Human Resources Business Partner jobs at Cox Enterprises

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.

We are the movers of the world and the makers of the future. We get up every day, roll up our sleeves and build a better world -- together. At Ford, we're all a part of something bigger than ourselves. Are you ready to change the way the world moves? As part of our Human Resources team, you'll help us attract, hire and retain the top talent we need to achieve our bold vision. You'll play a vital role in defining, developing and maintaining the winning culture that empowers diverse individuals to work together and create the impossible. We're seeking change leaders, talent strategists, employee advocates and culture architects to enable our teams, partners, and businesses to do and be their best. In this position... If you are looking for an opportunity to become part of a dynamic Human Resources team your search ends here! Ford has an opening for a qualified Manager, Human Resources Business Partner. As an HR Business partner, and site lead for Palo Alto, California, you will provide strategic HR partnership to business operations leaders in a function, market, or business unit. You'll work directly with an organization's senior leadership to develop and direct an HR agenda that enables delivery of the organization's goals. In the Manager, HR Business Partner role you will work closely with the HR Business Partner Director and your peers to optimize the talent and employee experience in the organization. Our HR Business Partners may support any of the following organizations: Electric Vehicles (EVs), Digital, and Design - including product development, software engineering, digital and studio design Industrial System - including product development, vehicle hardware engineering, supply chain, and manufacturing Corporate Capabilities - including finance, enterprise technology, HR, and other corporate functions Go-to-Market - including our global businesses such as, Ford Blue, Ford Model e, Ford Pro, Ford Credit, and Integrated Service This role is in office in Palo Alto, CA on a hybrid work model- in office 4 days/week. Responsibilities What you'll do... HR Business Partners perform a specialized type of HR work focused on HR consulting to the business including: HR consulting and coaching. Working with business leaders to identify and solve significant people and cultural issues; providing expertise in aspects of employment including hiring, termination, performance management, rewards. Enabling business change. Working with business leaders to drive proactive People and Culture Strategy in support of business objectives. HR program advocacy. Communicating the business value of HR initiatives; managing an HR program roll out to minimize business disruption. Partnering with the business and the Human Resources Centers of Excellence, like Talent and Recruiting, on key talent initiatives like workforce planning, hi-potential employee development, succession planning, etc. Org Design/Change Management. Leading business partners through the end-to-end process of designing a new organization or significantly changing an existing organization; leveraging strategies and tools to help individuals and teams adapt to change in their organization. Qualifications You'll have… Bachelor's degree 5+ years of HR generalist experience Willingness to relocate depending on location of job Experience with designing organizations and change management Even better, you may have... Master's degree in Human Resources, MBA with a concentration in human resources, or advanced degree in a related field (e.g., industrial/organizational psychology, organizational effectiveness, organizational development, human factors, social science) Management consulting experience Experience supporting a global team Experience with recruiting, particularly executive recruiting, and onboarding Project Management and detail orientation 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 of 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 leadership level 6. For more information on salary and benefits, click here: ***************************** 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 **************. Onsite work of up to four days per week may be required for candidates within commuting distance of a Ford hub location. #LI-Hybrid #LI-LS1

