Human Resources Business Partner jobs at Ford Motor - 201 jobs

About Rivian Rivian is on a mission to keep the world adventurous forever. This goes for the emissions-free Electric Adventure Vehicles we build, and the curious, courageous souls we seek to attract. As a company, we constantly challenge what's possible, never simply accepting what has always been done. We reframe old problems, seek new solutions and operate comfortably in areas that are unknown. Our backgrounds are diverse, but our team shares a love of the outdoors and a desire to protect it for future generations. Role Summary We are seeking a Sr. Lead, HR Business Partner (HRBP) to serve as a strategic advisor and operator across multiple departments within our flagship manufacturing facility. This individual will partner with senior plant leaders to implement full-lifecycle HR and leadership programs that drive engagement, retention, performance, and talent development. You'll bring business insight, coaching experience, and sharp HR execution to support operations teams in Battery, Stamping, General Assembly, Paint, Plastics, and beyond. Whether it's workforce planning, succession design, or coaching through a cultural transformation-this role is built for an HR leader ready to make real impact on the ground. Why This Role Matters: Drive Business-Critical Talent Strategy: Partner directly with department leaders to ensure organizational structure, performance, and talent align with production priorities. Champion Leadership Growth: Deliver coaching, org design, and talent development to shape the next generation of Rivian manufacturing leadership. Build a Best-in-Class Plant Culture: Help foster a workplace that's inclusive, dynamic, and aligned with Rivian's mission-driven ethos. Lead with Courage and Credibility: Serve as a sounding board, advisor, and change agent in one of the company's most complex and fast-moving environments. Responsibilities Strategic HR Partnership & Leadership Enablement Serve as a trusted advisor to plant leadership on talent strategy, workforce planning, and org design Design and execute people plans, focusing on engagement, succession, and capability development Partner with CoEs to deliver effective onboarding, performance, and reward programs Champion organizational culture aligned with production, safety, and employee experience goals Talent Management & People Operations Lead key HR programs for your assigned departments, including performance reviews, succession planning, and employee engagement Deliver strategic guidance and process leadership across hiring, onboarding, promotion, and attrition Consult on investigations, policy inquiries, and complex employee relations Support offboarding and exit feedback loops for continuous learning Coaching & Change Leadership Provide high-impact leadership coaching and feedback Support executive onboarding and team integration across functions Guide cultural and structural change initiatives with clarity and empathy Operate as a thought partner across the People Team and the broader business Qualifications Required Qualifications: 10+ years of progressive HR Business Partner or HR Leadership experience Bachelor's degree in HR, Business, or related field Experience supporting high-volume manufacturing or operations environments Preferred Qualifications: Master's degree or executive leadership certification (e.g., SHRM-SCP, HRCI-SPHR) 3+ years managing and mentoring HR professionals Experience driving organizational change in large, complex orgs Familiarity with union-sensitive environments or industrial relations preferred Leadership & Behavioral Competencies: Proven ability to influence across all levels with clarity and empathy Exceptional judgment and discretion with sensitive information Courageous communication style-able to challenge with care and build trust Optimistic, proactive, and agile mindset in high-pressure environments Deep commitment to building diverse, inclusive, and accountable teams Pay Disclosure Salary Range Illinois-Based Applicants: $161,800 - $201,200 (actual compensation will be determined based on experience, location, and other factors permitted by law). Equal Opportunity Rivian is an equal opportunity employer and complies with all applicable federal, state, and local fair employment practices laws. All qualified applicants will receive consideration for employment without regard to race, color, religion, national origin, ancestry, sex, sexual orientation, gender, gender expression, gender