other developments. Promote new ways of working to support change and manage risk. Leads annual People Solution activities and programs for assigned client groups to include talent planning review and annual compensation cycle. Champion change and effectively guide business leaders and employees through organizational changes and transformational initiatives. Roll up your sleeves to perform core HR functions, which may include resolving requests and inquiries in such areas as: employment practices, federal and state employment laws, i-9s, performance and discipline, recruiting and hiring. Qualifications: Bachelor's degree in a related field and 4+ years of progressive experience in HR disciplines with a strategic focus. The right candidate could also have a different combination, such as a master's degree and 2 years' experience; a Ph.D. and up to 1 year of experience; or 8 years' experience in a related field. Ability to meet deadlines in a fast-paced work environment. Experience working with, coaching, and influencing Senior people leaders. Leading and managing change through effective use of organizational design and development and business transformation. Proven ability to influence and partner with leadership and individual contributor levels of the organization to achieve results. Strong HR and business acumen, including problem-solving skills, critical thinking, and self-initiative. Flexibility to travel approximately 35%. Preferred Qualifications: HR certification such as PHR, SPHR or GPHR. Demonstrated ability to work in a geographically disbursed and matrix organization. Strong Microsoft Excel knowledge and application. Experience supporting designated and dedicated client groups with at least 300+ employees. Drug Testing To be employed in this role, you'll need to clear a pre-employment drug test. Cox Automotive does not currently administer a pre-employment drug test for marijuana for this position. However, we are a drug-free workplace, so the possession, use or being under the influence of drugs illegal under federal or state law during work hours, on company property and/or in company vehicles is prohibited. Benefits The Company offers eligible employees the flexibility to take as much vacation with pay as they deem consistent with their duties, the company's needs, and its obligations; seven paid holidays throughout the calendar year; and up to 160 hours of paid wellness annually for their own wellness or that of family members. Employees are also eligible for additional paid time off in the form of bereavement leave, time off to vote, jury duty leave, volunteer time off, military leave, and parental leave. About Us Through groundbreaking technology and a commitment to stellar experiences for drivers and dealers alike, Cox Automotive employees are transforming the way the world buys, owns, sells - or simply uses - cars. Cox Automotive employees get to work on iconic consumer brands like Autotrader and Kelley Blue Book and industry-leading dealer-facing companies like vAuto and Manheim, all while enjoying the people-centered atmosphere that is central to our life at Cox. Benefits of working at Cox may include health care insurance (medical, dental, vision), retirement planning (401(k)), and paid days off (sick leave, parental leave, flexible vacation/wellness days, and/or PTO). For more details on what benefits you may be offered, visit our benefits page. Cox is an Equal Employment Opportunity employer - All qualified applicants/employees will receive consideration for employment without regard to that individual's age, race, color, religion or creed, national origin or ancestry, sex (including pregnancy), sexual orientation, gender, gender identity, physical or mental disability, veteran status, genetic information, ethnicity, citizenship, or any other characteristic protected by law. Cox provides reasonable accommodations when requested by a qualified applicant or employee with disability, unless such accommodations would cause an undue hardship.Applicants must currently be authorized to work in the United States for any employer without current or future sponsorship. No OPT, CPT, STEM/OPT or visa sponsorship now or in future.

...** 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. **Must be able to work a rotating schedule** + Shift A - Monday - Thursday 5:00 am - 3:30 pm + Shift B - Tuesday - Friday - 5:00 pm - 3:30 am + Shift C - Friday - Saturday 5:00 am - 3:30 pm, Sunday - Monday 5:00 pm - 3:30 am **You'll have...** + Bachelor's degree in human resources, Organizational Development, or any other related discipline or commensurate work experience required. + Minimum 1-3 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 This description outlines the general nature and scope of work typically performed in this job. It is not intended to be an exhaustive list of all duties, responsibilities, knowledge, skills, work requirements, etc. It may vary slightly based on business or geographic needs and is subject to being reviewed and updated periodically. You may not check every box, or your experience may look a little different from what we've outlined, but if you think you can bring value to Ford Motor Company, we encourage you to apply! 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, subsidized 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 6. For more information on salary and benefits, click here: New Hire Benefits (****************************** 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 **************. \#LI-Onsite \#LI-LP3 **Requisition ID** : 55726

... 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. 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. 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. Must be able to work a rotating schedule * Shift A - Monday - Thursday 5:00 am - 3:30 pm * Shift B - Tuesday - Friday - 5:00 pm - 3:30 am * Shift C - Friday - Saturday 5:00 am - 3:30 pm, Sunday - Monday 5:00 pm - 3:30 am 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. Must be able to work a rotating schedule * Shift A - Monday - Thursday 5:00 am - 3:30 pm * Shift B - Tuesday - Friday - 5:00 pm - 3:30 am * Shift C - Friday - Saturday 5:00 am - 3:30 pm, Sunday - Monday 5:00 pm - 3:30 am

... 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. 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 This description outlines the general nature and scope of work typically performed in this job. It is not intended to be an exhaustive list of all duties, responsibilities, knowledge, skills, work requirements, etc. It may vary slightly based on business or geographic needs and is subject to being reviewed and updated periodically. You may not check every box, or your experience may look a little different from what we've outlined, but if you think you can bring value to Ford Motor Company, we encourage you to apply! 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, subsidized 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 6. For more information on salary and benefits, click here: New Hire Benefits 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 **************. #LI-Onsite #LI-LP3 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.