SummaryJob Description We are the makers of possible BD is one of the largest global medical technology companies in the world. Advancing the world of health™ is our Purpose, and it's no small feat. It takes the imagination and passion of all of us-from design and engineering to the manufacturing and marketing of our billions of MedTech products per year-to look at the impossible and find transformative solutions that turn dreams into possibilities. We believe that the human element, across our global teams, is what allows us to continually evolve. Join us and discover an environment in which you'll be supported to learn, grow and become your best self. Become a maker of possible with us. As Senior Human Resources Manager, you will have the opportunity to impact change in a high visibility facility, with significant HR career advancement opportunities across BD geographies. This role has a blend of strategic and tactical responsibilities. Reporting to the Director HR, BDB, the Human Resources Manager provides leadership and human resources support for the management team of the BDB Service, USR Sales, Finance, Business Development organizations. The HR Manager supports the implementation and ensures consistent application of global, regional and functional HR programs and policies to drive site success. This role provides strategic guidance in talent management, succession planning, organizational development, skills analysis, training and development, team development and HR service delivery. This position collaborates with Centers of Excellence (COE) to improve HR practices and consults with managers on key topics including organizational design, roles and responsibilities, hierarchical strategies, talent acquisition and remuneration structure. This role also mentors the leadership team by providing timely coaching to improve leadership effectiveness. Key responsibilities will include: Partners with leadership team as a strategic business partner to influence and drive strategic initiatives, organizational design, engagement elevation, and HR planning. Manage and drive Succession, Compensation, and Career Development Planning. Leads change management initiatives to support organizational transformation, ensuring effective communication, stakeholder alignment, and employee adoption. Aligned with business, functional, and HR Strategy and Key Business Objectives, provides strategic HR business partnering support for Client Leaders, works with the respective global functions LTs and people leaders to identify and resolve the corresponding business needs, develop and implement appropriate organizational plans, and build key capabilities required to achieve business objectives. Leads and supports client groups with organizational capability and capacity analyses and strategic workforce planning, organization design, associate engagement, organizational announcements. Acts as the trusted advisor of client leaders to support them in carrying out their business and functional plans. Guides managers to AccessHR for all employee relations and poor performance issues Provides strategic HR advisory support for complex HR issues and activities (e.g. reductions in force) Looks for trends and root causes as opportunities to improve organizational/team and associate satisfaction. Actively uses data and metrics to drive client engagement and drive accountability for outcomes both with client and the HR organization Monitors and addresses attrition and retention proactively and work closely with AccessHR to understand leading and lagging indicators for observed trends Is the face of HR to the client groups and lives ‘one HR' everyday Partners with COEs to design, develop and deploy updated processes or changes May be asked to manage special projects or processes related to process or program improvements for the global business Lead special site-wide projects that arise. Understands the goal, develops and implements project process and develops and presents sound proposals. May also implement selected solution. Works on complex issues where analysis of situations or data requires an in-depth knowledge of the team and interpersonal dynamics. Has the ability to model and manipulate data to build an understanding and then communicate findings to LT in a coherent manner. Responsible for other duties as assigned. About you: To be successful in this role, you require: Demonstrated experience in creating HR strategies to support and advance overall business strategies. Building and Developing Teams: Build collaborative, positive working relationships with stakeholders at both local and global levels. HR Advocacy: Support leaders and leadership teams in driving the leadership standard behaviors and BD cultural pillars. HR Integrator: Demonstrate the ability to influence business partners in order to align HR strategy. Work closely with business, regional or functional leadership to define future strategy and proactively influence the design of solutions and practices. Must have a working knowledge & understanding of all HR related disciplines including: talent acquisition, retention, reward & recognition, development, succession planning, organizational design, etc; Balances, integrates and manages under conditions of uncertainty, ambiguity and paradox Business Acumen: Understand business goals, context in which the business operates and how HR strategic objectives translate to business deliverables. Communication Skills: Possess excellent listening skills along with the ability to articulate information in a concise manner. Critical Thinking Skills: Critical thinking skills are essential with an ability to identify critical factors and alternate courses of action, and gain alignment from multiple stakeholders. Ensure process effectiveness by tracking efforts and plans. Analytical skills demonstrating the ability to extract, format, analyze and interpret data Leading and Managing Change: Identify and capitalize on opportunities to drive and/or lead change by using specific corporate models; Able to manage change through taking a proactive role in bringing about change and following proven change frameworks. Possess change leadership experience to enable reconfiguring organization positions, culture or HR approaches. Talent Assessor and Developer: Facilitate a process for leadership teams to proactively understand organization needs and gaps in the talent pipeline. Additional Attributes that will make you successful: Possess organizational agility; Ability to interface with various business clients and adeptly navigate a variety of business opportunities and challenges. The ability to come up to speed quickly and apply best practices in various settings is a key skill Be able to manage multiple priorities, manage processes effectively and deal with matrix environment Action oriented including the ability to make decisions in the face of ambiguity Process thinking and ability to provide project execution leadership to HR solutions Results driven to achieve timely results while multitasking Demonstrated flexibility in responding to business and environmental needs The ability to lead project teams through influence and by focusing on the team goal and simplifying the process to achieve it Possesses key process skills such as consulting, problem-solving, evaluation/diagnosis, workshop and meeting design and facilitation Organizational savvy to apply managerial courage and maintain relationships when confronted with complex and/or difficult situations Demonstrated success in translating ambiguous business needs into strategies and concrete team and individual development actions Possesses personal credibility as embodied by proven track record of success, able to instill confidence in others, able to frame complex ideas in useful ways, takes appropriate risks, able to provide candid observations and alternative insights on business issues Excellent communication and influencing skills across multiple levels, functions and cultures Coaching/mentoring skills Proficient in Microsoft Office Suite, especially Excel, Power Point, Word Qualifications BS/BS degree required with a focus in Business Administration, HR Management or related field preferred Professional of Human Resources (PHR/SPHR) Certification desired 8+ years of progressive HR experience required with 5+ years of HR generalist/business partnering experience that required change management, organizational effectiveness/development, recruitment/selection, compensation, employment law, performance management, HRIS and/or employee and management training/development. Experience supporting a diverse client group Experience working in mid/large complex environments and matrixed organization is preferred. Experience working with other geographies is preferred. Experience in working with others in the process of restructuring an organization (organizational design) At BD, we prioritize on-site collaboration because we believe it fosters creativity, innovation, and effective problem-solving, which are essential in the fast-paced healthcare industry. For most roles, we require a minimum of 4 days of in-office presence per week to maintain our culture of excellence and ensure smooth operations, while also recognizing the importance of flexibility and work-life balance. Remote or field-based positions will have different workplace arrangements which will be indicated in the job posting. For certain roles at BD, employment is contingent upon the Company's receipt of sufficient proof that you are fully vaccinated against COVID-19. In some locations, testing for COVID-19 may be available and/or required. Consistent with BD's Workplace Accommodations Policy, requests for accommodation will be considered pursuant to applicable law. Why Join Us? A career at BD means being part of a team that values your opinions and contributions and that encourages you to bring your authentic self to work. It's also a place where we help each other be great, we do what's right, we hold each other accountable, and learn and improve every day. To find purpose in the possibilities, we need people who can see the bigger picture, who understand the human story that underpins everything we do. We welcome people with the imagination and drive to help us reinvent the future of health. At BD, you'll discover a culture in which you can learn, grow, and thrive. And find satisfaction in doing your part to make the world a better place. To learn more about BD visit ********************** Becton, Dickinson, and Company is an Equal Opportunity Employer. We evaluate applicants without regard to race, color, religion, age, sex, creed, national origin, ancestry, citizenship status, marital or domestic or civil union status, familial status, affectional or sexual orientation, gender identity or expression, genetics, disability, military eligibility or veteran status, and other legally-protected characteristics. #CLOLI 124,700.00 - 205,700.00 USD Annual Required Skills Optional Skills . Primary Work LocationUSA CA - Milpitas 135Additional LocationsWork Shift At BD, we are strongly committed to investing in our associates-their well-being and development, and in providing rewards and recognition opportunities that promote a performance-based culture. We demonstrate this commitment by offering a valuable, competitive package of compensation and benefits programs which you can learn more about on our Careers Site under Our Commitment to You. Salary or hourly rate ranges have been implemented to reward associates fairly and competitively, as well as to support recognition of associates' progress, ranging from entry level to experts in their field, and talent mobility. There are many factors, such as location, that contribute to the range displayed. The salary or hourly rate offered to a successful candidate is based on experience, education, skills, and any step rate pay system of the actual work location, as applicable to the role or position. Salary or hourly pay ranges may vary for Field-based and Remote roles. Salary Range Information $124,700.00 - $205,700.00 USD Annual