identity, genetic information or characteristics, physical or mental disability, marital/domestic partner status, age, military/veteran status, medical condition, or any other characteristic protected by law. Rivian is committed to ensuring that our hiring process is accessible for persons with disabilities. If you have a disability or limitation, such as those covered by the Americans with Disabilities Act, that requires accommodations to assist you in the search and application process, please email us at candidateaccommodations@rivian.com. Candidate Data Privacy Rivian may collect, use and disclose your personal information or personal data (within the meaning of the applicable data protection laws) when you apply for employment and/or participate in our recruitment processes ("Candidate Personal Data"). This data includes contact, demographic, communications, educational, professional, employment, social media/website, network/device, recruiting system usage/interaction, security and preference information. Rivian may use your Candidate Personal Data for the purposes of (i) tracking interactions with our recruiting system; (ii) carrying out, analyzing and improving our application and recruitment process, including assessing you and your application and conducting employment, background and reference checks; (iii) establishing an employment relationship or entering into an employment contract with you; (iv) complying with our legal, regulatory and corporate governance obligations; (v) recordkeeping; (vi) ensuring network and information security and preventing fraud; and (vii) as otherwise required or permitted by applicable law. Rivian may share your Candidate Personal Data with (i) internal personnel who have a need to know such information in order to perform their duties, including individuals on our People Team, Finance, Legal, and the team(s) with the position(s) for which you are applying; (ii) Rivian affiliates; and (iii) Rivian's service providers, including providers of background checks, staffing services, and cloud services. Rivian may transfer or store internationally your Candidate Personal Data, including to or in the United States, Canada, the United Kingdom, and the European Union and in the cloud, and this data may be subject to the laws and accessible to the courts, law enforcement and national security authorities of such jurisdictions. Please note that we are currently not accepting applications from third party application services. Required Qualifications: 10+ years of progressive HR Business Partner or HR Leadership experience Bachelor's degree in HR, Business, or related field Experience supporting high-volume manufacturing or operations environments Preferred Qualifications: Master's degree or executive leadership certification (e.g., SHRM-SCP, HRCI-SPHR) 3+ years managing and mentoring HR professionals Experience driving organizational change in large, complex orgs Familiarity with union-sensitive environments or industrial relations preferred Leadership & Behavioral Competencies: Proven ability to influence across all levels with clarity and empathy Exceptional judgment and discretion with sensitive information Courageous communication style-able to challenge with care and build trust Optimistic, proactive, and agile mindset in high-pressure environments Deep commitment to building diverse, inclusive, and accountable teams Strategic HR Partnership & Leadership Enablement Serve as a trusted advisor to plant leadership on talent strategy, workforce planning, and org design Design and execute people plans, focusing on engagement, succession, and capability development Partner with CoEs to deliver effective onboarding, performance, and reward programs Champion organizational culture aligned with production, safety, and employee experience goals Talent Management & People Operations Lead key HR programs for your assigned departments, including performance reviews, succession planning, and employee engagement Deliver strategic guidance and process leadership across hiring, onboarding, promotion, and attrition Consult on investigations, policy inquiries, and complex employee relations Support offboarding and exit feedback loops for continuous learning Coaching & Change Leadership Provide high-impact leadership coaching and feedback Support executive onboarding and team integration across functions Guide cultural and structural change initiatives with clarity and empathy Operate as a thought partner across the People Team and the broader business