About Carvana If you like disrupting the norm and are looking to join a company revolutionizing an industry then you will LOVE what Carvana has done for the car buying experience. Buying a car the old fashioned way sucks and we are working hard to make it NOT suck. I mean, have you seen our vending machine?! We are looking for people who are excited to thrive in an environment of impactful change. Team spirit is evident at Carvana and everyday we let our passions and creativity foster innovation. We take big swings, set ambitious goals, and challenge each other to make data- and process-driven decisions in everything we do. Here are a few of our stories! We've been changing the game since 2013, and we're not taking our foot off the gas now. About the team and position The Senior Manager, HR/Talent Development is obsessed with people, ensuring they love their job, and executing a holistic people plan & strategies to elevate the employee experience and continuously raise the bar on the performance & development of our people. This role is responsible for partnering with department leadership to drive organizational effectiveness through the execution and management of multiple Talent programs and processes, such as performance management, talent development, organizational development, and employee engagement. This team collaborates with, but is NOT directly responsible for recruiting, payroll, benefits, or training. The Senior Manager is a consultative and thoughtful People Operations professional, ready to roll up their sleeves to partner with our fabulous Operations teams. As a Senior Manager of Talent Development, you will oversee a team of talent development professionals, responsible for driving the effectiveness of talent programs and processes to support the continued growth and development of our Operations teams. In addition, you'll provide consultation to leaders regarding change management, organizational design, employee engagement, and team effectiveness. You'll have the opportunity to help shape the future of Carvana's talent and will see your insights have an immediate impact in an exciting, fast-paced, and rapidly growing company. The Senior Manager, Talent Development position is based out of our Tempe, AZ Carvana Headquarters, and commutes into the office Monday-Friday. What you'll be doing Drive and execute defined projects around talent planning, career development, employee development, diversity and employee engagement initiatives Build trusting relationships and partnerships with department leaders. Partner with department leaders to ensure the most effective organizational structure is in place and that each team member has role clarity as the organization grows and changes Successfully deploy talent reviews, promotions and merit increase cycle. Serve as an advisor on compensation related activities. Lead change-management efforts of ad-hoc people initiatives, as needed. Build and implement programs and processes that will elevate the employee experience. Coach department leadership on people strategy including team structure (organizational design), hiring, performance management, compensation, recognition, and learning development. Empower managers to build amazing teams by providing them with the necessary tools, resources and training needed - collaborate with Leadership Development team & technical training team to supplement leader & employee development. Lead and oversee the development and implementation of leadership development and other development focused programs. Collaborate with internal partners in Learning & Design and Technical/Functional Training to create and facilitate relevant and effective development content. Assess employee development needs and recommend solutions. Work closely with leadership and employees to improve team/leadership effectiveness, build morale, and increase productivity and retention. Other duties as assigned What you should know/have Bachelor's degree from an accredited undergraduate institution. 5+ years' experience in talent development, operations leadership, organizational development, or human resources. 5+ years' of people leadership experience. Have prior experience creating or implementing a people strategy for an hourly workforce An outstanding communicator with relationship-building skills - your friends would call you authentic, energetic, persuasive, and self-aware. You know when to listen, as well as when to speak up. Strong facilitation and project management skills. Able to hustle - you get things done even after everyone else has given up, and work hard because you love to. You have a bias towards action. Passionate about helping and empowering others. Demonstrated track record of developing effective relationships across all levels of the organization. Problem solving capabilities with ability to apply judgment and make decisions. Displays strong business acumen - sees the big picture and operates with perspective. Preference will be given to internal candidates. What we'll offer in return Full-Time Salary Position with a competitive salary. Medical, Dental, and Vision benefits. 401K with company match. A multitude of perks including student loan payments, discounts on vehicles, benefits for your pets, and much more.. A great wellness program to keep you healthy and happy both physically and mentally. Access to opportunities to expand your skill set and share your knowledge with others across the organization. A company culture of promotions from within, with a start-up atmosphere allowing for varied and rapid career development. A seat in one of the fastest-growing companies in the country. Other requirements To be able to do your job at Carvana, there are some basic requirements we want to share with you. Must be able to read, write, speak and understand English. Of course, we'll make any reasonable accommodations for those with disabilities to perform the essential functions of their jobs. Legal Stuff Hiring is contingent on passing a complete background check. This role is not eligible for visa sponsorship. Carvana is an equal employment opportunity employer. All applicants receive consideration for employment without regard to race, color, religion, gender, sexual orientation, gender identity or expression, marital status, national origin, age, mental or physical disability, protected veteran status, or genetic information, or any other basis protected by applicable law. Carvana also prohibits harassment of applicants or employees based on any of these protected categories. Please note this job description is not designed to contain a comprehensive listing of activities, duties, or responsibilities that are required of the employee for this job. Duties, responsibilities, and activities may change at any time with or without notice.