With its brands Scania, MAN, International and Volkswagen Truck & Bus, TRATON is one of the world's leading commercial vehicle manufacturers. Its range comprises trucks, buses, and light-duty commercial vehicles. At TRATON, we are convinced that the whole can be greater than the sum of its parts. Together with our brands we have the power to bring about decisive change. With the right resources, tools and guidelines, we support our brands in making the future of transportation more sustainable. In April 2023, TRATON embarked on an ambitious journey to integrate independent brand Research & Development (R&D) Organizations in Scania, MAN, International, and Volkswagen Truck & Bus into a single global TRATON R&D organization. By integrating the capabilities and resources of our brands, we will accelerate the introduction of new technologies and solutions to deliver the most competitive products and solutions to our customers. We currently have a great opportunity for an HR Business Partner on our TRATON USA's R&D Team. This position will be onsite 4 days per week in our Lisle, Illinois location. The TRATON R&D organization is going through a major transformation with the target to become an even stronger Group by completing the establishment of a worldwide Group R&D organization. We are now looking for a new colleague within People & Culture, who wants to join the Group R&D HR change journey. In the role of HR Business Partner, you will join the newly established Group HR R&D Team, collaborating closely with the Head of HR in the USA, Group R&D Managers, and International counterparts. Together, you will ensure the smooth execution of all HR processes to support R&D organizational objectives. As our new R&D HR team is a Group sub team, we are working with all brands in the Group (Scania, MAN, International). In your role it's therefore important to have a Group view and have frequent contact with all brands. Responsibilities * Collaborate with cross-functional teams to align HR initiatives with business goals, driving strategic projects that enhance organizational performance and support business growth * Assist in the rollout of HR projects and initiatives, including talent development strategies, performance management, succession planning, and learning programs, in close collaboration with the Group R&D HR and senior leaders * Provide operational HR support and collaborate with the local R&D HR Manager, while serving as a key liaison with the International, to effectively support day-to-day HR operations * Ensure that all operational HR activities are carried out in compliance with corporate guidelines and local legislation, working closely with Group R&D HR, HR Managers, HRBPs, and International HR Administrators to maintain alignment and support * Work closely with the International's HR Team to maintain accurate HR records, ensuring that HR databases and systems are updated, and generate relevant reports to support decision-making * Support managers from other countries who have teams in e.g. Sweden, Germany and the USA, ensuring smooth execution of processes and system workarounds as required to meet operational needs * Assist in shaping and promoting the Employee Value Proposition, ensuring that the organization attracts, engages, and retains top talent by aligning HR initiatives with the company's culture and values * Assist in strategic workforce planning activities by supporting HRBP and senior management in aligning staffing plans with the long-term business objectives. * Identify opportunities for improving local HR processes, collaborating with Group R&D HR Specialists and HRBPs to streamline workflows, reduce bottlenecks, and enhance efficiency across both operational and administrative HR function Minimum Requirements * Bachelor's degree and at least 2 years of HR or Organizational Development experience OR * Master's degree and at least 1 year of HR or Organizational Development experience OR * At least 5 years of HR or Organizational Development experience Additional Requirements * Qualified candidates, excluding current employees, must be legally authorized on an unrestricted basis (US Citizen, Legal Permanent Resident, Refugee or Asylee) to be employed in the United States. We do not anticipate providing employment related work sponsorship for this position (e.g., H-1B status) Desired Skills * SAP SucessFactors experience * You should have strong collaboration skills and proven ability to work effectively with cross-functional teams, preferably within TRATON, to align strategic initiatives with business goals * Experience within in an international, matrix organization * Comfort with complexity and ambiguity and the ability to work in a fast-paced environment. * Experience in driving strategic projects that enhance organizational performance and support business growth * Ability to work closely with Group R&D HR, HR Managers, HRBPs, and International's HR Team to maintain alignment and support as well as skilled in serving as a key liaison with the Brand representatives that are responsible to support Group R&D via service level agreements * Understand how to pull, analyze, and influence with data. * Experience in processes, key operation procedures and service level agreements * We value a proactive mindset: You take responsibility, thrive in a dynamic, fast-growing environment, and show adaptability with a hands-on approach * Strong business acumen and experience presenting to groups of all levels * Team player and value service-oriented cooperation with managers and employees * Strong organizational and interpersonal skills, coupled with the ability to manage sensitive information with reliability, discretion, and professionalism. * Excellent communication skills Benefits and Compensation We provide a competitive total rewards package which ensures job satisfaction both on and off the job. We offer market-based compensation, health benefits, 401(k) match, tuition assistance, EAP, legal insurance, an employee discount program, and more. For this position, the expected salary range will be commensurate with the candidate's applicable skills, knowledge and experience. You can learn more about our comprehensive benefits package at ******************************************** Company Overview ABOUT TRATON With its brands Scania, MAN, International, and Volkswagen Truck & Bus, TRATON SE is the parent and holding company of the TRATON GROUP and one of the world's leading commercial vehicle manufacturers. The Group's product portfolio comprises trucks, buses, and light-duty commercial vehicles. "Transforming Transportation Together. For a sustainable world.": this intention underlines the Company's ambition to have a lasting and sustainable impact on the commercial vehicle business and on the Group's commercial growth. ABOUT INTERNATIONAL From a one-man company built on the world-changing invention of the McCormick reaper in 1831, to the 15,000-person-strong company we are today, few companies can lay claim to a history like International. Based in Lisle, Illinois, International Motors, LLC* creates solutions that deliver greater uptime and productivity to our customers throughout the full operation of our commercial vehicles. We build International trucks and engines and IC Bus school and commercial buses that are as tough and as smart as the people who drive them. We also develop Fleetrite aftermarket parts. In everything we do, our vision is to accelerate the impact of sustainable mobility to create the cleaner, safer world we all deserve. As of 2021, we joined Scania, MAN and Volkswagen Truck & Bus in TRATON GROUP, a global champion of the truck and transport services industry. To learn more, visit ********************** * International Motors, LLC is d/b/a International Motors USA in Illinois, Missouri, New Jersey, Ohio, Texas, and Utah. EEO Statement We are an Equal Opportunity Employer. We evaluate qualified applicants without regard to race, color, religion, sex, sexual orientation, gender identity, national origin, disability, veteran status, and other legally protected characteristics. If you are a qualified individual with a disability and require a reasonable accommodation to access the online application system or participate in the interview process due to your disability, please email ********************* to request assistance. Kindly specify Job Requisition Number / Job Title and Location in response. Otherwise, your request may not be considered.

