Manager, HR Business Partner

Job ID: 72049
Location: Dearborn, Michigan
Category: Human Resources

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At Ford, you’ll work on ideas that matter, alongside passionate people who want to make a global impact. Together, we’re shaping the next era of transportation—grounded in purpose, driven by progress. Make your move.

Job Type: Full time
Work Type: Hybrid

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In this position...

Join us as an HR Business Partner supporting Enterprise Technology’s Product Creation & Industrialization team’s Supply Chain and Quality functions, a salaried professional organization of +1,500 people building and accelerating the Industrial System transformation through integrated business processes by modern technology solutions that result in optimized cost and best-in-class quality of products and services that delight our customers. You are a business leader who works in HR. You help build the people strategy for the client group and partner its leaders on organizational health, talent strength, leader capability, and employee experience. Leaders own their people plans; you build the strategy, coach the execution, and provide the diagnosis, resources, and standards that make delivery possible. You will drive holistic organizational strategies that keep people at the center of how the operation reaches high performance, and doing it right once rather than reworking it later. Reporting to the Director, HR Business Partner, you translate the annual people operating plan into quarterly execution and run the operating rhythm for your client group. The work builds business and financial fluency, structured problem solving through A3 and PDCA, and organization design capability that transfers to any function you move into.

What you'll do...

Business Partnership

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. Use workforce, talent, employee-relations, and other relevant data to understand the issue, develop practical recommendations with business leaders and HR partners, and support implementation. Assess whether the actions are improving business or people outcome.

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.
Give leaders direct feedback on their personal impact on engagement and retention, using evidence from data and from what you have observed firsthand.
Understand what each decision sets as precedent, and test significant actions against how they would read to an outside reviewer before they are taken.
Deliver timely, well-documented, consistent case outcomes, partnering with the People Matters per protocol and escalating significant matters to leadership.
Manage performance exits, reduction actions, and complex accommodations with Legal and the relevant COEs, ensuring fairness, proportionate response, and compliance with employment law and policy.

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
Manage a bowler of real indicators - regretted attrition, internal fill, span and layer, engagement hot spots, time to fill, employee relations drivers - and address abnormality rather than reporting it.
Eliminate waste in the people processes serving the client group with the process owner or COE rather than compensating manually.

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.
Assess how automation and technology can change the work, and build reskilling and redeployment plans with the business.
Support delivery of organizational optimization and efficiency targets through structure aligned to strategy.
Guide the people aspects of significant business changes, including organization structure changes, workforce optimization, and talent integration. Partner with leaders and relevant HR teams to assess impacts, develop recommendations, support communication and implementation, and help maintain business continuity during the transition

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.
Shape success profiles and partner on selection for critical roles, assessing capability, potential, and culture rather than experience match.
Drive performance management outcomes: honest and timely feedback, differentiation that holds, and decisive action on sustained underperformance.
Coach leaders to diagnose root cause of poor performance - skill versus will - rather than moving problems out of their way.

You'll have...

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.

Even better, you may have...

Master's degree in Human Resources, Organizational Development, Business, or a related discipline, or commensurate work experience.
Experience operating within a COE and Shared Services HR model
PHR, SHRM-CP, or CHRP

Work Requirements…

This role requires onsite presence at the primary location with occasional travel to other facilities. 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, or walking. 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 equipment.

Skills...

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
Paid parental leave, new parent ramp-up programs, subsidized back-up childcare 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
Generous vacation time, sick/personal time, and paid holidays, including between Christmas Eve and New Year’s Day

This position is leadership level 6 and ranges from $115,500-$218,100.

Final determination of salary grade will be based on candidate's skills and experience, and base salary will be set within the applicable range according to job scope, responsibility and competitive market value.

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 1-888-336-0660.

This position is hybrid with a requirement to be onsite four or more days per week.

#LI-Hybrid#LI-LP3

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Change the world with your ideas.

Speak up. We’re listening. At Ford, we believe the right ideas, and the people behind them, can move an entire industry. Here, you'll work with teams who value your voice, push bold ideas forward, and leave a mark that lasts.

An office lobby with people in various activities.

Support designed to go the distance.

From day one, Ford invests in you with medical benefits built to help you plan for what’s next. You’ll also get support for you and your family that meets you at every step, so you can move forward with confidence.

Health and Wellness

Comprehensive medical, dental, vision, mental health, and unique wellness perks keep you and your family supported every step of the way.
Financial and Retirement Programs

Build a strong financial future with robust retirement contributions, savings programs, and free personalized financial planning tools.
Flexible Vacation and Holidays

Enjoy your time away from work with generous vacation, holidays, and flexible family leave designed to help you balance life and work with ease.
Vehicle Discount Program

The best thing about building great products is driving them! The second-best thing: sharing your discount with family and friends so they can drive them, too.
Family Growth and Support

Grow your family confidently with fertility, surrogacy, and adoption assistance, paid parental leave, and a supportive new-parent ramp-up program.
Additional Programs

Enjoy unexpected extras like pet insurance, legal services, identity protection, and access to convenient health and wellness services.

Ford gives me the space to innovate, to lead, and to serve — all while staying true to who I am as an engineer, educator, and parent. It’s not just a career; it’s a community that drives change.

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Manager, HR Business Partner

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Looking for jobs tailored to you?

Change the world with your ideas.

Support designed to go the distance.

Health and Wellness

Financial and Retirement Programs

Flexible Vacation and Holidays

Vehicle Discount Program

Family Growth and Support

Additional Programs

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