Manager, HR Business Partner
Efds Cx_1 · Dearborn, Michigan, United States · hybrid
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...
Business Acumen | Strategic Partnership | Continuous Improvement | Organization Design | Culture and Employee Experience | Talent Management | Coaching and Influence | Change Management
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