...** 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. 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.

... 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. 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.

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, 50% of the time Work Shift Day Compensation Compensation includes a base salary of $79,400.00 - $119,000.00. 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 50%. 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.

As part of our Human Resources team, you'll help us attract, hire and retain the top talent we need to achieve our bold vision. You'll play a vital role in defining, developing and maintaining the winning culture that empowers diverse individuals to work together and create the impossible. We're seeking change leaders, talent strategists, employee advocates and culture architects to enable our teams, partners, and businesses to do and be their best. In this position... As an HR Business Partner: HR for HR, you will provide strategic HR partnership to HR business operations leaders in a function, market, or business unit. You'll work directly with an organization's senior leadership to develop and direct an HR agenda that enables the delivery of the organization's goals. In the Manager, HR Business Partner role, you will work closely with the Executive Director, HR Business Partner and your peers to optimize the talent and employee experience in the organization. The role develops talent strategies aligned with the business objectives and ensures compliance with HR processes and procedures. The role has limited to full management authority for staffing, performance, discipline, pay decisions, team development, and other personnel actions. This role is hybrid and requires at least 4 days onsite in the Dearborn, MI office. Responsibilities What you'll do... HR consulting and coaching. Working with business leaders to identify and solve significant people and cultural issues; providing expertise in aspects of employment including hiring, termination, performance management, rewards. Enabling business change. Working with business leaders to drive proactive People and Culture Strategy in support of business objectives. HR program advocacy. Communicating the business value of HR initiatives; managing an HR program roll out to minimize business disruption. Partnering with the business and the Human Resources Centers of Excellence, like Talent and Recruiting, on key talent initiatives like workforce planning, hi-potential employee development, succession planning, etc. Org Design/Change Management. Leading business partners through the end-to-end process of designing a new organization or significantly changing an existing organization; leveraging strategies and tools to help individuals and teams adapt to change in their organization. Qualifications You'll have... Bachelor's degree or equivalent combination of relevant education and experience. 5+ years of HR Business Partner experience. Even better, you may have... Master's degree in Human Resources, MBA with a concentration in human resources, or advanced degree in a related field (e.g., industrial/organizational psychology, organizational effectiveness, organizational development, human factors, social science). Experience with designing organizations and change management. Management consulting experience. Experience supporting a global team. Experience with recruiting, particularly executive recruiting, and onboarding. Project Management and detail orientation. Work Requirements: 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, standing, climbing, walking, etc. 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. 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 of 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 leadership level 6. For more information on salary and benefits, click here. 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 **************. This position is hybrid. Candidates who are in commuting distance to a Ford hub location may be required to be onsite four or more days per week. #LI-Hybrid #LI-LC2

As part of our Human Resources team, you'll help us attract, hire and retain the top talent we need to achieve our bold vision. You'll play a vital role in defining, developing and maintaining the winning culture that empowers diverse individuals to work together and create the impossible. We're seeking change leaders, talent strategists, employee advocates and culture architects to enable our teams, partners, and businesses to do and be their best. In this position… The Director, HR Business Partner - Tech is a key member of the Electric Vehicles, Digital and Design (EVD&D) HR Business Partner leadership team, leading the people strategy and human resources delivery for one of Ford's software business units and is accountable for the performance and results of an HR Business Partner team. The role is responsible for aligning business strategy with human resources strategy and operations. The role, through partnership, develops and drives scalable HR programs/talent initiatives and delivers value-added services to people leaders and employees that reflect the business objectives of the organization. If you are motivated by the challenges and opportunities that come with building scalable HR strategies and operations at a moment of historic transformation at Ford, then this is the opportunity for you. This is a hybrid role requiring at least 3 days/week in the Dearborn, MI office. Responsibilities What you'll do… Leads the design, implementation and execution of respective business unit's HR strategy and overall HR program delivery, spanning organization design, talent and workforce plans, and all company and business unit HR objectives. Drives the organization and HR Business Partner team towards a culture of excellence, prepares and coaches leaders and teams to embrace organizational change, and collaborates with HR and business leaders to ensure employees feel engaged and inspired to deliver business results in a dynamic and challenging environment. Translates company-wide objectives and initiatives into approaches that are tailored to the specific needs of the respective business unit and technical leaders and employees. Designs approaches for diagnosing and enhancing organizational effectiveness and employee satisfaction. Leads change management planning and activities that impact thousands of employees. Implements organizational structures that improve individual and organizational performance, including during times of rapid organizational change, while ensuring minimal business disruption. Develops organization-specific people and workforce plans and roadmaps to align the workforce with business needs and leads their implementation. Provides expertise in technical and regulatory aspects of employment and owns accountability for talent management responsibilities, including hiring, termination, performance management, rewards, etc. Advises leaders and drives the execution of strategies to attract, engage, and retain world class talent required to support business growth. Focused on developing technical capability pipelines for the business. Qualifications You'll have... Bachelor's Degree or Master's Degree (preferred) in Human Resources, Organizational Development, or any other related discipline or commensurate work experience. Minimum 8 years of work experience with a Master's degree or 10 years of work experience with a Bachelor's degree, preferably in Human Resources or a related field. Even better, you may have... Experience effectively leading change management exercises. An ability to navigate complex and ambiguous business environments and deliver effective results. A demonstrated ability to inspire a team. Strong data acumen and data analysis skills. A high bar of excellence, demonstrated through your career achievements. Prior experience in a software technology company or aligned to a software related business unit. Demonstrated people leadership experience, directly managing human resources team members. Experience in leading complex organizational design changes. 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 of 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 leadership level 5. For more information on salary and benefits, click here. 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 **************. Onsite work of up to three days per week may be required for candidates within commuting distance of a Ford hub location. #LI-Hybrid #LI-LC2

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.