Job Description The Senior Human Resources Business Partner (HRBP) will be responsible for providing consultation and support to the designated business units for our RealTruck Corporate location to define and execute HR strategies that enable the accomplishment of business objectives. This may include areas safety, employee relations, employee engagement, and communications. This position will provide coaching and guidance to supervisor and managers and advice and counsel to employees regarding policies, procedures, compensation, and employee benefits. In addition, this role will participate in creating and delivering plant communications. CORE FUNCTIONS Provide HR planning support and guidance to leadership teams responsible for a large site location by using working knowledge of the business. Work with site leadership to define and execute HR strategies that enable the accomplishment of business objectives. Facilitate organizational assessments that convert strategies into result-driven actions. Provide change management leadership. Analyze trends and collaborate with site leadership to develop workforce plans to resolve issues and implement process improvements within the business. Serve as the functional lead for other HR team members, leading the daily responsibilities of local HR Staff. Act as a liaison with other HR functional areas, such as benefits, compensation, recruiting, and payroll. Oversee the utilization of various HR policies, procedures, and programs for team members. Assist employees with pay and benefit questions. Process FMLA paperwork and assist in administering leave of absences. Responsible for the support and approvals of UKG manager self service module. Assist the HR Director and department leaders in various objectives that drive company culture and positive employee relations through strong communication and support. Collect, analyze, and summarize data and trends for local and corporate reporting. Facilitate employee engagement events and employee communication. QUALIFICATIONS & REQUIREMENTS Education and Experience Bachelor's degree in human resource management or related field is required. 5+ years of HR experience is required. Manufacturing environment experience preferred. Software experience: Microsoft Office Suite, Payroll Software. Required Licenses SHRM or HRCI Certification preferred. Skills, Abilities, and Knowledge Skilled in Microsoft Office. Knowledge of HRIS, including talent management systems. Ability to communicate effectively both verbally and in writing. Ability to solve problems based on policy and situational awareness. Ability to respond to complaints. Ability to effectively present information to all team members, both management and production. Strong analytical and problem-solving skills. Ability to interpret employment policy and laws. Travel Minimal travel may be required. COMPETENCIES Responds promptly to customer needs; Responds to requests for service and assistance; Meets commitments. Focuses on solving conflict, not blaming; Maintains confidentiality; Listens to others without interrupting; Keeps emotions under control; Remains open to others' ideas and tries new things. Displays willingness to make decisions; Exhibits sound and accurate judgment; Supports and explains reasoning for decisions; Includes appropriate people in decision-making process; Makes timely decisions. Identifies and resolves problems in a timely manner; Gathers and analyzes information skillfully; Develops alternative solutions; Works well in group problem solving situations; Uses reason even when dealing with emotional topics. Approaches others in a tactful manner; Reacts well under pressure; Treats others with respect and consideration regardless of their status or position; Accepts responsibility for own actions; Follows through on commitments. Observes safety and security procedures; Reports potentially unsafe conditions; Uses equipment and materials properly. Speaks clearly and persuasively in positive or negative situations; listens and gets clarification; Responds well to questions; Demonstrates group presentation skills; Participates in meetings. Writes clearly and informatively; Edits work for spelling and grammar; Varies writing style to meet needs; Presents numerical data effectively; Able to read and interpret written information. SUPERVISOR RESPONSIBILITIES Individual contributor : working team member with no oversight of others and no management responsibilities. PHYSICAL REQUIREMENTS This position is subject to sedentary work; Exerting up to 10 pounds of force occasionally and/or a negligible amount of force frequently or constantly to lift, carry, push, pull or otherwise move objects. Sedentary work involved sitting most of the time. Walking and standing are required only occasionally. Physical Activities This position is subject to the following physical activities; standing, walking, grasping, talking, hearing, and the use of hands, wrists and fingers in repetitive motions. Visual Acuity The worker is required to have close visual acuity to perform an activity such as preparing and analyzing data and figures; transcribing; viewing a computer terminal; expansive reading; visual inspection involving small defects, small parts and/or operation of machines (including inspection); using measurement devices; and/or assembly of fabrication of parts at distances close to the eyes. Working Conditions · This position is subject to inside environmental conditions and will be subject to both a professional office and plant environment. This may include noise, vibrations, and other hazards from a production-based environment. About RealTruck RealTruck is