Human Resources Business Partner (Automotive)

Job Purpose

The HR Business Partner (HRBP) position is responsible for aligning business objectives with employees and management in designated business units. The position formulates partnerships across the HR function to deliver value-added service to management and employees that reflects the business objectives of the organization. The HRBP maintains an effective level of business literacy about the business unit's financial position, its midrange plans, its culture and its competition.

Key Accountabilities

• Collaborate with senior management to align HR strategies with overall business objectives. This includes long-term workforce planning, talent forecasting, and ensuring HR initiatives support the company's strategic direction.
• Consult with line management, providing HR guidance when appropriate.
• Help build and maintain a strong organizational culture, as well as continuously improve the employee experience.
• Provide advice and suggestions for culture-related initiatives, such as cultural transformation.
• Implement interventions on employee wellness, diversity and inclusion, or talent management.
• Work together with management and personnel to solve conflicts and help facilitate positive employee relations, maintain a good working environment, build morale, and decrease unwanted turnover.
• Collaborate with the recruitment team to identify and attract top talent. Develop strategies for talent retention and implement programs to reduce turnover.
• Develop and implement strategies to enhance employee engagement and motivation, including conducting employee surveys, identifying areas for improvement, and creating action plans to address concerns.
• Analyze trends and metrics in partnership with the HR COEs to develop solutions, programs, and policies.
• Manage and resolve complex employee relations issues. Conduct effective, thorough, and objective investigations.
• Maintain in-depth knowledge of legal requirements related to the day-to-day management of employees, reducing legal risks and ensuring regulatory compliance. Partner with the legal department as needed/required.
• Review and assess job descriptions and evaluate jobs whenever required in line with total rewards guidance.
• Assess and provide inputs in the development of variable pay schemes.
• Provide day-to-day performance management guidance to line management (e.g., coaching, counseling, career development, disciplinary actions).
• Work closely with management and employees to improve work relationships, build morale, and increase productivity and retention.
• Provide HR policy guidance and interpretation.
• Assist new joiners with all related HR matters.
• Provide guidance and input on business unit restructures, workforce planning, and succession planning.
• Identify skill gaps and training needs for business units and individual executive coaching needs.
• Assist in managing organizational change initiatives. This involves developing change management plans, communication strategies, and helping employees adapt to changes effectively.
• Participate in the evaluation and monitoring of training programs to ensure success. Follow up to ensure training objectives are met.
• Collaborate with legal counsel to address complex legal issues related to HR, such as employment litigation or regulatory compliance matters.
• Perform other related duties as assigned.

Qualifications

• Bachelor’s degree preferred in HR or Human psychology.
• CIPD or SHRM-CP or SHRM-SCP or any equivalent professional Certification

Experience

• Minimum of 8 years of experience resolving complex employee relations issues.
• Working knowledge of multiple human resource disciplines, including compensation practices, organizational diagnosis, employee and union relations, diversity, performance management, and federal and state respective employment laws.

Knowledge & Skills

• Excellent verbal and written communication skills.
• Excellent interpersonal and customer service skills.
• Excellent organizational skills and attention to detail.
• Strong Commercial Acumen, includes understanding finance principles, risk and reward, and business outcomes
• Ability to comprehend, interpret, and apply the appropriate sections of applicable laws, guidelines, regulations, and policies.
• Ability to acquire a thorough understanding of the organization’s hierarchy, jobs, qualifications, compensation practices, and the administrative practices related to those factors.
• Excellent time management skills with a proven ability to meet deadlines.
• Strong analytical and problem-solving skills.
• Proficient with Microsoft Office Suite or related software.