Aufgaben Shape the future today. The world is changing. The question is, what will be our contribution to the outcome? We have set the pace in the field of mobility from the very beginning, and we will continue to do so. At Mercedes-Benz Vans, interdisciplinary teams are developing the mobility of tomorrow. Our goal is to make mobility safer, simpler, and more sustainable for people across the globe. Put your pioneering spirit to good use: This is your opportunity to make a contribution that extends far beyond your job title. At Mercedes-Benz Vans, we offer you the perfect environment for your professional and personal growth. Cutting-edge training and promising career opportunities will help you to foster and expand your professional skill set as well as your individual strengths. Think, try, and thrive with us in collaborative work environments that spark game-changing concepts. Job Overview: The Compensation HR Business Partner is a key position on the HR team responsible for managing compensation programs for Mercedes-Benz Vans, LLC. The position will have other crucial responsibilities for the department, such as benefits strategy, expatriate management, and policy management. This is a strategic role, well suited for an experienced HR business partner with broad HR experience. Responsibilities: * Reviews, develops, implements, and administers total rewards policies and processes; establishes strategic, competitive and cost effective compensation and benefits programs aligned with the market. * Responsible for complex, day-to-day analytical and administrative support in the areas of compensation, benefits, policy management and expat management * Evaluates and analyzes published and custom local and national surveys; reviews appropriateness of current surveys and research/recommend new opportunities for obtaining salary and benefit data * Collaborates with business managers to define, job descriptions based on job leveling profiles * Develops internal best practices and continually improve annual processes such as merit increase, profit sharing, benefits renewals, and budget approval * Aligns and reports with international counterparts. Collaborates with CoC on implementations and adjustments to maintain in compliance with corporate guidelines * Provides on-going compensation and benefits training for management and employees * Ensures compliance with federal and local wage and employment laws, including pay, benefits, and policy reviews and recommendations * Acts as the local point of contact for international expatriates on a local assignment * Coordinates immigration and visa processes, providing regular communication to stakeholders * Conducts required compliance reporting for compensation, expat management, and other topic areas * Provides guidance and input on personnel changes and workforce planning in alignment with business unit * Assists in other human resource areas as needed, such as recruitment, HR marketing, and team relations * Leads small to mid-sized projects, typically within HR * Provides summaries, updates, and recommendations on diverse subjects to management and senior management using key account metrics * Researches, compiles, and interprets data in a logical format * May act as deputy for the department manager * Performs other duties as assigned Qualifikationen Qualifications: * Bachelor's degree in Human Resources, Business, or other related area * A minimum of 5 years of demonstrated compensation experience * Strongly prefer 5+ years of broad HR experience, ideally including benefits strategy, expat management, and policy management * Professional HR and/or Compensation certification or credential is a plus * Preferred candidates will have experience working in an international organization and experience preparing strategic recommendations in responsible topic areas Knowledge and Skills: * Knowledge of German or Spanish language is a plus * Must understand compensation concepts including job leveling analysis, market pricing, FLSA and total rewards * Demonstrated analytical skills and ability to successfully perform in-depth analyses. Must possess strong attention to detail and the ability to see the big picture * Demonstrate a passion for working across cultures and a strong desire to help Mercedes-Benz Vans achieve its mission We are all in for change. Are you too? Apply now. If you have experience in the above and are interested in joining an outstanding company we welcome you to apply. The division Mercedes-Benz Vans is world renown for quality and innovative products. EXCELLENT COMPENSATION & BENEFITS PLAN WITH 401k MATCHING Mercedes-Benz Vans, LLC ("MBV") is a plant in Ladson, South Carolina that assembles Sprinter vans for the U.S. and Canadian market under the brands Mercedes-Benz and Freightliner. The midsize Mercedes-Benz Metris vans are also reassembled at this location. Mercedes-Benz Vans, LLC has invested more than 500 million U.S. dollars in the new Sprinter plant, which officially opened in 2018. Today the MBV facility provides more than 1,600 jobs and supports at least 600 additional jobs in the region through its suppliers. More than 200,000 Sprinter and Metris vans have been assembled in North Charleston and delivered to destinations across the U.S. since 2006. Therefore, MBV celebrates a 15-year legacy of SKD production in 2021. The U.S. is the second largest market for Sprinter vans, after Germany. Mercedes-Benz Vans, LLC is committed to fostering an inclusive environment that appreciates and leverages the diversity of our team. We provide equal employment opportunity (EEO) to all qualified applicants and employees without regard to race, color, ethnicity, sex (including pregnancy, gender identity, and sexual orientation),age, national origin, religion, marital status, veteran status, physical or other disability, genetic information, or any other characteristic protected by federal, state or local law.

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.

