Manager, HR Business Partner

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.