HR Business Partner Manager (Manheim Detroit)

Company

Cox Automotive - USA

People Solutions

HR Business Partner Manager

Manager - Non People LeaderNo remote option; must work at a specified Cox location

Yes, 25% of the time

Day

Compensation

Compensation includes a base salary in the range of $101,500.00 - $169,100.00. The base salary may vary within the anticipated base pay range based on factors such as the ultimate location of the position and the selected candidate’s knowledge, skills, and abilities. Position may be eligible for additional compensation that may include an incentive program.

Cox Automotive is currently looking for an HR Business Partner Manager to join our team.

The Role:

The HR Business Partner Manager partners with Market Center business leaders to shape and implement people strategies that align with business unit/function goals. This role provides guidance, leads key talent initiatives, and acts as a trusted advisor to leadership on workforce planning, organizational design, and employee relations. 

Manheim Auto Auctions consist of large, frontline, client-facing workforces in a high-volume production environment.  

This is an onsite role located in the Manheim Detroit auction, with up to 25% travel required to associated locations in the market. 

Responsibilities:

Business Support 

• Partners with and serves as a key liaison between business and People Solutions leaders to support union‑represented operations, including contract administration, day‑to‑day union engagement, and active participation in collective bargaining negotiations with an emphasis on positive labor relations. 

• Serve as the primary point of contact for union representatives, facilitating positive labor-management relations and effective communication. 

Strategic Partnership & Planning 

• Shape and deliver People Solutions programs across multiple locations, departments, or business areas. 

• Facilitate development of integrated people plans aligned to business strategy and goals. 

• Advise leaders on the implications of short- and long-term business decisions, strategies, and change initiatives.  

• Partner with leaders to assess organizational needs and define required capabilities. 

Consulting & Advisory 

• Serve as a trusted advisor to leaders on talent, organizational effectiveness, and people-related strategies. 

• Collaborate with senior leaders and managers to implement significant People Solutions initiatives.  

• Coach and counsel leaders on effective leadership, performance management, and team effectiveness.  

• Interpret and apply company policies and provide guidance on compliance and risk mitigation. 

• Advise leaders on the implications of business decisions, strategies, and change efforts particularly as they related within a union environment. 

• Proactively assess business risk related to labor relations and develop recommendations for mitigation. 

Talent & Workforce Management 

• Own and lead talent management processes, including performance management and annual compensation planning. 

• Partner with COEs and functions to ensure effective execution of programs.  

• Analyze and synthesize workforce data to inform talent strategies and decision-making.  

• Identify and address gaps in workforce capability through strategic planning and interventions (aligned to needs analysis expectations).  

• Conduct needs analyses to capture business requirements and essential capabilities, including t