The HR Partner serves as an advisor to management on human resources-related matters, anticipates HR-related needs and seeks to develop integrated solutions focused on attracting and enabling talent in the organization. Partnering closely with the leaders, a successful HR Partner will build trusting relationships with the business and across the HR function that deliver value-added service to management and employees that reflect the business objectives of the organization. We look for people focused on delivering the highest quality service to internal and external customers, with professionalism and integrity. Responsibilities: Fosters a culture of performance, feedback and accountability through performance management consultation with leaders and employees. Has an understanding of the tools and processes used to develop talent including talent reviews, rotational programs, career pathing, etc. Partners with Talent Acquisition and Talent Management to ensure the selection/development of the right people for new and existing positions. Drives the change management process to help the business navigate the emotions of change and transition, and ensures alignment and commitment through people, process, structure, recognition and/or culture. Understands the business and how talent management affects results. Approaches problem solving from a business-talent perspective. Builds strong relationships and actively networks within the organization building quality partnerships with people leaders and talent at all levels. Provides day-to-day performance management guidance to people leaders and employees including coaching, counseling and career development. Supports initiatives that enable a positive and inclusive work environment.

... Join us as the Plant HR Director at Kansas City Assembly Plant, is accountable for budgets, performance, and results of the Human Resources team across locations/departments under jurisdiction. The role provides guidance and advice regarding various Human Resources matters that arise during business while ensuring compliance with relevant company HR policies, procedures, and programs. You will align HR functions with strategic business objectives, working closely with Plant Leadership and central HR teams to deliver advanced HR solutions that enhance the employee experience and drive business success. Your expertise in labor relations and employee engagement will be crucial in developing a high performing workplace that enhances both employee satisfaction and operational success. You will work closely with plant and union leadership to drive transformational and strategic initiatives, ensuring our workforce is empowered and equipped to achieve our goals. Responsibilities Strategic Partnership Provide strategic HR leadership in order to solidify HR as the trusted advisor for the entire facility by owning for the full scope of Human Resource (HR) functions including all aspects of; employee relations, hourly relations, union relations, employee benefits, compensation, employee involvement, practices, training, organizational change and development and communications Provide strategic guidance and personalized coaching to senior leaders, fostering their development and enhancing leadership capabilities to enhance operational transformation Apply lean methodologies and tools with progressive HR practices to guide decision-making, problem-solving, root cause analysis, and drive operations to best in class levels Partner with safety and occupational health leads to develop and implement innovative wellness and safety programs that exceed industry standards to create a proactive safety culture Foster a high-performance culture that emphasizes inclusivity, innovation, and continuous improvement. Implement initiatives that promote employee engagement, diversity, and professional development, ensuring that all employees feel valued and empowered to contribute their best work. This includes crafting policies and programs that support work-life balance, recognition, and career advancement opportunities. People Leadership Lead and inspire a diverse HR team by fostering an inclusive, collaborative environment that emphasizes continuous development and strategic alignment with organizational and HR-specific goals Champion HR initiatives that drive performance excellence, employee engagement, and organizational culture. Ensure open communication and innovation, empowering team members to contribute effectively as strategic business partners in advancing the company's success Community Engagement Drive community engagement by collaborating with local governmental agencies and coordinating impactful activities Ensuring compliance with employment laws and regulations, integrating them into strategic HR practices that support business objectives Talent Management Develop and Implement talent management strategies that identify and nurture high-potential employees while driving accountability, ensuring a robust pipeline of skilled leaders ready to meet the evolving needs of our manufacturing organization in line with corporate standards Oversee the performance management process, providing coaching and support to managers to align individual performance with business objectives in order to reinforce and foster a culture of accountability Cultivate an inclusive work environment, leveraging all employee feedback to implement innovative HR solutions to create a positive hourly and salary employee experience through proactive initiatives Focus on workforce planning and optimization by identifying key talent needs, enhancing recruitment and retention strategies, and developing comprehensive talent management programs that prepare the workforce to meet current and future demands Union Relations Enhance collaborative communications by developing and maintaining Develop and implement a robust communication framework that facilitates regular, transparent, and constructive dialogue between union representatives and management. Co-create and manage innovative labor agreements to ensure the evolving needs of the workforce and business are met. Inclusive of local contract negotiations and administration of existing agreements to maximize the company's value of said contract, while minimizing contractual leakages and disputes Foster a culture of mutual respect and trust by building and sustaining a workplace culture that values mutual respect and trust by developing and executing a shared commitment to organizational success, aligned to a unified vision for the future Qualifications Education: Bachelor's Degree or Master's Degree (preferred) in Human Resources, Organizational Development, or any other related discipline or commensurate work experience. 8-10 years of progressive experience in Human Resources, with at least 3-5 years in a leadership role focused on HR operations and strategic HR leadership in a manufacturing or industrial setting. Licenses and Certifications: SPHR or SHRM-SCP certification (Preferred, but not required) 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, standing, climbing, walking, etc. 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: Business Acumen Change Management and Organizational Design Collaboration Compliance Conflict Resolution Critical Thinking Data Story Telling Drive for Results and Sense of Urgency Employee Advocacy Employee Relations Employment Laws and Regulations HR Information Systems HR Management Systems HR Programs and Policies Innovation Interpersonal Communication Leading Transformation Change Lean Methodology Performance Management Planning Problem Solving Resourcefulness Strong Interpersonal and Influencing Skills Talent Management 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 childcare 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 leadership level 5. 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 committed to a culturally diverse workforce. 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