the premier manufacturer and digital destination of accessories for truck, Jeep , Bronco and off-road enthusiasts around the world. Globally headquartered in Ann Arbor, Michigan, RealTruck's 6,000+ associates operate from 35+ facilities across four continents. RealTruck's industry leading product portfolio, which includes the Husky Liners total vehicle protection brand, boasts over 1,000 patents and pending applications. The company's omni-channel retail approach delivers a seamless consumer experience online at RealTruck.com, as well as through its 12,000+ dealer network and automotive (OEM) partnerships. Perks That Go the Extra Mile : At RealTruck, we take care of our people-because they drive our success. Enjoy great benefits like medical, dental, and vision coverage, company-paid life insurance and disability, and a 401(k) with company match (eligible the first of the month after you start). Need balance? We've got wellbeing days and parental leave. Want to grow? Take advantage of educational reimbursement. Plus, earn referral bonuses and score exclusive employee discounts on RealTruck products. Great benefits. Great people. Even better careers.

As a successful family-owned company on a path to global growth, the Brose Group offers challenging responsibilities and exciting career opportunities to performance-driven, skilled specialists with solid professional knowledge and proven career expertise who wish to contribute to our company's success. Your Tasks * Assist HR Director with all departments / Human Resource and related functions. * To serve as a strategic partner to business leadership by aligning human resources initiatives with organizational goals. * The Senior Human Resources Generalist provides expert guidance on workforce planning, talent development, performance management, and employee relations to drive a high-performance culture, support business growth, and ensure compliance with company policies and employment laws. * Partner with senior leadership to develop and implement HR strategies that support business goals and drive organizational performance. * Serve as a consultant to management regarding employee relations, annual workforce planning, and organizational design. * Use data-driven insights to recommend actions that improve productivity, retention, and overall employee experience. * Provide leadership and guidance on complex employee relations matters, ensuring fair and consistent application of policies and compliance with all applicable laws. * Lead investigations into employee complaints and collaborate with leadership on resolution strategies. * Partner with legal and compliance teams to manage risk and uphold company values and policies. * Support leaders in identifying, developing, and retaining top talent through effective performance management, coaching, and succession planning. * Lead change initiatives by advising on communication, engagement, and implementation strategies. * Support organizational design efforts to ensure the right structure and talent are in place for growth. * Partner with Regional HR in compensation, benefits, training, and recruiting to deliver seamless HR services. * Analyze HR metrics (turnover, engagement, absenteeism, etc.) and present insights to guide strategic decision-making by way of championing continuous improvement by streamlining HR processes and enhancing employee lifecycle experience. * Lead the FMLA/LOA process for employees. * Manages internal/external recruitment of all personnel from selection of media and resources, to formulating recruitment ads and assignment of recruiters, to managing the selection process (interviews, assessment centers, etc.), including offers of employment (in coordination with company management), as well as support of the departments in the creation of introductory plans and control of the successful process. Your Profile * Minimum of 7-10 years of progressive HR experience, with at least 3 years in a strategic HR leadership role preferably in a manufacturing/production environment. HR related certification/degree or equivalent experience. * Bachelor's degree in Human Resources, Business Administration, or related field required; Master's degree or HR certification (PHR/SPHR/SHRM-CP/SHRM-SCP) preferred. * Experience in manufacturing, industrial, or multi-site environments preferred. We offer you a modern working environment with our Brose working world Brose offers a high-tech work environment and a wide range of benefits. Along with competitive performance-based compensation and health insurance, our employees also benefit from attractive social and family-oriented programs throughout our North American locations*. Our benefits packages include comprehensive medical and insurance. Brose also provides educational assistance and a variety of community outreach, family, and sporting events. Flexible working hours and a collaborative work environment give our employees the freedom to balance work and personal life. Brose believes in investing in people. We offer a wide range of development programs with great opportunity for individual growth through training, international or regional assignments and tailored career paths. Our objective is to provide our employees the tools necessary to live a balanced life, experience a rewarding work environment and contribute to our surrounding communities. * Benefits package may vary slightly per location Our benefits * Health Management * Fit and healty * Brose Kids Club * Care of Relatives * Catering Service * Relocation * Dual Career * Leasing benefits * Brose Shop * Flexible office concept * Variable working hours * Modern work and communication equipment * Performance-based compensation and success payments * Corporate discounts * Suggestion Scheme IDEAS Our location Plant New Boston, MI Brose New Boston, Inc. 23400 Bell Road New Boston, 48164 customer service *************** *************** *******************

