Human Resources Business Partner jobs at Tesla - 162 jobs

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

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

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

We are the movers of the world and the makers of the future. We get up every day, roll up our sleeves and build a better world -- together. At Ford, we're all a part of something bigger than ourselves. Are you ready to change the way the world moves? As part of our Human Resources team, you'll help us attract, hire and retain the top talent we need to achieve our bold vision. You'll play a vital role in defining, developing and maintaining the winning culture that empowers diverse individuals to work together and create the impossible. We're seeking change leaders, talent strategists, employee advocates and culture architects to enable our teams, partners, and businesses to do and be their best. **In this position...** This HR Business Partner role strategically aligns HR functions with business objectives, enhancing employee experience and driving success through expertise in labor relations and employee engagement. Working closely with Site Leadership, Operations, and union representatives, you will deliver advanced HR solutions, support talent management, and ensure compliance in an on-site distribution setting. This role requires strong communication, interpersonal, and problem-solving skills to foster a high-performing, empowered workforce and a positive work environment. **What you'll do...** + **Business Acumen** : Builds strong relationships and develops a deep understanding of operations to make informed decisions, provides valuable consulting to leadership, and offers strategic guidance on HR matters that drive sustainable cultural change and supports the achievement of business objectives + Tracks People metrics, collaborating with the HR Manager and Operations Leadership to identify and address gaps + **Talent Management** : Assists customer group with the execution of talent management responsibilities, including performance management, talent development, succession planning, PDC activities, compensation planning, recruitment, and other personnel actions. Conducts new hire onboarding and orientation activities. + **Employee Relations** : Collaborates closely with Operations Leadership and union representatives to ensure correct implementation and accurate interpretation of the collective bargaining agreement, addressing inquiries, grievances, and other union-related issues for consistent application + **Union Relations** : Assists in resolving union issues such as conflicts, disputes, and disciplinary matters, ensuring fairness and consistency in a timely manner. Participates in collective bargaining process and negotiations where support is needed. Ensures rep comp is completed accurately and timely within the constraints of the contractual agreement + **Investigations** : Conducts investigations within their assigned customer group, ensuring that all disciplinary issues, grievances, and arbitration matters are handled in a timely and effective manner. Assesses the severity of each case and escalates significant concerns to the Manager, HR Generalist as required. Escalates all types of discrimination charges and complaints in partnership with legal counsel. Leverages conflict resolution and critical thinking skills to conduct investigations. + **Payroll, Time and Attendance** : Supports payroll and attendance tracking processes including attendance hearings, issuing 10-day quit letters, updating system codes, vacation usage, and running necessary reports. Applies knowledge of leaves of absences policies, rules and regulations including the Family and Medical Leave Act and its interaction with worker's compensation and Americans with Disabilities Act to administer and track in relevant HRIS systems. + **Manpower Administration** : Assists with the talent management process for hourly employees within their customer group including: TFT /TPT placement and tracking, support skill trades hiring / apprenticeship program administration, outside contracting, internal and external hourly hiring processes, reskilling, transferring, retirement separation packages, tracking and processing, team leader 30/60/90-day review processes, and manpower reporting. + **Employee Engagement** : Fosters a positive and inclusive hourly and salary employee experience through proactive initiatives based on feedback through employee opinion surveys, suggestions, and open-door policies and DEI initiatives, to boost engagement and address areas for improvement. Participates in employee recognition events, planning, etc. Conducts daily floor walks in designated customer area to build positive relationships with employees and ensure HR availability. + **Lean Methodology** : Apply lean methodologies and tools with progressive HR practices to guide decision-making, problem-solving, root cause analysis, and drive operations to best in class levels. + **Employee Communication** : Partners with local communications staff to implement and execute relevant communications to foster an informed employee population and 2-way communication across all shifts. + **Compliance** : Ensures compliance with employment laws, regulations, and company policies. **You'll have...** + Bachelor's degree in human resources, Organizational Development, or any other related discipline or equivalent combination of relevant education and experience. + Minimum 2-3 years of relevant HR and labor work experience **Even better, you may have...** + Experience working in a manufacturing facility + SPHR or SHRM-SCP certification Work Requirements: - Involves occasional (defined as one-third or less of the time) lifting of no more than 10 pounds at a time. Work is performed primarily in a seated position and entails no significant stooping, standing, climbing, walking, etc. Many sedentary jobs require good use of the hands and fingers for repetitive hand-finger actions. Working conditions occur within low to moderate noise levels related to the use of standard office or classroom equipment. You may not check every box, or your experience may look a little different from what we've outlined, but if you think you can bring value to Ford Motor Company, we encourage you to apply! As an established global company, we offer the benefit of choice. You can choose what your Ford future will look like: will your story span the globe, or keep you close to home? Will your career be a deep dive into what you love, or a series of new teams and new skills? Will you be a leader, a changemaker, a technical expert, a culture builder...or all of the above? No matter what you choose, we offer a work life that works for you, including: - Immediate medical, dental, vision and prescription drug coverage - Flexible family care days, paid parental leave, new parent ramp-up programs, subsidized back-up child care and more - Family building benefits including adoption and surrogacy expense reimbursement, fertility treatments, and more - Vehicle discount program for employees and family members and management leases - Tuition assistance - Established and active employee resource groups - Paid time off for individual and team community service - A generous schedule of paid holidays, including the week between Christmas and New Year's Day - Paid time off and the option to purchase additional vacation time. This position is a salary grade 7. For more information on salary and benefits, click here: New Hire Benefits (****************************** Visa sponsorship is not available for this position. Candidates for positions with Ford Motor Company must be legally authorized to work in the United States. Verification of employment eligibility will be required at the time of hire. We are an Equal Opportunity Employer. All qualified applicants will receive consideration for employment without regard to race, religion, color, age, sex, national origin, sexual orientation, gender identity, disability status or protected veteran status. In the United States, if you need a reasonable accommodation for the online application process due to a disability, please call **************. \#LI-Onsite #LI-JB5 **Requisition ID** : 56050