The Human Resources Business Partner reports to the Plant Human Resources Manager and is accountable for building harmonious partnerships with employees and Hiring Managers across the organization as well as to provide coaching and guidance which include employee relations and engagement, team performance and effectiveness, learning & development, total rewards, workforce planning must be able to perform each essential duty satisfactorily. Primary Accountabilities and Responsibilities: Professionally respond to inquiries regarding policies, procedures, and programs Maintains knowledge of legal requirements and government reporting regulations affecting people services functions and ensures policies procedures, and reporting are in compliance Assists in recruiting, interviewing, testing, selection, and orientation training of new team members Facilitate new hire orientation for hourly and salary employees Administers and keeps personnel records, transactions such as hires, promotions, transfers, performance reviews, and terminations, and team member statistics for government reporting Administers benefits programs such as vacation, sick leave, leave of absence, and employee assistance Assist with worker's compensation/safety issues Prepare team member separation notices and related documentation, and conduct exit interviews to determine reasons behind separations Interpret and manage UAW/Collective Bargaining Agreement, as well as counsel management on the administration of CBA processes Conduct employee relations and investigations Manage headcount according to operational needs Maintain KPI data, i.e. Absenteeism, turnover, etc. Facilitate and support community events and recognition activities Support management in the building and deployment of plant operating systems including developing and tracking training plans for hourly and salary employees Other duties as required Expectations The Human Resources Business Partner must be able to perform each essential duty satisfactorily. The requirements listed below are representative of the knowledge, skills and/or ability required. In order to perform this job successfully, an individual should demonstrate and possess experience with the following competencies: Problem Solving - Identifies and resolves problems in a timely manner; Uses reason even when dealing with emotional topics Customer Service - Manages difficult or emotional customer situations; Responds promptly to customer needs; Solicits customer feedback to improve service; Meets commitments Interpersonal Skills - Focuses on solving conflict, not blaming; Maintains confidentiality; Listens to others without interrupting Oral Communication - Speaks clearly and persuasively in positive or negative situations Verbal & Written Communications - Speaks, articulates and writes clearly and informatively; Presents numerical data effectively; Able to read and interpret written information. Cost Consciousness - Conserves organizational resources Diversity - Demonstrates knowledge of EEO policy Organizational Support - Follows policies and procedures Planning/Organizing - Prioritizes and plans work activities; uses time efficiently Professionalism - Treats others with respect and consideration regardless of their status or position Quality - Demonstrates accuracy and thoroughness Quantity - Completes work in timely manner Safety and Security - Always observes and ensures safety and security procedures are implemented and adhered to Attendance/Punctuality - Is consistently at work and on time Ability to empathize with employee concerns Required Skills/Education/Experience: The ideal candidate will possess the following skills/qualifications: Bachelor's degree (B.A.) is mandatory in addition to 3+ years of related Human Resources experience and/or training. Ability to read and interpret documents such as safety rules, operating and maintenance instructions, and procedure manuals. Ability to create and write routine reports and correspondence. Ability to do presentations and speak effectively before organization team members. Ability to apply common sense to carry out instructions furnished in written, verbal, or diagram form. Ability to deal with problems involving several concrete variables in standardized situations To perform this job successfully, an individual should have knowledge of Human Resource systems; Internet software; Payroll systems; Spreadsheet software and Word Processing software Knowledge of and technical experience with: Ceridian/Dayforce software and/or similar HRIS/ATS applicant tracking systems is highly preferred. PHR or SPHR certification preferred. Our Values: Gratitude * Integrity * Fun * Teamwork * Excellence * Diversity & Respect * Innovation * Commitment * Humility "GIFTED people & RICH culture"

This position requires you to act as a change agent while driving organizational effectiveness through talent acquisition, leadership development, employee engagement, diversity and inclusion, associate and labor relations, and compliance. The Corporate HR Manager provides guidance on training, coaching, and development as they partner with leadership to support the corporate departments. This role leads associate relations activities, which include corrective counseling and investigations among other related duties as assigned. In this role, you will use analytics, expertise and workforce trends to influence decisions that drive and improve organizational processes & programs. MAJOR RESPONSIBILITIES: Strategic Business Partnership • Work with department leadership to identify, create and implement innovative human capital solutions that enhance business performance • Champion, execute and monitor the effectiveness of corporate programs and initiatives • Other projects as assigned Talent Acquisition • Collaborate with the recruiting team, acquire top talent through improved selection tools and criteria, and local outreach efforts • Cultivate internal talent, participate in key role promotional decisions Leadership Development • Drive talent review and succession planning processes using a consultative approach that ensures a strong talent bench • Work with leaders to create and ensure successful completion of individual development plans • Provide managers with the tools and training to optimize their performance Diversity, Inclusion, and Engagement • Champion the shaping and sustaining of a diverse and inclusive workplace • Consult with leadership to develop plans to promote an inclusive environment that is engaging, enabling and energizing, and one where our associates can thrive Associate and Labor Relations • Make contributions that develop and sustain a workplace that mirrors our Employee Value Proposition • Lead investigations, prepare summaries and make recommendations with a sense of urgency, ensuring comprehensive resolutions • Consult with employment counsel to analyze employment decisions as needed • Partner with Labor Relations team to develop a labor strategy, including conducting risk assessments, facilitating positive associate relations training, and drafting action plans to address concerns Compliance • Ensure compliance with all federal, state, and local employment laws and regulations (e.g., FMLA, ADA, FCRA, EEO, and FLSA) • Communicate, interpret and consistently apply company policies, procedures, and Code of Conduct • Ensure compliance with all Human Resource processes • Consult with compliance expert on the interpretation of policies and procedures QUALIFICATIONS: • Bachelor's degree required; Master's degree preferred • SHRM or HRCI Certification(s) preferred • 6+ years of progressive Human Resources experience in more than one facet of HR preferred, relevant experience will be considered • Creative, independent self-starter who excels in a fast paced environment • Agile and quick learner, enjoys collaborative projects and continuous education • Ability to understand the business operations from a strategic and tactical perspective • Must be a confident communicator, (including written, and verbal skills) and able to effectively champion ideas, influence, and present to Leadership • Ability to effectively manage multiple projects with competing priorities, diverse audiences and challenging environments • Knowledge of employment law and regulatory compliance issues (deeper knowledge required for certain states, such as CA, MA, etc.) • Must possess a high level of honesty, integrity, and ethics • Regular, predictable, full attendance is an essential function of the job • Ability to travel as necessary, work the required schedule, work at the specific location required • Must complete Penske employment application, submit to a background investigation (to include past employment, education, and criminal history) and 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.

