Description
In this position, you will serve as a critical strategic partner and hands-on HR leader, deeply embedded within our automotive manufacturing plants and parts depots. You will support the hourly and salaried workforce, collaborate 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.
Responsibilities:
HR Business Partnership
- 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.
Labor Relations Expertise
- 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.
HR Operations
- 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.