We are the movers of the world and the makers of the future. We get up every day, roll up our sleeves and build a better world -- together. At Ford, we're all a part of something bigger than ourselves. Are you ready to change the way the world moves? As part of our Human Resources team, you'll help us attract, hire and retain the top talent we need to achieve our bold vision. You'll play a vital role in defining, developing and maintaining the winning culture that empowers diverse individuals to work together and create the impossible. We're seeking change leaders, talent strategists, employee advocates and culture architects to enable our teams, partners, and businesses to do and be their best. In this position... This HR Business Partner role strategically aligns HR functions with business objectives, enhancing employee experience and driving success through expertise in labor relations and employee engagement. Working closely with Site Leadership, Operations, and union representatives, you will deliver advanced HR solutions, support talent management, and ensure compliance in an on-site distribution setting. This role requires strong communication, interpersonal, and problem-solving skills to foster a high-performing, empowered workforce and a positive work environment. Human Resources Business Partner What you'll do... * Business Acumen: Builds strong relationships and develops a deep understanding of operations to make informed decisions, provides valuable consulting to leadership, and offers strategic guidance on HR matters that drive sustainable cultural change and supports the achievement of business objectives * Tracks People metrics, collaborating with the HR Manager and Operations Leadership to identify and address gaps * Talent Management: Assists customer group with the execution of talent management responsibilities, including performance management, talent development, succession planning, PDC activities, compensation planning, recruitment, and other personnel actions. Conducts new hire onboarding and orientation activities. * Employee Relations: Collaborates closely with Operations Leadership and union representatives to ensure correct implementation and accurate interpretation of the collective bargaining agreement, addressing inquiries, grievances, and other union-related issues for consistent application * Union Relations: Assists in resolving union issues such as conflicts, disputes, and disciplinary matters, ensuring fairness and consistency in a timely manner. Participates in collective bargaining process and negotiations where support is needed. Ensures rep comp is completed accurately and timely within the constraints of the contractual agreement * Investigations: Conducts investigations within their assigned customer group, ensuring that all disciplinary issues, grievances, and arbitration matters are handled in a timely and effective manner. Assesses the severity of each case and escalates significant concerns to the Manager, HR Generalist as required. Escalates all types of discrimination charges and complaints in partnership with legal counsel. Leverages conflict resolution and critical thinking skills to conduct investigations. * Payroll, Time and Attendance: Supports payroll and attendance tracking processes including attendance hearings, issuing 10-day quit letters, updating system codes, vacation usage, and running necessary reports. Applies knowledge of leaves of absences policies, rules and regulations including the Family and Medical Leave Act and its interaction with worker's compensation and Americans with Disabilities Act to administer and track in relevant HRIS systems. * Manpower Administration: Assists with the talent management process for hourly employees within their customer group including: TFT /TPT placement and tracking, support skill trades hiring / apprenticeship program administration, outside contracting, internal and external hourly hiring processes, reskilling, transferring, retirement separation packages, tracking and processing, team leader 30/60/90-day review processes, and manpower reporting. * Employee Engagement: Fosters a positive and inclusive hourly and salary employee experience through proactive initiatives based on feedback through employee opinion surveys, suggestions, and open-door policies and DEI initiatives, to boost engagement and address areas for improvement. Participates in employee recognition events, planning, etc. Conducts daily floor walks in designated customer area to build positive relationships with employees and ensure HR availability. * Lean Methodology: Apply lean methodologies and tools with progressive HR practices to guide decision-making, problem-solving, root cause analysis, and drive operations to best in class levels. * Employee Communication: Partners with local communications staff to implement and execute relevant communications to foster an informed employee population and 2-way communication across all shifts. * Compliance: Ensures compliance with employment laws, regulations, and company policies. What you'll do... * Business Acumen: Builds strong relationships and develops a deep understanding of operations to make informed decisions, provides valuable consulting to leadership, and offers strategic guidance on HR matters that drive sustainable cultural change and supports the achievement of business objectives * Tracks People metrics, collaborating with the HR Manager and Operations Leadership to identify and address gaps * Talent Management: Assists customer group with the execution of talent management responsibilities, including performance management, talent development, succession planning, PDC activities, compensation planning, recruitment, and other personnel actions. Conducts new hire onboarding and orientation activities. * Employee Relations: Collaborates closely with Operations Leadership and union representatives to ensure correct implementation and accurate interpretation of the collective bargaining agreement, addressing inquiries, grievances, and other union-related issues for consistent application * Union Relations: Assists in resolving union issues such as conflicts, disputes, and disciplinary matters, ensuring fairness and consistency in a timely manner. Participates in collective bargaining process and negotiations where support is needed. Ensures rep comp is completed accurately and timely within the constraints of the contractual agreement * Investigations: Conducts investigations within their assigned customer group, ensuring that all disciplinary issues, grievances, and arbitration matters are handled in a timely and effective manner. Assesses the severity of each case and escalates significant concerns to the Manager, HR Generalist as required. Escalates all types of discrimination charges and complaints in partnership with legal counsel. Leverages conflict resolution and critical thinking skills to conduct investigations. * Payroll, Time and Attendance: Supports payroll and attendance tracking processes including attendance hearings, issuing 10-day quit letters, updating system codes, vacation usage, and running necessary reports. Applies knowledge of leaves of absences policies, rules and regulations including the Family and Medical Leave Act and its interaction with worker's compensation and Americans with Disabilities Act to administer and track in relevant HRIS systems. * Manpower Administration: Assists with the talent management process for hourly employees within their customer group including: TFT /TPT placement and tracking, support skill trades hiring / apprenticeship program administration, outside contracting, internal and external hourly hiring processes, reskilling, transferring, retirement separation packages, tracking and processing, team leader 30/60/90-day review processes, and manpower reporting. * Employee Engagement: Fosters a positive and inclusive hourly and salary employee experience through proactive initiatives based on feedback through employee opinion surveys, suggestions, and open-door policies and DEI initiatives, to boost engagement and address areas for improvement. Participates in employee recognition events, planning, etc. Conducts daily floor walks in designated customer area to build positive relationships with employees and ensure HR availability. * Lean Methodology: Apply lean methodologies and tools with progressive HR practices to guide decision-making, problem-solving, root cause analysis, and drive operations to best in class levels. * Employee Communication: Partners with local communications staff to implement and execute relevant communications to foster an informed employee population and 2-way communication across all shifts. * Compliance: Ensures compliance with employment laws, regulations, and company policies.