The Human Resources Director, Collision Operations is a key strategic leadership role responsible for developing and executing talent strategies to support Penske Truck Leasing's Collision repair function. This position serves as the primary HR partner to the Collision leadership team, providing expert guidance on organizational design, talent management, and the full associate lifecycle for an actively growing and evolving business. As the company continues to expand into new business functions, including focus on organizational strategy and product development, this role will offer strategic support in building and scaling high-performance teams aligned with business goals. This position will drive initiatives to address complex organizational needs, with a focus on engagement, retention, productivity, and customer experience, while working closely with various HR and business teams to deliver results aligned with overall objectives. This role also leads the HR integration efforts for acquisitions, collaborating with cross-functional teams during due diligence, integration, and post-acquisition processes. This position will require a strategic business partner approach, collaborating with operations, talent acquisition, talent development, legal, security, compensation, staffing and workforce systems and analytics to deliver results. This role reports to the Senior Vice President of Human Resources and will have regular interactions with executive and officer level leaders throughout the organization. Qualified candidates for this role will have at least 10 years of progressive HR experience including strong examples of influence and change through collaboration. Experience in acquisitions or standing up new business entities or divisions is preferred. Prior experience with vehicle collision and repair centers are highly preferred. This position will be based out of Penske's corporate office located in Reading, PA, 75 miles northwest of Philadelphia. This is an office first position at least 4 days in office per week. This role will require travel up to 30%. **Major Responsibilities:** - Deliver Strategic HR Business Partner support and thought partnership for the function that aligns with the goals of the business and creates synergies with field and corporate talent plans. - Drive thought partnership to encourage innovative thinking to enable a culture that enables associates to do their best work, while leveraging Penske's organizational values to meet the needs of the business. - Provide HR solutions for organizational structure needs - Lead the HR acquisitions process, collaborating with business development and executive leadership to align on direction and goals. Leading the HR functions through the due diligence and integration phases. - Lead and support all associate relations investigations, performance management concerns, and recruiting and hiring processes for the corporate associates and roles. Collaborate with the Field HR team to support the associate life cycle processes for function's matrixed team. - Lead the succession and talent management process for the function, enabling a capable and ready talent pipeline for critical roles and supporting career pathing for all levels in the department. - Lead and manage an HR support team to provide a high level of service and to ensure consistency among all Corporate Departments, including all partnership activities: Performance Management, Associate Development, Engagement, Compliance, Analytics, and Staffing **Qualifications:** - Bachelor's degree in HR, or related field required, Master's Degree in HR or related field preferred - 10 years HR Generalist experience required - 3 years leadership experience required - 3 years acquisitions experience preferred - Prior experience with vehicle collision repair preferred - New business or division creation and support experience required - PHR / SPHR or other HR Certification is preferred - Experience leading projects and initiatives with a cross-functional team - Excellent written and verbal communication skills - Highly collaborative - Ability to influence leaders, peers, and direct reports - Strong ability to build relationships at all levels within an organization - Ability to prioritize multiple projects - Ability to build a strong professional HR team - Demonstrate strategic thinking - Regular, predictable, full attendance is an essential function of the job. - Successful candidate must complete Penske employment application, submit to a background investigation (to include past employment, education, and criminal history) and complete a drug screening. **Physical Requirements:** The physical and mental demands described here are representative of those that must be met by an associate to successfully perform the essential functions of this job. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions. - The associate will be required to: read; communicate verbally and/or in written form; remember and analyze certain information; and remember and understand certain instructions or guidelines. - While performing the duties of this job, the associate may be required to stand, walk, and sit. The associate is frequently required to use hands to touch, handle, and feel, and to reach with hands and arms. The associate must be able to occasionally lift and/or move up to 25lbs/12kg. - Specific vision abilities required by this job include close vision, distance vision, peripheral vision, depth perception and the ability to adjust focus. Penske is an Equal Opportunity Employer **About Penske Truck Leasing/Transportation Solutions** Penske Truck Leasing/Transportation Solutions is a premier global transportation provider that delivers essential and innovative transportation, logistics and technology services to help companies and people move forward. With headquarters in Reading, PA, Penske and its associates are driven by a dedication to excellence and a commitment to customer success. Visit Go Penske to learn more. Job Category: Executive Job Family: Human Resources Address: 100 Gundy Drive Primary Location: US-PA-Reading Employer: Penske Truck Leasing Co., L.P. Req ID: 2512910