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

The 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.

As a member of GM Human Resources, you will lead assigned business functions in day-to-day HR activities and provide direction and leadership that aligns and supports our objectives, mission and culture. You will work strategically with assigned functional business leaders to improve working relationships, build engagement, increase output, attract and retain talent, including collaborating with COEs relative to strategic workforce planning. This role is categorized as onsite. This means the successful candidate is expected to report to Warren and/or other southeast MI engineering sites (such as Flint, MI) on a full-time basis. **The Role** General Motors Manufacturing Engineering (ME) Human Resources is seeking a highly motivated and qualified individual for an opportunity within the GPD Human Resources and Labor Relations team. You will be the Site Lead for People HR/LR services at the North American Engineering Tooling Center (NAETC) in Flint, MI while also providing People HR/LR services to assigned business functions at the Global Technical Center (GTC) in Warren, MI with a focus on Labor Relations, Hourly Employment and Salaried HR administration. You will work closely with the Corporate Labor Relations team to ensure a collaborative bargaining atmosphere. You will work strategically with assigned business leaders to improve working relationships, build engagement, increase output, attract/retain talent and collaborate with various Centers of Expertise (COEs). **Responsibilities** _Core Human Resources:_ + Build relationships at all levels to contribute to business results and ensure HR strategy is cascaded and integrated into business operations + Support GM's talent management process by collaborating with assigned business leaders to facilitate talent identification and leadership development in support of workforce succession planning + Facilitate annual compensation planning and administration activities + Work with assigned functional business leaders while providing direction on organizational design, specific transformation efforts, job design and workforce/organizational planning + Provide extraordinary HR service delivery, drive consistency and standard methodology deliverables + Interpret HR policies and procedures and engage SME contacts as needed for support + Communicate and educate functional business leaders and employees on significant and relevant changes in HR policies and programs + Identify training and leadership development needs for assigned business functions as part of a systemic strategy + Provide talent and performance management guidance to leaders and employees including coaching, consulting, corrective actions and crisis relations + Support Workplace of Choice and Diversity, Equity and Inclusion initiatives + Act as a key contributor and change agent in the transformation of HR + Facilitate and/or provide support for internal investigations and Awareline complaints + Identify areas of opportunity for continuous improvement and partner with COEs to build effective working relationships to influence common processes and procedures + Analyze trends/metrics to identify problems and develop relevant HR solutions and/or programs/policies for assigned business functions + Understand legal requirements at execution level related to management of employees to reduce legal risks and ensure regulatory compliance + Serve as HR contact for student interns and TRACK employees + Complete special HR projects/assignments as required _Core Labor Relations:_ + Act as management representative in administering the provisions of agreements between union and management especially as it relates to engineering skilled trades + Work with business partners to develop, negotiate and implement labor strategies that support achieving business goals + Foster strong relationships with both the union and management teams + Counsel management in the interpretation of local and national agreements + Exercise independent judgment within general policies and procedures established by agreements and per guidance from Site HR/LR Director + Advise management and other site personnel on matters related to Union-Management relationships + Administer contractual provisions in areas of responsibility + Maintain records pertinent to Labor Relations and Hourly Personnel + Participate in a principal role in local negotiations as required + Share Labor Relations updates and facilitate regular Shop Committee meetings to discuss grievance and other matters + Coordinate the activities of various departments involved in resolving employee grievances + Conduct special investigations as needed + Provide guidance and resolution to conflicts + Administer shop rules and company policies when appropriate + Complete special LR projects/assignments as required **Qualifications:** + Bachelor's degree is required preferably in Human Resources or a closely related field + 3+ years of HR/LR experience in a unionized environment that included skilled trades is required + Strong interpersonal skills in facilitation, negotiation and conflict resolution are required + Proven ability to work independently, take initiative and work to plan is required + Strong written and verbal communication skills are required + Proficiency in the use of HRIS (preferably Workday) and common computer software applications (i.e. PowerPoint, Word, Excel, etc.) is required + Proficiency in analysis of HR/LR data is required + 3+ years of HR/LR experience in a manufacturing environment is preferred **This position will require off-shift work and overtime occasionally. Must be willing and able to work flexible and additional hours as required.** GM does not provide immigration-related sponsorship for this role. Do not apply for this role if you will need GM immigration sponsorship now or in the future. This includes direct company sponsorship, entry of GM as the immigration employer of record on a government form, and any work authorization requiring a written submission or other immigration support from the company (e.g., H1-B, OPT, STEM OPT, CPT, TN, J-1, etc). This role is categorized as onsite. This means the selected candidate is expected to report to a specific location on a full-time basis. The selected candidate will be required to travel This job may be eligible for relocation benefits. **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.