We are the movers of the world and the makers of the future. We get up every day, roll up our sleeves and build a better world -- together. At Ford, we're all a part of something bigger than ourselves. Are you ready to change the way the world moves? As part of our Human Resources team, you'll help us attract, hire and retain the top talent we need to achieve our bold vision. You'll play a vital role in defining, developing and maintaining the winning culture that empowers diverse individuals to work together and create the impossible. We're seeking change leaders, talent strategists, employee advocates and culture architects to enable our teams, partners, and businesses to do and be their best. In this position... This HR Business Partner role strategically aligns HR functions with business objectives, enhancing employee experience and driving success through expertise in labor relations and employee engagement. Working closely with Site Leadership, Operations, and union representatives, you will deliver advanced HR solutions, support talent management, and ensure compliance in an on-site distribution setting. This role requires strong communication, interpersonal, and problem-solving skills to foster a high-performing, empowered workforce and a positive work environment. You'll have... Bachelor's degree in human resources, Organizational Development, or any other related discipline or equivalent combination of relevant education and experience. Minimum 2-3 years of relevant HR and labor work experience Even better, you may have... Experience working in a manufacturing facility SPHR or SHRM-SCP certification Work Requirements: • Involves occasional (defined as one-third or less of the time) lifting of no more than 10 pounds at a time. Work is performed primarily in a seated position and entails no significant stooping, standing, climbing, walking, etc. Many sedentary jobs require good use of the hands and fingers for repetitive hand-finger actions. Working conditions occur within low to moderate noise levels related to the use of standard office or classroom equipment. You may not check every box, or your experience may look a little different from what we've outlined, but if you think you can bring value to Ford Motor Company, we encourage you to apply! As an established global company, we offer the benefit of choice. You can choose what your Ford future will look like: will your story span the globe, or keep you close to home? Will your career be a deep dive into what you love, or a series of new teams and new skills? Will you be a leader, a changemaker, a technical expert, a culture builder…or all of the above? No matter what you choose, we offer a work life that works for you, including: • Immediate medical, dental, vision and prescription drug coverage • Flexible family care days, paid parental leave, new parent ramp-up programs, subsidized back-up child care and more • Family building benefits including adoption and surrogacy expense reimbursement, fertility treatments, and more • Vehicle discount program for employees and family members and management leases • Tuition assistance • Established and active employee resource groups • Paid time off for individual and team community service • A generous schedule of paid holidays, including the week between Christmas and New Year's Day • Paid time off and the option to purchase additional vacation time. This position is a salary grade 7. For more information on salary and benefits, click here: New Hire Benefits Visa sponsorship is not available for this position. Candidates for positions with Ford Motor Company must be legally authorized to work in the United States. Verification of employment eligibility will be required at the time of hire. We are an Equal Opportunity Employer. All qualified applicants will receive consideration for employment without regard to race, religion, color, age, sex, national origin, sexual orientation, gender identity, disability status or protected veteran status. In the United States, if you need a reasonable accommodation for the online application process due to a disability, please call **************. #LI-Onsite #LI-JB5 What you'll do... Business Acumen: Builds strong relationships and develops a deep understanding of operations to make informed decisions, provides valuable consulting to leadership, and offers strategic guidance on HR matters that drive sustainable cultural change and supports the achievement of business objectives Tracks People metrics, collaborating with the HR Manager and Operations Leadership to identify and address gaps Talent Management: Assists customer group with the execution of talent management responsibilities, including performance management, talent development, succession planning, PDC activities, compensation planning, recruitment, and other personnel actions. Conducts new hire onboarding and orientation activities. Employee Relations: Collaborates closely with Operations Leadership and union representatives to ensure correct implementation and accurate interpretation of the collective bargaining agreement, addressing inquiries, grievances, and other union-related issues for consistent application Union Relations: Assists in resolving union issues such as conflicts, disputes, and disciplinary matters, ensuring fairness and consistency in a timely manner. Participates in collective bargaining process and negotiations where support is needed. Ensures rep comp is completed accurately and timely within the constraints of the contractual agreement Investigations: Conducts investigations within their assigned customer group, ensuring that all disciplinary issues, grievances, and arbitration matters are handled in a timely and effective manner. Assesses the severity of each case and escalates significant concerns to the Manager, HR Generalist as required. Escalates all types of discrimination charges and complaints in partnership with legal counsel. Leverages conflict resolution and critical thinking skills to conduct investigations. Payroll, Time and Attendance: Supports payroll and attendance tracking processes including attendance hearings, issuing 10-day quit letters, updating system codes, vacation usage, and running necessary reports. Applies knowledge of leaves of absences policies, rules and regulations including the Family and Medical Leave Act and its interaction with worker's compensation and Americans with Disabilities Act to administer and track in relevant HRIS systems. Manpower Administration: Assists with the talent management process for hourly employees within their customer group including: TFT /TPT placement and tracking, support skill trades hiring / apprenticeship program administration, outside contracting, internal and external hourly hiring processes, reskilling, transferring, retirement separation packages, tracking and processing, team leader 30/60/90-day review processes, and manpower reporting. Employee Engagement: Fosters a positive and inclusive hourly and salary employee experience through proactive initiatives based on feedback through employee opinion surveys, suggestions, and open-door policies and DEI initiatives, to boost engagement and address areas for improvement. Participates in employee recognition events, planning, etc. Conducts daily floor walks in designated customer area to build positive relationships with employees and ensure HR availability. Lean Methodology: Apply lean methodologies and tools with progressive HR practices to guide decision-making, problem-solving, root cause analysis, and drive operations to best in class levels. Employee Communication: Partners with local communications staff to implement and execute relevant communications to foster an informed employee population and 2-way communication across all shifts. Compliance: Ensures compliance with employment laws, regulations, and company policies.