The Human Resources Director, Collision Operations is a key strategic leadership role responsible for developing and executing talent strategies to support Penske Truck Leasing's Collision repair function. This position serves as the primary HR partner to the Collision leadership team, providing expert guidance on organizational design, talent management, and the full associate lifecycle for an actively growing and evolving business. As the company continues to expand into new business functions, including focus on organizational strategy and product development, this role will offer strategic support in building and scaling high-performance teams aligned with business goals. This position will drive initiatives to address complex organizational needs, with a focus on engagement, retention, productivity, and customer experience, while working closely with various HR and business teams to deliver results aligned with overall objectives. This role also leads the HR integration efforts for acquisitions, collaborating with cross-functional teams during due diligence, integration, and post-acquisition processes. This position will require a strategic business partner approach, collaborating with operations, talent acquisition, talent development, legal, security, compensation, staffing and workforce systems and analytics to deliver results. This role reports to the Senior Vice President of Human Resources and will have regular interactions with executive and officer level leaders throughout the organization. Qualified candidates for this role will have at least 10 years of progressive HR experience including strong examples of influence and change through collaboration. Experience in acquisitions or standing up new business entities or divisions is preferred. Prior experience with vehicle collision and repair centers are highly preferred. This position will be based out of Penske's corporate office located in Reading, PA, 75 miles northwest of Philadelphia. This is an office first position at least 4 days in office per week. This role will require travel up to 30%. Major Responsibilities: • Deliver Strategic HR Business Partner support and thought partnership for the function that aligns with the goals of the business and creates synergies with field and corporate talent plans. • Drive thought partnership to encourage innovative thinking to enable a culture that enables associates to do their best work, while leveraging Penske's organizational values to meet the needs of the business. • Provide HR solutions for organizational structure needs • Lead the HR acquisitions process, collaborating with business development and executive leadership to align on direction and goals. Leading the HR functions through the due diligence and integration phases. • Lead and support all associate relations investigations, performance management concerns, and recruiting and hiring processes for the corporate associates and roles. Collaborate with the Field HR team to support the associate life cycle processes for function's matrixed team. • Lead the succession and talent management process for the function, enabling a capable and ready talent pipeline for critical roles and supporting career pathing for all levels in the department. • Lead and manage an HR support team to provide a high level of service and to ensure consistency among all Corporate Departments, including all partnership activities: Performance Management, Associate Development, Engagement, Compliance, Analytics, and Staffing Qualifications: • Bachelor's degree in HR, or related field required, Master's Degree in HR or related field preferred • 10 years HR Generalist experience required • 3 years leadership experience required • 3 years acquisitions experience preferred • Prior experience with vehicle collision repair preferred • New business or division creation and support experience required • PHR / SPHR or other HR Certification is preferred • Experience leading projects and initiatives with a cross-functional team • Excellent written and verbal communication skills • Highly collaborative • Ability to influence leaders, peers, and direct reports • Strong ability to build relationships at all levels within an organization • Ability to prioritize multiple projects • Ability to build a strong professional HR team • Demonstrate strategic thinking • Regular, predictable, full attendance is an essential function of the job. • Successful candidate must complete Penske employment application, submit to a background investigation (to include past employment, education, and criminal history) and complete a drug screening. Physical Requirements: The physical and mental demands described here are representative of those that must be met by an associate to successfully perform the essential functions of this job. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions. • The associate will be required to: read; communicate verbally and/or in written form; remember and analyze certain information; and remember and understand certain instructions or guidelines. • While performing the duties of this job, the associate may be required to stand, walk, and sit. The associate is frequently required to use hands to touch, handle, and feel, and to reach with hands and arms. The associate must be able to occasionally lift and/or move up to 25lbs/12kg. • Specific vision abilities required by this job include close vision, distance vision, peripheral vision, depth perception and the ability to adjust focus. Penske is an Equal Opportunity Employer