What You'll Do: Talent Acquisition: lead efforts to develop a recruiting program that attracts top talent, collaborating with hiring managers to define job scopes, develop sourcing strategies, and ensure a diverse and inclusive hiring approach Policy Development: creates scalable policies and procedures, guided by our core values, to meet the organizations needs Compensation: design and implement competitive and equitable compensation and programs across multiple regions to attract and retain top talent Benefits: maintain a competitive employes benefits program, including active communication and education to employees; and facilitates operational aspects such as coordinating leave of absences Performance Management: implement and enhance performance management systems, including aligned goal setting, performance reviews, bonus and promotion process, and career development plans, fostering a high-performance culture HR Operations: facilitate operational HR aspects such as employee records maintenance, employee org chart maintenance, directing employees to self-service resources, and overseeing compliance with labor laws spanning multiple regions Employee Engagement: drives ongoing feedback loops with employees and managers and provides recommendations to leadership on engagement, retention, and development strategies HR Analytics: collects, measures and communicates data-driven insights to key leader on employee engagement, retention, recruitment strategies, etc. Leadership Development: educates leaders on key resources related to developing and engaging their teams; recruiting, interviewing, and onboarding new employees; and their role in key people processes such as goal setting, performance reviews, merit planning, etc. Employee Relations: supports management by providing advice on employee relations matters and establishes best practices to mitigate risk Training & Development: collaborate with key leadership and people managers to support the development of our workforce. Travel, up to 30%, based on business needs, to support engagement and roundtables for all business units in the local markets with occasional travel outside of market. What You Bring: Minimum of 10+ years of HR-related experience, with at least 3 years in a senior leadership position managing HR in a hyper-growth, innovation-focused company Experience working at technology start-ups; working knowledge of scaling hospitality + technology organizations from start-up to mid-size preferred Experience managing a dispersed workforce preferred Expertise in organizational design, performance management, leadership development, and succession planning Highly effective strategic planning and analytical skills that result in the development and implementation of high impact HR policies, plans and initiatives Proven track record of success in building and developing strong, cross-functional, and high-impact teams Tremendous emotional intelligence--your empathy and great judgment make you a trusted partner to Kaptyn's leaders and colleagues You are an exceptional communicator in both written and verbal interactions; clear, concise, and courageous in giving tough yet supportive feedback when needed to leaders at all levels Ability to carry out change management and alignment with Kaptyn's Mission, Vision, and Values Proficient in creating and managing a budget and implementing metrics to effectively track cost-per-hire, time to fill, sourcing effectiveness, quality of hire, and other recruitment related metrics. Thorough knowledge of federal and state employment laws and current HR business trends and best practices; active membership in professional affiliations; experience with California labor practices preferred Strong understanding of industry trends and best practices, as well as a deep understanding of compliance / regulatory requirements What can we offer? Competitive compensation Medical, dental and vision insurance Company Paid life insurance, short- & long-term disability. Paid Time Off Being part of a bigger mission and improving the experiences and lives of others Diversity Kaptyn is an equal opportunity employer and makes employment decisions on the basis of merit. All employment decisions will be based on business needs, job requirements and individual qualifications. As an Equal Opportunity Employer, Kaptyn prohibits discrimination and harassment.

Dynamic Manufacturing Inc. is looking for a Talent Manager for our growing team. The Talent Manger coordinates with the rest of the HR department to maximize effectiveness of programs to attract and retain qualified Associates. This position is responsible for implementing effective career development and retention strategies as well as ensuring associates remain motivated and engaged. At Dynamic Manufacturing, we offer: An Engaging Work Environment Opportunities for Advancement Tuition Reimbursement Competitive Pay (we pay weekly!) Comprehensive Benefits Package & 401(k) Match Generous Paid Time Off, and more! Responsibilities: Oversees the daily workflow of the department ensuring requisitions get the support to promptly fill Provides constructive and timely feedback to ensure optimal performance. Supervise recruiting team ensuring maximum effectiveness. Implement and manage processes to attract, evaluate, and refer candidates for open positions through recruiting website, employee referrals, on-site recruiting and other sourcing methods. Identify, select and evaluate third party recruiting sources to ensure optimal performance Oversees an organization's recruiting, engagement and retention programs, policies, and procedures. Coordinate the development of associates in alignment of personal development plan, company objectives and goals. Evaluates and communicates key metrics to recommend appropriate strategies and ensure positions are filled efficiently and effectively. Develop and foster a culture of recognition Maintains knowledge of trends and developments in Talent management, Career Development, and Employee Engagement. Performs other duties as required. Qualifications: Bachelor's degree in Human Resource Management or related discipline is required. 3-5 years recruiting and retention experience required with at least one year in a supervisory position. Strong verbal and written communication skills. Excellent interpersonal and rapport skills. Excellent organizational skills and attention to detail. Excellent analytical and problem-solving skills. Familiarity with human resource policies and procedures to ensure the department meets organizational needs and goals. Ability to keep information confidential. Thorough knowledge of recruiting and retention Thorough understanding computer programs including Microsoft Office, HRIS, ATS and web recruiting WHY CHOOSE DYNAMIC? Dynamic Manufacturing is a family owned and operated organization formed in 1955 by John Partipilo. Our organization specializes in the manufacture of automotive, off-road, industrial and racing powertrain products. This includes Torque Converters, Transmissions (Automatic, Manual, Hybrid models) and Transfer Case Assemblies. Our organization started with a single retail facility and a dream. Today, we serve the aftermarket and several OE customers. Our operations consist of almost a million square feet of floor space and 1,000+ extremely talented employees encompassing turnkey operations from engineering, total machining operations, through assembly and dynamometer testing. We are an equal opportunity employer and prohibit discrimination/harassment without regard to race, color, religion, age, sex, national origin, disability status, genetics, protected veteran status, sexual orientation, gender identity or expression, or any other characteristic protected by federal, state or local laws