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

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

... The Manufacturing HR Business Partner serves as a critical strategic partner and hands-on HR leader, deeply embedded within our automotive manufacturing plants and parts depots. This role is responsible for supporting the hourly and salaried workforce, collaborating closely with leadership to drive business objectives through a comprehensive HR lens. The HRBP will foster a positive and productive work environment, manage all aspects of the employee lifecycle, ensure compliance, and champion talent development, employee engagement, and effective labor relations directly on the production floor. This position requires strong business acumen, a proactive approach to problem-solving, and an unwavering commitment to ethical practice and continuous improvement. You'll have... Bachelor's degree in human resources, Organizational Development, or any other related discipline or commensurate work experience required. Minimum 2-4 years of relevant HR and labor work experience with a bachelor's degree, preferably in a manufacturing setting. Even better, you may have... PHR or SHRM-CP certification Work Requirements… This role requires onsite presence at the manufacturing plant to fulfill job responsibilities. Involves occasional (defined as one-third or less of the time) lifting of no more than 10 pounds at a time. Work is performed primarily in a seated position and entails no significant stooping, climbing, etc. Role does require time walking and standing on plant manufacturing floor at least 20% of the time. Many sedentary jobs require good use of the hands and fingers for repetitive hand-finger actions. Working conditions occur within low to moderate noise levels related to the use of standard office or classroom equipment. Skills... Strategic Partnership Data Storytelling Talent Management Employee Lifecycle Expertise Business and Operational Acumen Positive Employee and Labor Relations Risk Management Change Management Ethical practice Labor Relations and Negotiation Contractual Compliance and Interpretation Grievance Management Workforce Planning This description outlines the general nature and scope of work typically performed in this job. It is not intended to be an exhaustive list of all duties, responsibilities, knowledge, skills, work requirements, etc. It may vary slightly based on business or geographic needs and is subject to being reviewed and updated periodically. You may not check every box, or your experience may look a little different from what we've outlined, but if you think you can bring value to Ford Motor Company, we encourage you to apply! As an established global company, we offer the benefit of choice. You can choose what your Ford future will look like: will your story span the globe, or keep you close to home? Will your career be a deep dive into what you love, or a series of new teams and new skills? Will you be a leader, a changemaker, a technical expert, a culture builder…or all the above? No matter what you choose, we offer a work life that works for you, including: Immediate medical, dental, vision and prescription drug coverage Flexible family care days, paid parental leave, new parent ramp-up programs, subsidized back-up child care and more Family building benefits including adoption and surrogacy expense reimbursement, fertility treatments, and more Vehicle discount program for employees and family members and management leases Tuition assistance Established and active employee resource groups Paid time off for individual and team community service A generous schedule of paid holidays, including the week between Christmas and New Year's Day Paid time off and the option to purchase additional vacation time. This position is a salary grade 6. For more information on salary and benefits, click here: New Hire Benefits Visa sponsorship is not available for this position. Candidates for positions with Ford Motor Company must be legally authorized to work in the United States. Verification of employment eligibility will be required at the time of hire. We are an Equal Opportunity Employer. All qualified applicants will receive consideration for employment without regard to race, religion, color, age, sex, national origin, sexual orientation, gender identity, disability status or protected veteran status. In the United States, if you need a reasonable accommodation for the online application process due to a disability, please call **************. #LI-Onsite #LI-LP3 What you'll do... HR Business Partnership Strategic Business Partnership & Business Acumen: Serve as a trusted advisor to plant leadership, translating business strategy into impactful HR initiatives that optimize organizational effectiveness and elevate the employee experience. Leverage deep operational acumen, gained through immersive Gemba walks and direct engagement with leadership, to proactively identify and address human capital needs within our lean manufacturing and logistics environments, delivering strategically aligned HR solutions that directly accelerate business success and cultivate a high-performance culture. Talent Management & Workforce Transformation: Design and execute advanced talent management strategies, encompassing performance optimization, leadership development, robust succession planning, strategic compensation, and integrated talent acquisition. Proactively analyze future workforce needs and capabilities, implementing innovative hourly talent programs (e.g., apprenticeship pathways, reskilling initiatives, strategic placements) that build a high-performing, engaged, and resilient workforce pipeline essential for future growth and our organizational transformation. Data Storytelling and Workforce Planning: Champion a data-first approach, leveraging HR analytics platforms (e.g., Visier, Voice) to extract critical insights, predict workforce trends, and inform strategic decision-making at the operational leadership level. Lead complex change management initiatives across diverse stakeholder groups, effectively shifting organizational mindsets and mitigating risks to successfully achieve critical business objectives during our ongoing lean and organizational transformation. Culture Development & Employee Advocacy: Champion a high-performance, inclusive culture, fostering open communication, trust, and mutual respect in alignment with our 7 Proactive Leadership Standards. Act as a visible and influential HR leader, spearheading employee recognition, diversity, equity, and inclusion (DEI) initiatives, and cultural events to significantly boost engagement and drive continuous organizational improvement. Maintain a proactive presence on the plant floor, conducting regular engagements to build strong employee relationships, ensure HR accessibility, and proactively address general workplace concerns. External Relations & Community Stewardship: Orchestrate strategic interactions with local governmental agencies and lead impactful charitable initiatives, significantly strengthening the plant's community engagement and enhancing its positive external brand reputation. Labor Relations Expertise Strategic Labor and Positive Employee Relations & Negotiation: Lead strategic engagement with labor unions and employee representatives, fostering a proactive and high-trust partnership essential for operational stability and continuous improvement. Play a pivotal role in collective bargaining, negotiating innovative and mutually beneficial agreements that advance long-term business objectives and enhance labor-management relations within our highly dynamic unionized landscape. This strategic leadership directly contributes to stable labor environments, supports sustainable business growth, and ensures employee well-being. Grievance Management & Dispute Resolution: Master the resolution of complex, high-volume union grievances, arbitrations, and disciplinary actions, serving as a critical architect of fair, consistent, and timely outcomes central to our operational environment. Conduct incisive and impartial investigations into sensitive union-related matters, applying advanced conflict resolution and critical thinking to mitigate risk, uphold equity, and safeguard organizational interests. Ethical Practices and Contractual Compliance and Interpretation: Demonstrate expert command of local and national collective bargaining agreements, ensuring precise interpretation and application across all operational facets. Collaborate proactively with operational leaders and union representatives to drive consistent and ethical implementation of contractual terms, proactively resolving inquiries and ensuring fair application. Ensure meticulous adherence to contractual obligations for representative compensation, mitigating financial risks and upholding operational continuity through rigorous compliance and ethical stewardship. HR Operations Strategic Risk Mitigation: Lead comprehensive HR compliance and risk management, proactively identifying, assessing, and mitigating legal, reputational, and operational exposures across all employment laws and company policies. Champion an ethical culture, collaborating with legal counsel and corporate investigatory teams on sensitive ethics and compliance matters to reinforce integrity and transparency. This strategic oversight builds a robust compliance framework, safeguards organizational integrity, and protects our brand reputation. Employee Lifecycle Expertise: Optimize critical HR operational processes, including payroll, attendance management, and vacation tracking, ensuring accuracy, compliance, and seamless efficiency. Administer complex leave of absence programs (FMLA, WC, ADA), leveraging HRIS systems for meticulous tracking and compliance, ensuring comprehensive employee support and adherence to regulatory requirements. Workplace Wellness & Safety Leadership: Drive initiatives with safety and occupational health leaders to foster a proactive culture of employee well-being, supporting strategic safety audits and promoting innovative wellness programs that enhance a healthy, safe, and compliant workplace.

