Key responsibilities include:

• Strategic Business Partnership & Business Acumen: Serve as a trusted advisor to plant leadership, translating business strategy into impactful HR initiatives that optimize organizational effectiveness and elevate the employee experience.
• 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.
• Data Storytelling and Workforce Planning: Champion a data-first approach, leveraging HR analytics platforms to extract critical insights, predict workforce trends, and inform strategic decision-making at the operational leadership level.
• 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.
• 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.
• 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.

To succeed in this role, you will need:

• A Bachelor’s degree in human resources, Organizational Development, or any other related discipline or commensurate work experience.
• Minimum 1-3 years of relevant HR and labor work experience with a bachelor’s degree, preferably in a manufacturing setting.
• PHR or SHRM-CP certification is even better.

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Your key responsibilities will be:

• Strategic Business Partnership & Business Acumen: Serve as a trusted advisor to plant leadership, translating business strategy into impactful HR initiatives that optimize organizational effectiveness and elevate the employee experience.
• 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.
• Data Storytelling and Workforce Planning: Champion a data-first approach, leveraging HR analytics platforms to extract critical insights, predict workforce trends, and inform strategic decision-making at the operational leadership level.
• 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.
• 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.
• 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.

This role requires onsite presence at the manufacturing plant to fulfill job responsibilities. Involves occasional lifting of no more than 10 pounds at a time. Work is performed primarily in a seated position and entails no significant stooping, climbing, etc. Role does require time walking and standing on plant manufacturing floor at least 20% of the time.

You will have:

• Bachelor’s degree in human resources, Organizational Development, or any other related discipline or commensurate work experience required.
• Minimum 2-4 years of relevant HR and labor work experience with a bachelor’s degree, preferably in a manufacturing setting.

Even better, you may have:

• PHR or SHRM-CP certification.

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The investigator will exhibit sound judgment in recommending outcomes for investigations and partner with Human Resources and/or the Labor Relations team to ensure proper handling and disposition of these cases involving union represented and salaried employees.

Key responsibilities include:

• Investigating workplace issues/concerns raised through internal Company channels and some externally filed complaints
• Exhibiting sound judgment in recommending outcomes for investigations
• Partnering with Human Resources and/or the Labor Relations team to ensure proper handling and disposition of these cases
• Working with various Company functions, operating committee members, the Office of the General Counsel, and outside counsel on related issues
• Preparing, tracking, and maintaining appropriate investigation documentation
• Developing and implementing investigation plans
• Driving timely closure of open cases/concerns
• Managing employee data and statements in a highly confidential manner
• Drafting concise and clear investigation reports
• Partnering cross functionally on investigations, discipline, performance management, and other aspects of employee relations
• Serving as a strategic partner, promoting ethical and compliant behavior that is aligned with Company policy and government regulations, with fair and equal treatment for the workforce
• Coaching, counseling, and educating employees on HR policies, performance management, processes, programs, position eliminations, and strategies
• Supporting grievance, arbitration and litigation process from investigations
• Analyzing case activity and determining trends/recommendations for proactive actions
• Fostering an effective, inclusive work environment/culture and relationships, balancing employee advocacy with stewardship of company goals and values
• Conducting other duties as necessary to align with EEO regulations, and other internal and external policies and directives

Qualifications include:

• Bachelor's degree
• 3+ years of HR investigative experience

Preferred qualifications include:

• Prior experience in a manufacturing and/or complex multi-facility environment
• Prior experience specifically conducting EEO/harassment or other investigations
• Ability to manage multiple tasks in a fast-paced and matrixed work environment
• Master's degree in a Human Resource related field
• HR generalist and/or Labor specialist experience
• Successful candidates should be able to demonstrate leadership behaviors and integrity combined with outstanding interpersonal, teambuilding, and oral/written communication skills