Responsible for onsite HR/LR generalist services, to include Labor Relations, Hourly Employment, and Salaried HR administration. As a member of GM's Human Resources Group, you will lead assigned business functions in day-to-day HR activities and provide direction and leadership that aligns and supports our objectives, mission, and culture. You will work strategically with assigned functional business leaders to improve working relationships, build engagement, increase output, attract, and retain talent, including collaborating with COEs relative to strategic workforce planning. You will partner with your director team, executives, and business leaders to define a talent identification and management strategy and approach for the assigned business function. Understand legal requirements at execution level related to management of employees, reducing legal risks, and ensuring regulatory compliance. You will strategically work with assigned function's executive management and HR leadership team, to improve working relationships, build engagement, increase output, attract, and retain talent. Collaborate with senior leaders, provide direction on business function's restructures, specific transformation efforts, job design and workforce/organizational planning. Hold a strong financial and forecasting acumen. Possess a deep understanding of our brands, company, function, and products. You will maintain a strong culture and work climate that attracts and motivates staff while driving the HR function's mission. **Labor Relations** + Provide management representation in administering the provisions of agreements between union and management + Counsel management in the interpretation of agreements and act as management representative in dealing with the union + Work is often dealing with complex issues + Exercise independent judgment within general policies and procedures established by agreements; some direct guidance is received from supervisor + Advise management and other plant personnel on matters related to Union-Management relationships + Administer contractual provisions in area of responsibility + Maintain records pertinent to Labor Relations and Hourly Personnel + Play a principal role in local negotiations + Share regular Labor Relations updates - Policy and grievance resolution meeting + Coordinate the activities of various departments involved in resolving employee grievances + Conduct special investigations as needed + Coordinate with plant and unit management on matters concerning hourly personnel + Provide guidance and resolution to conflicts + Administer shop rules when appropriate **Hourly Employment** + Responsible for ensuring the proper manpower for the plant is maintained and assigned + Administer hourly hiring, transfers, and separations for permanent, temporary, and flex employment + Manage temporary employee hiring pool for the plant + Advise Management, Union, and hourly employees on seniority issues + Exercise independent judgment within general policies and procedures established by agreements; some direct guidance is received from supervisor + Frequent involvement with other work groups (i.e. Benefits, Payroll, IT, NEPC, Sedgwick, etc.) regarding employee issues, downstream data problems, or other pertinent matters) **Salaried Human Resources** + Influence the strategic agenda of the organization by building relationships at all levels to gain their commitment and belief that HR can contribute to business results, ensure HR strategy is cascaded and integrated into business strategy + Work with sector HRBP to ensure successful completion of sector initiatives + Support Talent Management Process - collaborate with leaders to facilitate talent identification and leadership development in support of workforce succession planning. + Develop content and facilitate Manager (sub) HRM meetings + Facilitate annual compensation planning and administration activities + Interpret human resources management policies and procedures and engage SME contacts as needed for support. + Provide talent management and performance management guidance to leaders and employees + Counsel/coach leaders and employees on various matters + Facilitate and/or provide support for internal investigations and Awareline complaints + Coordinate onboarding activities for salaried new hires + Ensure human resource transactions are processed accurately and in a timely manner utilizing HR systems + Serve as contact for student interns + Complete HR special projects/assignments as requested **Qualifications** : + 5+ years of Labor Relations experience + Bachelor's or Master's degree in Labor Relations or Human Resources or equivalent experience + Strong interpersonal skills in facilitation, negotiation, and conflict resolution + Proven ability to work independently, take initiative, and work to plan + Demonstrated analytical, organizational, and project management skills + Strong proficient analytical, organizational, and project management skills + Excellent written and verbal communication skills + Highly proficient use of HR Systems and computer software application skills (i.e. Workday Kronos, PowerPoint, Word, Excel, etc.) GM does not provide immigration-related sponsorship for this role. Do not apply for this role if you will need GM immigration sponsorship now or in the future. This includes direct company sponsorship, entry of GM as the immigration employer of record on a government form, and any work authorization requiring a written submission or other immigration support from the company (e.g., H1-B, OPT, STEM OPT, CPT, TN, J-1, etc). This role is categorized as onsite. This means the selected candidate is expected to report to a specific location on a full-time basis. This job may be eligible for relocation benefits. **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.

