HR Business Partner Manager (Detroit/Flint)

Company

Cox Automotive - USA

Job Family Group

People Solutions

Job Profile

HR Business Partner Manager

Management Level

Manager - Non People Leader

Flexible Work Option

Hybrid - Ability to work remotely part of the week

Travel %

Yes, 50% of the time

Work Shift

Day

Compensation

Compensation includes a base salary 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.

Job Description

Qualified CAI People Solutions candidates will receive first priority consideration for this role. Qualified candidates from other divisions are encouraged to apply and will be considered as part of the overall selection process if the role is not filled through the priority candidate pool.

The HR Business Partner Manager, Manheim Detroit, is an onsite position that partners with leaders across multiple departments, business areas, and locations within Manheim to design, develop, and deliver People Solutions programs that support business strategies and objectives. This role is responsible for advising leaders on the implications of short- and long-term decisions, strategies, and change efforts, with an emphasis on positive labor relations. The HRBP Manager serves as a key liaison between management and union representatives, ensuring compliance with collective bargaining agreements, labor laws, and company policies.

Responsibilities

• Design, develop, and deliver People Solutions programs across multiple locations and business areas, ensuring alignment with organizational strategies and goals. 

• Advise leaders on the implications of business decisions, strategies, and change efforts, particularly as they relate to unionized environments. 

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

• Support collective bargaining negotiations, contract administration, and grievance/arbitration processes. 

• Ensure compliance with all applicable federal, state, and local labor laws, including the National Labor Relations Act (NLRA), and with collective bargaining agreements. 

• Consult with leaders, managers, supervisors, and employees to resolve employee and labor relations issues, providing guidance on contract interpretation and dispute resolution. 

• Coach and counsel leaders and managers on effective leadership, management, and supervisory skills, with a focus on positive workforce dynamics. 

• Monitor adherence to company People Solutions policies and consult with leadership on policy interpretation and application in union settings. 

• Analyze and synthesize people data to advise leaders on key talent strategies, workforce planning, and organizational design. 

• Collaborate with People Solutions and business partners to develop policies, programs, tools, and analytical processes to enhance people processes and organizational effectiveness. 

• Conduct needs analyses to capture business requirements and essential capabilities, including those specific to unionized environments. 

• Manage and enhance onboarding for new hires, including union orientation as required. 

• Conduct employee exit interviews and advise management on identified issues and concerns.

• Support investigations of employee and labor issues and complaints to ensure timely and appropriate action. 

• Facilitate and influence leaders in the development of effective organizational designs that support business objectives. 

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

Qualifications

• Bachelor’s degree in Human Resources, Labor Relations, Business Administration, Industrial/Organizational Psychology, or a related field. 

• 6 years progressive experience in HR experience.

• 2 years experience in leading or supporting collective bargaining, grievance, and arbitration processes.

• Demonstrated ability to analyze org and labor issues, determine root causes and create solutions.

• Demonstrated ability to build effective, consultative relationship with client group in complex settings.

• Advanced knowledge of federal, stat