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Responsibilities: Provide Human Resources support and guidance to BlueOval Battery Michigan leadership including the planning, development, launch and implementation of business strategy Assist in gaining alignment in related Human Resources processes and procedures to enable a competitive Battery Manufacturing framework and positive employee experiences Build strategic alignment with the partner(s) on the HR Delivery Model while driving process improvements and efficiencies to support high quality employee relations Assure the quality of assigned employee relations programs and processes including engagement surveys Collaborate well cross functionally to further the goals of the Company and Employee Relations team Advise on complex HR matters ranging from employee concerns, complaints, and disputes from inception to resolution Provide support to Talent Acquisition, Workforce Development, Employee Relations, Total Rewards, HR Information Technology, etc. as well as support in driving strategic alignment with key partners and stakeholders Ability to communicate complex ideas/findings clearly and concisely Proactively utilize data and metrics to identify employee trends and inform improvements to policy, process, and training to educate employees Scan the external environment for regulations, best practices, and trends to be proactive and inform continuous improvement actions

Capabilities Required: Leading transformational change Innovation Critical thinking Resourcefulness Confidence, courage and independence Strong interpersonal and influencing skills, collaborator Drive for results and sense of urgency Data-driven Change Management and Organizational Design Prior Labor Relations/Manufacturing experience preferred

Qualifications: Bachelor’s degree in human resources, Business Administration, or a related field 6+ years' experience in Human Resources processes including, but not limited to, compensation planning, salaried personnel relations, hourly employee and labor relations, performance management, employee coaching/counseling, employee engagement, employee development, organization development and workforce planning Strong business acumen, including financial analysis Demonstrated project management skills Experience partnering with cross-functional teams Proficiency with Microsoft Office software applications Strong oral and written communication skills Demonstrated ability to work as part of a team Strong analytical, problem solving, and organization skills

Even better, you may have: Master’s degree in human resources, Business Administration, or a related field Prior Human Resources in Manufacturing settings is preferred Demonstrated ability to coordinate resources across multiple functions Strong interpersonal, negotiation and conflict management skill Ability to guide and influence all levels

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!

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Your key responsibilities will include:

• Strategic Business Partnership & Business Acumen: Serve as a trusted advisor to plant leadership, translating business strategy into impactful HR initiatives that optimize organizational effectiveness and elevate the employee experience.
• 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.
• Data Storytelling and Workforce Planning: Champion a data-first approach, leveraging HR analytics platforms to extract critical insights, predict workforce trends, and inform strategic decision-making at the operational leadership level.
• 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.
• 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.

You will have:

• A Bachelor’s degree in human resources, Organizational Development, or any other related discipline or commensurate work experience.
• Minimum 1-3 years of relevant HR and labor work experience with a bachelor’s degree, preferably in a manufacturing setting.

Even better, you may have:

• PHR or SHRM-CP certification.

This role requires onsite presence at the manufacturing plant to fulfill job responsibilities. Involves occasional lifting of no more than 10 pounds at a time. Work is performed primarily in a seated position and entails no significant stooping, climbing, etc. Role does require time walking and standing on plant manufacturing floor at least 20% of the time.

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We are seeking an experienced and strategic Director, Health Care Benefits to lead the design, evolution, and administration of Ford's health care benefits programs. This leader will be responsible for setting the future direction for our health care benefits, ensuring they are comprehensive, competitive, cost-effective, and aligned with Ford's overall business objectives and employee needs.

This leader will shape Ford's benefits strategy and lead a team committed to operational excellence, delivering seamless administration, full compliance, and outstanding employee experience. The ideal candidate will possess a deep understanding of the evolving health care landscape, a proven track record in strategic benefits planning, the ability to deliver operational excellence through strong team leadership, and exceptional skills in cross-functional collaboration and labor relations.

Key responsibilities include:

• Establishing Ford's multi-year health care benefits vision and strategic roadmap, aligning with enterprise business objectives and long-term talent strategy.
• Overseeing competitive benchmarking, market intelligence, and assessment of emerging health care trends, disruptive technologies, and industry innovations to position Ford as a benefits leader and employer of choice.
• Analyzing workforce demographics, health data, and utilization patterns to design benefit strategies that optimize health outcomes, employee experience, cost management, and competitive positioning.
• Developing business cases and financial models for senior leadership on benefit investments, plan redesign, and transformational initiatives.
• Partnering with Supply Chain, Finance, Legal, HR, IT, and Labor Relations to align health care strategy with corporate financial planning, risk management, and total rewards philosophy.