Job Description As a member of GM Human Resources, you will lead assigned business functions in day-to-day HR activities and provide direction and leadership that aligns and supports our objectives, mission and culture. You will work strategically with assigned functional business leaders to improve working relationships, build engagement, increase output, attract and retain talent, including collaborating with COEs relative to strategic workforce planning. This role is categorized as onsite. This means the successful candidate is expected to report to Warren and/or other southeast MI engineering sites (such as Flint, MI) on a full-time basis. The Role General Motors Manufacturing Engineering (ME) Human Resources is seeking a highly motivated and qualified individual for an opportunity within the GPD Human Resources and Labor Relations team. You will be the Site Lead for People HR/LR services at the North American Engineering Tooling Center (NAETC) in Flint, MI while also providing People HR/LR services to assigned business functions at the Global Technical Center (GTC) in Warren, MI with a focus on Labor Relations, Hourly Employment and Salaried HR administration. You will work closely with the Corporate Labor Relations team to ensure a collaborative bargaining atmosphere. You will work strategically with assigned business leaders to improve working relationships, build engagement, increase output, attract/retain talent and collaborate with various Centers of Expertise (COEs). Responsibilities Core Human Resources: * Build relationships at all levels to contribute to business results and ensure HR strategy is cascaded and integrated into business operations * Support GM's talent management process by collaborating with assigned business leaders to facilitate talent identification and leadership development in support of workforce succession planning * Facilitate annual compensation planning and administration activities * Work with assigned functional business leaders while providing direction on organizational design, specific transformation efforts, job design and workforce/organizational planning * Provide extraordinary HR service delivery, drive consistency and standard methodology deliverables * Interpret HR policies and procedures and engage SME contacts as needed for support * Communicate and educate functional business leaders and employees on significant and relevant changes in HR policies and programs * Identify training and leadership development needs for assigned business functions as part of a systemic strategy * Provide talent and performance management guidance to leaders and employees including coaching, consulting, corrective actions and crisis relations * Support Workplace of Choice and Diversity, Equity and Inclusion initiatives * Act as a key contributor and change agent in the transformation of HR * Facilitate and/or provide support for internal investigations and Awareline complaints * Identify areas of opportunity for continuous improvement and partner with COEs to build effective working relationships to influence common processes and procedures * Analyze trends/metrics to identify problems and develop relevant HR solutions and/or programs/policies for assigned business functions * Understand legal requirements at execution level related to management of employees to reduce legal risks and ensure regulatory compliance * Serve as HR contact for student interns and TRACK employees * Complete special HR projects/assignments as required Core Labor Relations: * Act as management representative in administering the provisions of agreements between union and management especially as it relates to engineering skilled trades * Work with business partners to develop, negotiate and implement labor strategies that support achieving business goals * Foster strong relationships with both the union and management teams * Counsel management in the interpretation of local and national agreements * Exercise independent judgment within general policies and procedures established by agreements and per guidance from Site HR/LR Director * Advise management and other site personnel on matters related to Union-Management relationships * Administer contractual provisions in areas of responsibility * Maintain records pertinent to Labor Relations and Hourly Personnel * Participate in a principal role in local negotiations as required * Share Labor Relations updates and facilitate regular Shop Committee meetings to discuss grievance and other matters * Coordinate the activities of various departments involved in resolving employee grievances * Conduct special investigations as needed * Provide guidance and resolution to conflicts * Administer shop rules and company policies when appropriate * Complete special LR projects/assignments as required Qualifications: * Bachelor's degree is required preferably in Human Resources or a closely related field * 3+ years of HR/LR experience in a unionized environment that included skilled trades is required * Strong interpersonal skills in facilitation, negotiation and conflict resolution are required * Proven ability to work independently, take initiative and work to plan is required * Strong written and verbal communication skills are required * Proficiency in the use of HRIS (preferably Workday) and common computer software applications (i.e. PowerPoint, Word, Excel, etc.) is required * Proficiency in analysis of HR/LR data is required * 3+ years of HR/LR experience in a manufacturing environment is preferred * This position will require off-shift work and overtime occasionally. Must be willing and able to work flexible and additional hours as required. GM does not provide immigration-related sponsorship for this role. Do not apply for this role if you will need GM immigration sponsorship now or in the future. This includes direct company sponsorship, entry of GM as the immigration employer of record on a government form, and any work authorization requiring a written submission or other immigration support from the company (e.g., H1-B, OPT, STEM OPT, CPT, TN, J-1, etc). This role is categorized as onsite. This means the selected candidate is expected to report to a specific location on a full-time basis. The selected candidate will be required to travel About GM Our vision is a world with Zero Crashes, Zero Emissions and Zero Congestion and we embrace the responsibility to lead the change that will make our world better, safer and more equitable for all. Why Join Us We believe we all must make a choice every day - individually and collectively - to drive meaningful change through our words, our deeds and our culture. Every day, we want every employee to feel they belong to one General Motors team. Benefits Overview From day one, we're looking out for your well-being-at work and at home-so you can focus on realizing your ambitions. Learn how GM supports a rewarding career that rewards you personally by visiting Total Rewards resources. Non-Discrimination and Equal Employment Opportunities (U.S.) General Motors is committed to being a workplace that is not only free of unlawful discrimination, but one that genuinely fosters inclusion and belonging. We strongly believe that providing an inclusive workplace creates an environment in which our employees can thrive and develop better products for our customers. All employment decisions are made on a non-discriminatory basis without regard to sex, race, color, national origin, citizenship status, religion, age, disability, pregnancy or maternity status, sexual orientation, gender identity, status as a veteran or protected veteran, or any other similarly protected status in accordance with federal, state and local laws. We encourage interested candidates to review the key responsibilities and qualifications for each role and apply for any positions that match their skills and capabilities. Applicants in the recruitment process may be required, where applicable, to successfully complete a role-related assessment(s) and/or a pre-employment screening prior to beginning employment. To learn more, visit How we Hire. Accommodations General Motors offers opportunities to all job seekers including individuals with disabilities. If you need a reasonable accommodation to assist with your job search or application for employment, email us or call us at ************. In your email, please include a description of the specific accommodation you are requesting as well as the job title and requisition number of the position for which you are applying.