The Director of Human Resources is a strategic business partner to regional leadership, accountable for aligning people strategy with business outcomes across the U.S. and Mexico. This role leads a distributed Human Resources team, builds leader capability, and operationalizes talent, culture, and workforce plans that drive growth, productivity, and retention. The director balances strategic foresight with operational execution, bringing data-driven insights to shape decisions on organization design, talent pipeline, culture, and change leadership. Essential Job Functions include, but are not limited to, the following: Strategic Business Partnering Serve as a trusted advisor to North America P&L leaders--challenging assumptions, framing tradeoffs, and translating business strategy into actionable people initiatives. Build and execute a North America people plan aligned to annual operating plans: workforce strategy, capability building, leadership depth, and culture priorities. Use people analytics (e.g., turnover, engagement, critical role health) to bring data-driven insights to business leaders. Talent Strategy & Workforce Planning Own regional workforce planning: demand forecasting, internal mobility, strategic hiring plans, and succession for critical roles. Partner with COEs on leadership development, succession planning, and high-potential acceleration programs tailored to regional needs. Ensure disciplined performance management and calibration processes differentiate impact and potential. Organization Effectiveness & Change Leadership Lead org design efforts to improve speed, clarity, and cost. Drive change management for transformations (e.g., growth expansions, consolidations, system rollouts) with stakeholder mapping, communication plans, and adoption metrics. Culture, Engagement & Employee Experience Translate Shape culture into region-specific behaviors and steward engagement and action planning with visible impact. Ensure managers are equipped with skills for coaching, feedback, inclusion, and psychological safety. Own the regional voice-of-employee insights--close the loop with measurable improvements. Total Rewards & Compliance (North America) Partner with Total Rewards on competitive pay, pay equity reviews, incentives, and benefits optimization for U.S. and Mexico. Oversee North American compliance: employment law, policy, investigations, and labor relations where applicable. Drive consistent, simple HR processes that meet regulatory requirements and improve employee experience. HR Operations & Technology Lead and track the US operations implementation of all people aspects of the Shape Excellence System Roadmap Partner with HR Ops to ensure reliable, scalable processes (HRIS, onboarding, data integrity). Champion adoption of HR tech and self-service; reduce manual work through automation and standardization. Establish dashboards and routines for leaders to self-serve insights.

The Director of Human Resources is a strategic business partner to regional leadership, accountable for aligning people strategy with business outcomes across the U.S. and Mexico. This role leads a distributed Human Resources team, builds leader capability, and operationalizes talent, culture, and workforce plans that drive growth, productivity, and retention. The director balances strategic foresight with operational execution, bringing data-driven insights to shape decisions on organization design, talent pipeline, culture, and change leadership. Essential Job Functions include, but are not limited to, the following: Strategic Business Partnering * Serve as a trusted advisor to North America P&L leaders--challenging assumptions, framing tradeoffs, and translating business strategy into actionable people initiatives. * Build and execute a North America people plan aligned to annual operating plans: workforce strategy, capability building, leadership depth, and culture priorities. * Use people analytics (e.g., turnover, engagement, critical role health) to bring data-driven insights to business leaders. Talent Strategy & Workforce Planning * Own regional workforce planning: demand forecasting, internal mobility, strategic hiring plans, and succession for critical roles. * Partner with COEs on leadership development, succession planning, and high-potential acceleration programs tailored to regional needs. * Ensure disciplined performance management and calibration processes differentiate impact and potential. Organization Effectiveness & Change Leadership * Lead org design efforts to improve speed, clarity, and cost. * Drive change management for transformations (e.g., growth expansions, consolidations, system rollouts) with stakeholder mapping, communication plans, and adoption metrics. Culture, Engagement & Employee Experience * Translate Shape culture into region-specific behaviors and steward engagement and action planning with visible impact. * Ensure managers are equipped with skills for coaching, feedback, inclusion, and psychological safety. * Own the regional