... The Manufacturing HR Business Partner serves as a critical strategic partner and hands-on HR leader, deeply embedded within our automotive manufacturing plants and parts depots. This role is responsible for supporting the hourly and salaried workforce, collaborating closely with leadership to drive business objectives through a comprehensive HR lens. The HRBP will foster a positive and productive work environment, manage all aspects of the employee lifecycle, ensure compliance, and champion talent development, employee engagement, and effective labor relations directly on the production floor. This position requires strong business acumen, a proactive approach to problem-solving, and an unwavering commitment to ethical practice and continuous improvement. We are the movers of the world and the makers of the future. We get up every day, roll up our sleeves and build a better world -- together. At Ford, we're all a part of something bigger than ourselves. Are you ready to change the way the world moves? As part of our Human Resources team, you'll help us attract, hire and retain the top talent we need to achieve our bold vision. You'll play a vital role in defining, developing and maintaining the winning culture that empowers diverse individuals to work together and create the impossible. We're seeking change leaders, talent strategists, employee advocates and culture architects to enable our teams, partners, and businesses to do and be their best. What you'll do... HR Business Partnership * Strategic Business Partnership & Business Acumen: Serve as a trusted advisor to plant leadership, translating business strategy into impactful HR initiatives that optimize organizational effectiveness and elevate the employee experience. Leverage deep operational acumen, gained through immersive Gemba walks and direct engagement with leadership, to proactively identify and address human capital needs within our lean manufacturing and logistics environments, delivering strategically aligned HR solutions that directly accelerate business success and cultivate a high-performance culture. * Talent Management & Workforce Transformation: Design and execute advanced talent management strategies, encompassing performance optimization, leadership development, robust succession planning, strategic compensation, and integrated talent acquisition. Proactively analyze future workforce needs and capabilities, implementing innovative hourly talent programs (e.g., apprenticeship pathways, reskilling initiatives, strategic placements) that build a high-performing, engaged, and resilient workforce pipeline essential for future growth and our organizational transformation. * Data Storytelling and Workforce Planning: Champion a data-first approach, leveraging HR analytics platforms (e.g., Visier, Voice) to extract critical insights, predict workforce trends, and inform strategic decision-making at the operational leadership level. Lead complex change management initiatives across diverse stakeholder groups, effectively shifting organizational mindsets and mitigating risks to successfully achieve critical business objectives during our ongoing lean and organizational transformation. * Culture Development & Employee Advocacy: Champion a high-performance, inclusive culture, fostering open communication, trust, and mutual respect in alignment with our 7 Proactive Leadership Standards. Act as a visible and influential HR leader, spearheading employee recognition, diversity, equity, and inclusion (DEI) initiatives, and cultural events to significantly boost engagement and drive continuous organizational improvement. Maintain a proactive presence on the plant floor, conducting regular engagements to build strong employee relationships, ensure HR accessibility, and proactively address general workplace concerns. * External Relations & Community Stewardship: Orchestrate strategic interactions with local governmental agencies and lead impactful charitable initiatives, significantly strengthening the plant's community engagement and enhancing its positive external brand reputation. Labor Relations Expertise * Strategic Labor and Positive Employee Relations & Negotiation: Lead strategic engagement with labor unions and employee representatives, fostering a proactive and high-trust partnership essential for operational stability and continuous improvement. Play a pivotal role in collective bargaining, negotiating innovative and mutually beneficial agreements that advance long-term business objectives and enhance labor-management relations within our highly dynamic unionized landscape. This strategic leadership directly contributes to stable labor environments, supports sustainable business growth, and ensures employee well-being. * Grievance Management & Dispute Resolution: Master the resolution of complex, high-volume union grievances, arbitrations, and disciplinary actions, serving as a critical architect of fair, consistent, and timely outcomes central to our operational environment. Conduct incisive and impartial investigations into sensitive union-related matters, applying advanced conflict resolution and critical thinking to mitigate risk, uphold equity, and safeguard organizational interests. * Ethical Practices and Contractual Compliance and Interpretation: Demonstrate expert command of local and national collective bargaining agreements, ensuring precise interpretation and application across all operational facets. Collaborate proactively with operational leaders and union representatives to drive consistent and ethical implementation of contractual terms, proactively resolving inquiries and ensuring fair application. Ensure meticulous adherence to contractual obligations for representative compensation, mitigating financial risks and upholding operational continuity through rigorous compliance and ethical stewardship. HR Operations * Strategic Risk Mitigation: Lead comprehensive HR compliance and risk management, proactively identifying, assessing, and mitigating legal, reputational, and operational exposures across all employment laws and company policies. Champion an ethical culture, collaborating with legal counsel and corporate investigatory teams on sensitive ethics and compliance matters to reinforce integrity and transparency. This strategic oversight builds a robust compliance framework, safeguards organizational integrity, and protects our brand reputation. * Employee Lifecycle Expertise: Optimize critical HR operational processes, including payroll, attendance management, and vacation tracking, ensuring accuracy, compliance, and