As a member of GM Human Resources, you will lead assigned business functions in day-to-day HR activities and provide direction and leadership that aligns and supports our objectives, mission and culture. You will work strategically with assigned functional business leaders to improve working relationships, build engagement, increase output, attract and retain talent, including collaborating with COEs relative to strategic workforce planning. This role is categorized as onsite. This means the successful candidate is expected to report to Warren and/or other southeast MI engineering sites (such as Flint, MI) on a full-time basis. **The Role** General Motors Manufacturing Engineering (ME) Human Resources is seeking a highly motivated and qualified individual for an opportunity within the GPD Human Resources and Labor Relations team. You will be the Site Lead for People HR/LR services at the North American Engineering Tooling Center (NAETC) in Flint, MI while also providing People HR/LR services to assigned business functions at the Global Technical Center (GTC) in Warren, MI with a focus on Labor Relations, Hourly Employment and Salaried HR administration. You will work closely with the Corporate Labor Relations team to ensure a collaborative bargaining atmosphere. You will work strategically with assigned business leaders to improve working relationships, build engagement, increase output, attract/retain talent and collaborate with various Centers of Expertise (COEs). **Responsibilities** _Core Human Resources:_ + Build relationships at all levels to contribute to business results and ensure HR strategy is cascaded and integrated into business operations + Support GM's talent management process by collaborating with assigned business leaders to facilitate talent identification and leadership development in support of workforce succession planning + Facilitate annual compensation planning and administration activities + Work with assigned functional business leaders while providing direction on organizational design, specific transformation efforts, job design and workforce/organizational planning + Provide extraordinary HR service delivery, drive consistency and standard methodology deliverables + Interpret HR policies and procedures and engage SME contacts as needed for support + Communicate and educate functional business leaders and employees on significant and relevant changes in HR policies and programs + Identify training and leadership development needs for assigned business functions as part of a systemic strategy + Provide talent and performance management guidance to leaders and employees including coaching, consulting, corrective actions and crisis relations + Support Workplace of Choice and Diversity, Equity and Inclusion initiatives + Act as a key contributor and change agent in the transformation of HR + Facilitate and/or provide support for internal investigations and Awareline complaints + Identify areas of opportunity for continuous improvement and partner with COEs to build effective working relationships to influence common processes and procedures + Analyze trends/metrics to identify problems and develop relevant HR solutions and/or programs/policies for assigned business functions + Understand legal requirements at execution level related to management of employees to reduce legal risks and ensure regulatory compliance + Serve as HR contact for student interns and TRACK employees + Complete special HR projects/assignments as required _Core Labor Relations:_ + Act as management representative in administering the provisions of agreements between union and management especially as it relates to engineering skilled trades + Work with business partners to develop, negotiate and implement labor strategies that support achieving business goals + Foster strong relationships with both the union and management teams + Counsel management in the interpretation of local and national agreements + Exercise independent judgment within general policies and procedures established by agreements and per guidance from Site HR/LR Director + Advise management and other site personnel on matters related to Union-Management relationships + Administer contractual provisions in areas of responsibility + Maintain records pertinent to Labor Relations and Hourly Personnel + Participate in a principal role in local negotiations as required + Share Labor Relations updates and facilitate regular Shop Committee meetings to discuss grievance and other matters + Coordinate the activities of various departments involved in resolving employee grievances + Conduct special investigations as needed + Provide guidance and resolution to conflicts + Administer shop rules and company policies when appropriate + Complete special LR projects/assignments as required **Qualifications:** + Bachelor's degree is required preferably in Human Resources or a closely related field + 3+ years of HR/LR experience in a unionized environment that included skilled trades is required + Strong interpersonal skills in facilitation, negotiation and conflict resolution are required + Proven ability to work independently, take initiative and work to plan is required + Strong written and verbal communication skills are required + Proficiency in the use of HRIS (preferably Workday) and common computer software applications (i.e. PowerPoint, Word, Excel, etc.) is required + Proficiency in analysis of HR/LR data is required + 3+ years of HR/LR experience in a manufacturing environment is preferred **This position will require off-shift work and overtime occasionally. Must be willing and able to work flexible and additional hours as required.** GM does not provide immigration-related sponsorship for this role. Do not apply for this role if you will need GM immigration sponsorship now or in the future. This includes direct company sponsorship, entry of GM as the immigration employer of record on a government form, and any work authorization requiring a written submission or other immigration support from the company (e.g., H1-B, OPT, STEM OPT, CPT, TN, J-1, etc). This role is categorized as onsite. This means the selected candidate is expected to report to a specific location on a full-time basis. The selected candidate will be required to travel This job may be eligible for relocation benefits. **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.