voice-of-employee insights--close the loop with measurable improvements. Total Rewards & Compliance (North America) * Partner with Total Rewards on competitive pay, pay equity reviews, incentives, and benefits optimization for U.S. and Mexico. * Oversee North American compliance: employment law, policy, investigations, and labor relations where applicable. * Drive consistent, simple HR processes that meet regulatory requirements and improve employee experience. * HR Operations & Technology * Lead and track the US operations implementation of all people aspects of the Shape Excellence System Roadmap * Partner with HR Ops to ensure reliable, scalable processes (HRIS, onboarding, data integrity). * Champion adoption of HR tech and self-service; reduce manual work through automation and standardization. * Establish dashboards and routines for leaders to self-serve insights. Position Skills and Experience Requirements: The requirements listed below are representative of the knowledge, skill and/or ability required. Reasonable accommodations may be made to enable individuals with disabilities to perform essential job functions. * Experience Requirement * Bachelor's degree required; Master's in HR/Business or relevant certifications (e.g., SHRM-SCP, CHRL/CHRP) preferred. * 10--12+ years progressive HR leadership experience in manufacturing industry, with 5+ years directly supporting senior business leaders as a strategic HRBP. * Experience leading multi-site, cross-border HR across the U.S. and Mexico. * Experience with the implementation of the human aspects of Toyota Production System * Proven track record in org design, workforce planning, succession, and change leadership. * Technical Competencies * Fluent in English * Strong analytical and storytelling skills--able to convert data into decisions and action. * Expertise in North American employment practices and regulatory landscape. * Program Administration * Compliance management * Employee relations * Integrated talent management * Organization design and development * SES leadership * HRIS * Leadership Capabilities * VISION : Envisions a desired future and generates excitement by conveying a compelling, shared vision * DEVELOPMENT : Fosters a development culture by encouraging all team members to embrace a growth mindset and taking actions daily to develop themselves and those around them * COMMUNICATION : Communicates well and frequently provides explanations to stakeholders * TRUST : Influences others by building credibility and positive relationships rather than relying on authority to generate momentum around Shape priorities * PROBLEM SOLVING : Continuous improvement and the use of proven, problem-solving methodologies * Foundational Capabilities : * Ability to lead cross-functional teams * Relationship building and inclusion * Customer focus * Influencing : strong influence and communication skills across levels and cultures * Change navigation : agility and adaptability

Start your career with one of Oklahoma's premier family-owned automotive groups. Bill Knight Automotive represents award-winning dealerships across the state, including Bill Knight Ford (Tulsa), Bill Knight Ford of Stillwater, Bill Knight Ford of Bartlesville, Bill Knight Ford of Vinita, Bill Knight Lincoln, Volvo Cars of Tulsa, and Bill Knight Mitsubishi. With over 300 team members and a culture built on integrity, growth, and long-term careers, there's no better place to build your future. Position Summary The Human Resources Manager will lead and manage HR operations across six dealership locations with approximately 300 employees. This role ensures compliance with employment laws, manages recruitment and retention, oversees benefits and payroll administration, and develops policies and processes that support organizational growth. The HR Manager will serve as a strategic partner to leadership and a resource to employees, fostering a positive workplace culture. Key Responsibilities Strategic HR Leadership Partner with executive leadership to align HR strategy with organizational goals. Develop and implement HR policies, procedures, and best practices for consistency across all locations. Lead initiatives to enhance employee engagement, retention, and development. Recruitment & Staffing Manage full-cycle recruiting, onboarding, and orientation processes. Partner with department managers to forecast staffing needs. Establish consistent hiring practices across all locations. Employee Relations & Compliance Serve as the primary point of contact for employee relations issues. Ensure compliance with all federal and state employment laws (FMLA, ADA, EEOC, OSHA, etc.). Investigate workplace concerns and recommend corrective action. Compensation, Benefits, and Payroll Administer and evaluate employee benefit programs (health insurance, retirement, leave policies). Oversee payroll accuracy and compliance, in coordination with accounting/finance. Benchmark compensation to remain competitive in the market. Training & Development Develop training programs for managers on performance management, compliance, and leadership skills. Coordinate employee training to improve skills, compliance awareness, and career growth. Culture & Engagement Lead diversity, equity, and inclusion initiatives. Coordinate employee engagement programs, recognition, and feedback systems. Qualifications Bachelor's degree in Human Resources, Business Administration, or related field. 5+ years progressive HR experience, preferably in multi-location environments. Strong knowledge of HR laws and best practices. Excellent interpersonal and communication skills. PHR/SPHR or SHRM-CP/SCP certification preferred.