seamless efficiency. Administer complex leave of absence programs (FMLA, WC, ADA), leveraging HRIS systems for meticulous tracking and compliance, ensuring comprehensive employee support and adherence to regulatory requirements. * Workplace Wellness & Safety Leadership: Drive initiatives with safety and occupational health leaders to foster a proactive culture of employee well-being, supporting strategic safety audits and promoting innovative wellness programs that enhance a healthy, safe, and compliant workplace. Must be able to work a rotating schedule * Shift A - Monday - Thursday 5:00 am - 3:30 pm * Shift B - Tuesday - Friday - 5:00 pm - 3:30 am * Shift C - Friday - Saturday 5:00 am - 3:30 pm, Sunday - Monday 5:00 pm - 3:30 am What you'll do... HR Business Partnership * Strategic Business Partnership & Business Acumen: Serve as a trusted advisor to plant leadership, translating business strategy into impactful HR initiatives that optimize organizational effectiveness and elevate the employee experience. Leverage deep operational acumen, gained through immersive Gemba walks and direct engagement with leadership, to proactively identify and address human capital needs within our lean manufacturing and logistics environments, delivering strategically aligned HR solutions that directly accelerate business success and cultivate a high-performance culture. * Talent Management & Workforce Transformation: Design and execute advanced talent management strategies, encompassing performance optimization, leadership development, robust succession planning, strategic compensation, and integrated talent acquisition. Proactively analyze future workforce needs and capabilities, implementing innovative hourly talent programs (e.g., apprenticeship pathways, reskilling initiatives, strategic placements) that build a high-performing, engaged, and resilient workforce pipeline essential for future growth and our organizational transformation. * Data Storytelling and Workforce Planning: Champion a data-first approach, leveraging HR analytics platforms (e.g., Visier, Voice) to extract critical insights, predict workforce trends, and inform strategic decision-making at the operational leadership level. Lead complex change management initiatives across diverse stakeholder groups, effectively shifting organizational mindsets and mitigating risks to successfully achieve critical business objectives during our ongoing lean and organizational transformation. * Culture Development & Employee Advocacy: Champion a high-performance, inclusive culture, fostering open communication, trust, and mutual respect in alignment with our 7 Proactive Leadership Standards. Act as a visible and influential HR leader, spearheading employee recognition, diversity, equity, and inclusion (DEI) initiatives, and cultural events to significantly boost engagement and drive continuous organizational improvement. Maintain a proactive presence on the plant floor, conducting regular engagements to build strong employee relationships, ensure HR accessibility, and proactively address general workplace concerns. * External Relations & Community Stewardship: Orchestrate strategic interactions with local governmental agencies and lead impactful charitable initiatives, significantly strengthening the plant's community engagement and enhancing its positive external brand reputation. Labor Relations Expertise * Strategic Labor and Positive Employee Relations & Negotiation: Lead strategic engagement with labor unions and employee representatives, fostering a proactive and high-trust partnership essential for operational stability and continuous improvement. Play a pivotal role in collective bargaining, negotiating innovative and mutually beneficial agreements that advance long-term business objectives and enhance labor-management relations within our highly dynamic unionized landscape. This strategic leadership directly contributes to stable labor environments, supports sustainable business growth, and ensures employee well-being. * Grievance Management & Dispute Resolution: Master the resolution of complex, high-volume union grievances, arbitrations, and disciplinary actions, serving as a critical architect of fair, consistent, and timely outcomes central to our operational environment. Conduct incisive and impartial investigations into sensitive union-related matters, applying advanced conflict resolution and critical thinking to mitigate risk, uphold equity, and safeguard organizational interests. * Ethical Practices and Contractual Compliance and Interpretation: Demonstrate expert command of local and national collective bargaining agreements, ensuring precise interpretation and application across all operational facets. Collaborate proactively with operational leaders and union representatives to drive consistent and ethical implementation of contractual terms, proactively resolving inquiries and ensuring fair application. Ensure meticulous adherence to contractual obligations for representative compensation, mitigating financial risks and upholding operational continuity through rigorous compliance and ethical stewardship. HR Operations * Strategic Risk Mitigation: Lead comprehensive HR compliance and risk management, proactively identifying, assessing, and mitigating legal, reputational, and operational exposures across all employment laws and company policies. Champion an ethical culture, collaborating with legal counsel and corporate investigatory teams on sensitive ethics and compliance matters to reinforce integrity and transparency. This strategic oversight builds a robust compliance framework, safeguards organizational integrity, and protects our brand reputation. * Employee Lifecycle Expertise: Optimize critical HR operational processes, including payroll, attendance management, and vacation tracking, ensuring accuracy, compliance, and seamless efficiency. Administer complex leave of absence programs (FMLA, WC, ADA), leveraging HRIS systems for meticulous tracking and compliance, ensuring comprehensive employee support and adherence to regulatory requirements. * Workplace Wellness & Safety Leadership: Drive initiatives with safety and occupational health leaders to foster a proactive culture of employee well-being, supporting strategic safety audits and promoting innovative wellness programs that enhance a healthy, safe, and compliant workplace. Must be able to work a rotating schedule * Shift A - Monday - Thursday 5:00 am - 3:30 pm * Shift B - Tuesday - Friday - 5:00 pm - 3:30 am * Shift C - Friday - Saturday 5:00 am - 3:30 pm, Sunday - Monday 5:00 pm - 3:30 am