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.

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

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

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

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

Aufgaben About Us: Mercedes-Benz North America Corporation is a US subsidiary of Mercedes-Benz Group AG, one of the most successful automotive companies. With Mercedes-Benz AG, the Group is one of the leading global suppliers of premium and luxury cars and vans. Mercedes-Benz Mobility AG offers financing, leasing, car subscription and car rental, fleet management, digital services for a charging and payment as well as innovative mobility services. Headquartered in Farmington Hills, Michigan, Mercedes-Benz North America Corporation (MBNAC) operates as a holding company for all Mercedes-Benz Group entities in the United States of America. MBNAC provides services to Mercedes-Benz Group subsidiaries in North America in areas such as Treasury, Tax, Accounting, Corporate Communications, Government Relations, Legal and Human Resources. Why work at Mercedes-Benz North America Corporation? Working at Mercedes-Benz North America Corporation is more than a job - it's an opportunity to join an innovative team where you are valued for your contributions. As an employee, you will experience career development in a positive, employee-centric environment. We're a global company that not only offers best-in-class products to our customers but also best-in-class benefits to our employees. Our employees experience a comfortable, friendly environment and relaxed, inclusive culture. Benefits When working at Mercedes-Benz North America Corporation, you will enjoy a comprehensive and amenity-rich benefits package offering something for every employee at each stage of their life. As a new employee, you will have the opportunity to take advantage of the following benefits that go beyond - beginning day one: * Get Rewarded! Competitive salary plus an annual bonus based on company performance and/or personal yearly performance * Need a vacation? How about just some time for YOU! In addition to our vacation time, you'll receive nine (9) additional corporate holidays and six (6) Personal days, which will allow you to celebrate religious holidays or escape to the spa! Designed to be flexible, we let you decide which days are most important to you! * Ride in Style - All employees are eligible to participate in the Mercedes-Benz Employee Lease Program * We want you to be healthy! Outstanding medical, dental, and vision insurance, employer-paid short and long term disability plus on-site exercise facilities * Is your family growing? Enjoy generous paid Family Leave Programs - Six Weeks for New Parents; Two Days for New Grandparents; as well as Adoption Expense Reimbursement Programs - up to $6k per child * Want to go back to school? Tuition Assistance Scholar Program - receive up to $5,250/year in vouchers to complete business-related coursework Job Overview: Responsibilities: Qualifikationen Qualifications: Applicants must be legally authorized to work in the U.S. at the time of application. Relocation assistance will not be provided for this position. This position requires a minimum of (Insert # YEARS) years of overall work experience. Preferred experience includes: * Education: High School Diploma/(GED) is required, Bachelor's Degree is preferred. Recommended majors include: * Additional Knowledge: * Skills: * Additional Skills: * Recommended Prerequisites: * Posting Statement Mercedes-Benz North America Corporation offers competitive salary commensurate with experience and a full suite of benefits including 401(K) with match, generous vacation and personal time, performance-based bonuses, a Mercedes-Benz car program and more. EEO/Minorities/Females/Disabled/Vets #LI-JM2 or #LI-DNI (remove if posted externally)

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.

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

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

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.

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