Additional responsibilities include leading health care benefit negotiations with union partners, proposing solutions that meet the needs of both the company and our union-represented employees, and managing health care benefits budget, cost forecasting, and financial performance.

The ideal candidate will have a bachelor's degree in Human Resources, Business Administration, Health Care Administration, or a related field, and a minimum of 10-15 years of progressive experience in employee benefits, with at least 7-10 years focused specifically on health care benefits strategy, design, and administration in a large, complex organization.

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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.

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The Manufacturing HR Business Partner serves as a critical strategic partner and hands-on HR leader, deeply embedded within our automotive manufacturing plants and parts depots. This role is responsible for supporting the hourly and salaried workforce, collaborating closely with leadership to drive business objectives through a comprehensive HR lens.

Responsibilities

• Strategic Business Partnership & Business Acumen: Serve as a trusted advisor to plant leadership, translating business strategy into impactful HR initiatives that optimize organizational effectiveness and elevate the employee experience.
• 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.
• Data Storytelling and Workforce Planning: Champion a data-first approach, leveraging HR analytics platforms to extract critical insights, predict workforce trends, and inform strategic decision-making at the operational leadership level.
• 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.
• 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.
• 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.

Qualifications

• Bachelor’s degree in human resources, Organizational Development, or any other related discipline or commensurate work experience required.
• Minimum 2-4 years of relevant HR and labor work experience with a bachelor’s degree, preferably in a manufacturing setting.

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Responsibilities:

• Provide support to or personally lead medium to high complexity employee relations investigations, making recommendations on appropriate courses of action, matching investigation strategy to the complexity, risk, sensitivity, and confidentiality of the investigation
• Guide escalated performance management cases, supporting our People Partner and People Specialist teams
• Ensure cases are handled fairly, consistently, transparently, in a timely fashion, and in line with operating principles, policies, and appropriate local laws

Advising:

• Counsel People Partners, People Specialists, and business leaders on ER issues, trends and risks to foster sound business decisions
• Ensure that optimal decisions are made by leaders, People Partners/Specialists and other stakeholders through influencing, coaching, and by providing technical expertise and sound strategy
• Collect, analyze, interpret and make recommendations on ER related data

Other Projects:

• Conduct training for leaders, managers, employees, People Partners, People Specialists, Talent Partners, and other stakeholders
• Establish best practices for working within an organized case management system (HR Acuity preferred) and ensure that we are leveraging data and insights from the system to inform our approach to employee relations
• Other projects as assigned

We are looking for someone who meets the minimum requirements to be considered for the role. If you meet these requirements, you are encouraged to apply. The preferred qualifications are a bonus, not a requirement.

Minimum requirements:

• Bachelor’s degree required; JD, MBA, or other Advanced Degree preferred
• 3-5 years of Employee Relations/Human Resources or equivalent experience managing complex global investigations
• Superior written oral communication skills
• Ability to be discreet and maintain confidentiality is required
• Must be self-motivated and have an enhanced ability to prioritize/plan in a fast-paced, high growth environment
• Strong analytical skills and experienced decision maker who uses good reasoning and sound judgment required
• Must be able to work under pressure and deal with complex issues, while maintaining composure
• Ability to remain positive, collaborative, and objective while under pressure
• Proven track record of positively influencing leaders, teams, and stakeholders
• Ability to be a coach, mentor, advise, and partner with stakeholders at varying levels of seniority
• Strong knowledge of ER, labor relations, training, and conflict resolution, along with direct experience leading complex global investigations at all levels, including executive level
• Deep understanding of FMLA, EEO laws, ADA and other employment-related state and federal laws & regulations in the United States
• Open to travel, as some travel may be required

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