...** The Manufacturing HR Business Partner serves as a critical strategic partner and hands-on HR leader, deeply embedded within our automotive manufacturing plants and parts depots. This role is responsible for supporting the hourly and salaried workforce, collaborating closely with leadership to drive business objectives through a comprehensive HR lens. The HRBP will foster a positive and productive work environment, manage all aspects of the employee lifecycle, ensure compliance, and champion talent development, employee engagement, and effective labor relations directly on the production floor. This position requires strong business acumen, a proactive approach to problem-solving, and an unwavering commitment to ethical practice and continuous improvement. **What you'll do...** **HR Business Partnership** + Strategic Business Partnership & Business Acumen: Serve as a trusted advisor to plant leadership, translating business strategy into impactful HR initiatives that optimize organizational effectiveness and elevate the employee experience. Leverage deep operational acumen, gained through immersive Gemba walks and direct engagement with leadership, to proactively identify and address human capital needs within our lean manufacturing and logistics environments, delivering strategically aligned HR solutions that directly accelerate business success and cultivate a high-performance culture. + Talent Management & Workforce Transformation: Design and execute advanced talent management strategies, encompassing performance optimization, leadership development, robust succession planning, strategic compensation, and integrated talent acquisition. Proactively analyze future workforce needs and capabilities, implementing innovative hourly talent programs (e.g., apprenticeship pathways, reskilling initiatives, strategic placements) that build a high-performing, engaged, and resilient workforce pipeline essential for future growth and our organizational transformation. + Data Storytelling and Workforce Planning: Champion a data-first approach, leveraging HR analytics platforms (e.g., Visier, Voice) to extract critical insights, predict workforce trends, and inform strategic decision-making at the operational leadership level. Lead complex change management initiatives across diverse stakeholder groups, effectively shifting organizational mindsets and mitigating risks to successfully achieve critical business objectives during our ongoing lean and organizational transformation. + Culture Development & Employee Advocacy: Champion a high-performance, inclusive culture, fostering open communication, trust, and mutual respect in alignment with our 7 Proactive Leadership Standards. Act as a visible and influential HR leader, spearheading employee recognition, diversity, equity, and inclusion (DEI) initiatives, and cultural events to significantly boost engagement and drive continuous organizational improvement. Maintain a proactive presence on the plant floor, conducting regular engagements to build strong employee relationships, ensure HR accessibility, and proactively address general workplace concerns. + External Relations & Community Stewardship: Orchestrate strategic interactions with local governmental agencies and lead impactful charitable initiatives, significantly strengthening the plant's community engagement and enhancing its positive external brand reputation. **Labor Relations Expertise** + Strategic Labor and Positive Employee Relations & Negotiation: Lead strategic engagement with labor unions and employee representatives, fostering a proactive and high-trust partnership essential for operational stability and continuous improvement. Play a pivotal role in collective bargaining, negotiating innovative and mutually beneficial agreements that advance long-term business objectives and enhance labor-management relations within our highly dynamic unionized landscape. This strategic leadership directly contributes to stable labor environments, supports sustainable business growth, and ensures employee well-being. + Grievance Management & Dispute Resolution: Master the resolution of complex, high-volume union grievances, arbitrations, and disciplinary actions, serving as a critical architect of fair, consistent, and timely outcomes central to our operational environment. Conduct incisive and impartial investigations into sensitive union-related matters, applying advanced conflict resolution and critical thinking to mitigate risk, uphold equity, and safeguard organizational interests. + Ethical Practices and Contractual Compliance and Interpretation: Demonstrate expert command of local and national collective bargaining agreements, ensuring precise interpretation and application across all operational facets. Collaborate proactively with operational leaders and union representatives to drive consistent and ethical implementation of contractual terms, proactively resolving inquiries and ensuring fair application. Ensure meticulous adherence to contractual obligations for representative compensation, mitigating financial risks and upholding operational continuity through rigorous compliance and ethical stewardship. **HR Operations** + Strategic Risk Mitigation: Lead comprehensive HR compliance and risk management, proactively identifying, assessing, and mitigating legal, reputational, and operational exposures across all employment laws and company policies. Champion an ethical culture, collaborating with legal counsel and corporate investigatory teams on sensitive ethics and compliance matters to reinforce integrity and transparency. This strategic oversight builds a robust compliance framework, safeguards organizational integrity, and protects our brand reputation. + Employee Lifecycle Expertise: Optimize critical HR operational processes, including payroll, attendance management, and vacation tracking, ensuring accuracy, compliance, and seamless efficiency. Administer complex leave of absence programs (FMLA, WC, ADA), leveraging HRIS systems for meticulous tracking and compliance, ensuring comprehensive employee support and adherence to regulatory requirements. + Workplace Wellness & Safety Leadership: Drive initiatives with safety and occupational health leaders to foster a proactive culture of employee well-being, supporting strategic safety audits and promoting innovative wellness programs that enhance a healthy, safe, and compliant workplace. **Must be able to work a rotating schedule** + Shift A - Monday - Thursday 5:00 am - 3:30 pm + Shift B - Tuesday - Friday - 5:00 pm - 3:30 am + Shift C - Friday - Saturday 5:00 am - 3:30 pm, Sunday - Monday 5:00 pm - 3:30 am **You'll have...** + Bachelor's degree in human resources, Organizational Development, or any other related discipline or commensurate work experience required. + Minimum 1-3 years of relevant HR and labor work experience with a bachelor's degree, preferably in a manufacturing setting. **Even better, you may have...** + PHR or SHRM-CP certification **Work Requirements...** This role requires onsite presence at the manufacturing plant to fulfill job responsibilities. Involves occasional (defined as one-third or less of the time) lifting of no more than 10 pounds at a time. Work is performed primarily in a seated position and entails no significant stooping, climbing, etc. Role does require time walking and standing on plant manufacturing floor at least 20% of the time. Many sedentary jobs require good use of the hands and fingers for repetitive hand-finger actions. Working conditions occur within low to moderate noise levels related to the use of standard office or classroom equipment. **Skills...** + Strategic Partnership + Data Storytelling + Talent Management + Employee Lifecycle Expertise + Business and Operational Acumen + Positive Employee and Labor Relations + Risk Management + Change Management + Ethical practice + Labor Relations and Negotiation + Contractual Compliance and Interpretation + Grievance Management + Workforce Planning This description outlines the general nature and scope of work typically performed in this job. It is not intended to be an exhaustive list of all duties, responsibilities, knowledge, skills, work requirements, etc. It may vary slightly based on business or geographic needs and is subject to being reviewed and updated periodically. You may not check every box, or your experience may look a little different from what we've outlined, but if you think you can bring value to Ford Motor Company, we encourage you to apply! As an established global company, we offer the benefit of choice. You can choose what your Ford future will look like: will your story span the globe, or keep you close to home? Will your career be a deep dive into what you love, or a series of new teams and new skills? Will you be a leader, a changemaker, a technical expert, a culture builder...or all the above? No matter what you choose, we offer a work life that works for you, including: + Immediate medical, dental, vision and prescription drug coverage + Flexible family care days, paid parental leave, new parent ramp-up programs, subsidized back-up child care and more + Family building benefits including adoption and surrogacy expense reimbursement, fertility treatments, and more + Vehicle discount program for employees and family members and management leases + Tuition assistance + Established and active employee resource groups + Paid time off for individual and team community service + A generous schedule of paid holidays, including the week between Christmas and New Year's Day + Paid time off and the option to purchase additional vacation time. This position is a salary grade 6. For more information on salary and benefits, click here: New Hire Benefits (****************************** Visa sponsorship is not available for this position. Candidates for positions with Ford Motor Company must be legally authorized to work in the United States. Verification of employment eligibility will be required at the time of hire. We are an Equal Opportunity Employer. All qualified applicants will receive consideration for employment without regard to race, religion, color, age, sex, national origin, sexual orientation, gender identity, disability status or protected veteran status. In the United States, if you need a reasonable accommodation for the online application process due to a disability, please call **************. \#LI-Onsite \#LI-LP3 **Requisition ID** : 55726

