# Manager, HR Business Partner

**Company**: Ford Motor Company
**Location**: Dearborn, MI
**Work arrangement**: hybrid
**Experience**: senior
**Job type**: full-time
**Salary**: $115,500-$218,100
**Category**: HR
**Industry**: Automotive
**Wikidata**: https://www.wikidata.org/wiki/Q44294

**Apply**: https://efds.fa.em5.oraclecloud.com/hcmUI/CandidateExperience/en/sites/CX_1/job/72049?utm_source=yubhub.co&utm_medium=jobs_feed&utm_campaign=apply
**Canonical**: https://yubhub.co/jobs/job_91bcb8da-c46

## Description

Join Ford Motor Company as an HR Business Partner supporting Enterprise Technology’s Product Creation & Industrialization team’s Supply Chain and Quality functions. You will be a business leader who works in HR, helping build the people strategy for the client group and partnering with leaders on organizational health, talent strength, leader capability, and employee experience.

**Responsibilities**

- Build the annual people operating plan with the leadership team and translate it into quarterly execution with named owners, measures, and review dates.

- Know the business - plan, economics, operating metrics, and constraints - well enough to build people strategies that deliver the business objective.

- Coach leaders to own and execute their people plans, providing the diagnosis, resources, and standards that make delivery possible.

- Partner Finance on headcount planning, position control, and workforce cost, and build the people case in financial terms.

- Operate at Gemba. Be where the work happens to serve the people doing it and uncover issues at their point of origin.

- Lead or contribute to short-term HR initiatives that address business needs.

**Culture & Employee Experience**

- Assess and develop the behaviors the client group's strategy requires, measure the gap, and drive interventions with named owners and dates.

- Coach leaders on the practices that build the environment: visibility, accessibility, candid conversations, prompt and proportionate response, and consistent policy application.

- Surface concerns early, resolve them at the point of origin, and follow through visibly to build say-do ratio.

- Build People Action Plans from Voice and other feedback, close employee concerns on time, and manage countermeasures to address surfaced business risks.

**Continuous Improvement**

- State problems as a measurable gap with a target and a date, drive to true root cause, and standardize the countermeasure into leader standard work so the gain holds.

- Leverage data to get the teams to the right decision and help them solve the right problems.

- Apply structured problem-solving (A3/PDCA) to HR metrics , turning red indicators green through action, not just status updates.

**Organization Design & Effectiveness**

- Diagnose organizational effectiveness - role clarity, decision rights, spans, layers, duplication, handoff friction, decision speed - and design the change that follows.

- Engage at organization effectiveness analysis before structure is decided, and verify after implementation that the intended outcome was achieved.

- Lead execution of organization changes: option design, cost and risk assessment, leader alignment, sequencing, communications, and stabilization.

**Talent Management**

- Lead talent review, calibration, and succession planning for the client group, driving differentiation and challenging calls not supported by evidence.

- Build succession depth for critical roles with active development plans and evidenced movement, including moves that serve the enterprise ahead of local retention preference.

**Qualifications**

- Bachelor's degree in Human Resources, Organizational Development, Business, or a related discipline, or commensurate work experience.

- 7-10 years of progressive experience in Human Resources, including organization diagnosis or design, complex employee relations, talent and succession planning, and coaching people leaders.

- Breadth across HR disciplines and client environments - professional, technical, commercial, manufacturing, or represented populations.

- Demonstrated use of a structured problem-solving methodology (A3, PDCA, continuous improvement, Six Sigma, or equivalent) applied to real business problems.

## Skills

### Required
- Business Acumen
- Strategic Partnership
- Continuous Improvement
- Organization Design
- Culture and Employee Experience
- Talent Management
- Coaching and Influence
- Change Management

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