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.

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.

We are seeking an experienced and strategic Director of Human Resources to lead all HR, talent acquisition, compliance, and employee lifecycle functions across multiple business entities. This role is responsible for overseeing recruiting operations, HR systems, payroll and benefits administration, compliance, and employee relations while ensuring consistency, accuracy, and legal compliance across all locations. The HR Director will serve as a trusted advisor to leadership and managers, balancing hands-on execution with high-level strategy. Core Responsibilities: Leadership & Strategy * Provide strategic HR leadership across all entities, ensuring alignment with business goals * Develop, implement, and maintain HR policies, procedures, and best practices * Partner with executive leadership and management on workforce planning, employee relations, and compliance matters * Serve as the primary point of contact for legal, compliance, and HR risk mitigation Talent Acquisition & Workforce Planning * Oversee full-cycle recruiting for all entities and departments * Direct job postings across multiple platforms (Indeed, Facebook, KPA, etc.) * Guide sourcing, pre-screening, interviewing, and selection processes * Collaborate with hiring managers on staffing needs and hiring decisions * Ensure consistent, compliant recruiting and hiring practices Onboarding, Offboarding & HR Operations * Oversee onboarding processes, including orientation, documentation, and system setup * Ensure accurate processing of new hires and terminations across all HR systems * Maintain compliance with I-9, background checks, drug screenings, and licensing requirements * Oversee employee file management, documentation retention, and audits * Manage timekeeping administration, pay plans, and employee data changes HR Systems & Data Management * Direct and maintain HRIS, payroll, and compliance systems including ADP, KPA, CDK, isolved, NEST, and related platforms * Ensure data integrity across payroll, benefits, and employee records * Oversee reporting, audits, and system updates * Coordinate with IT for employee access, credentials, and system updates Payroll, Benefits & Compensation * Lead benefits administration including enrollments, terminations, COBRA, ACA compliance, and annual renewals * Manage relationships with benefits providers and retirement plans * Support benefits negotiation and plan design * Oversee pay plan updates, raises, and compensation changes Compliance, Risk & Employee Relations * Ensure compliance with federal, state, and local employment laws * Oversee workers' compensation, unemployment claims, garnishments, and investigations * Assist with employee relations issues, disciplinary actions, and terminations * Partner with leadership on corrective actions and performance management * Coordinate OSHA and compliance training requirements Programs & Culture Initiatives * Lead employee engagement initiatives, including recognition programs * Support training, development, and retention strategies * Promote a professional, compliant, and positive workplace culture Qualifications * 5+ years of progressive HR experience, including leadership or director-level responsibility * Strong knowledge of employment law, compliance, and HR best practices * Proven experience overseeing recruiting, payroll, benefits, and HR operations * Experience managing multiple entities or locations preferred * High level of discretion, professionalism, and confidentiality * Strong organizational, communication, and leadership skills Preferred Experience * Automotive, retail, hospitality, or cannabis industry experience * Hands-on experience with ADP, KPA, CDK, isolved, NEST, or similar HR systems * Experience leading HR across multi-state or multi-location operations Why This Role This is a highly impactful leadership role with direct influence on company culture, compliance, and growth. The HR Director will have the opportunity to shape HR strategy while remaining closely involved in day-to-day operations across diverse businesses.

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

The 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

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.