Director, Employee Relations

In this position... 

The Director, Positive Employee Relations is accountable for performance, and results of the Employee Relations team across departments/locations under their area of responsibility. The role possesses extensive knowledge of positive employee relations and employee experience.  This would include recruiting methods, employee listening and voice survey results and action plans, manufacturing culture, employment laws, and regulations. The role involves building and leading teams, providing guidance, and coaching, and executing HR strategies to support the overall business objectives. The role closely partners with leadership to address complex important employee relations issues of significance to the company. The role also oversees the design and implementation of effective communication strategies collaborating with internal and external communications. The role has expertise in leading teams for the improvement of processes and programs, analyzing the long-term impact of new and anticipated strategies, and contributing to ensuring a compliant and ethical work environment. 

This role will be remote with expected occasional travel to Ford facilities.  If you live outside of Southeast Michigan, there will be up to 40% travel. If you live in Southeast Michigan, there will be up to 20% travel.

What you'll do... 

• Oversees the resolution of employee, union free hourly employees as well as union relations issues, such as conflicts, disputes, and disciplinary matters, with fairness and consistency in a timely manner across departments/locations. Ensures compliance with employment laws, regulations, and company policies. 
• Leads projects that involve identifying innovative solutions and initiatives for novel abstract problems pertinent to a range of employee relations subjects and putting in place new strategies, processes, and programs after a thorough review of their expected long-term impact. Leads associated technical and business interactions with top management, other HR teams, as well as external vendors, auditors, and consultants. Leads change management programs for lean initiatives across plant locations.
• Oversees the development of case quality standards, investigation procedures, and reporting templates and oversees their consistent execution to ensure an efficient and effective experience. Performs analyses on metrics around incidents, investigations, case conflicts, escalations, and resolutions. Identifies root causes and makes appropriate modifications to policies and practices.
• Oversees the design and implementation of performance management systems, including performance evaluations, goal setting, feedback mechanisms, succession planning, and performance improvement plans, in partnership with leaders across the organization. Designs training programs for managers and hourly employees to address performance-related issues and/or workforce retrenchments.
• Supports resolution of all types of discrimination charges and complaints and leads briefings and meetings with legal counsel on lawsuit discovery and litigation preparation.
• Maintains oversight for long-term roadmaps for employee relations initiatives. 
• Oversees review of policies and procedures related to employee relations, conflict management, and workplace conduct to identify continuous improvement opportunities in line with business strategies and ensure their compliance with relevant laws, is communicated effectively to employees.
• Performs talent management responsibilities, including staffing, performance, and discipline, pay decisions, team development, and other personnel actions. 

You'll have…

• Bachelor’s Degree or Master’s Degree (preferred) in Business Administration, Human Resources, Organizational Development, or any other related discipline or commensurate work experience.  Prefer Manufacturing Operations and/or HR Human Resources in both Union and Union-free environments. 
• Minimum 8 years of work experience with a Master’s degree or 10 years of work experience with a Bachelor’s degree, preferably in Employee Relations or a related field.
• Strong Investigation experience within a Global Company, 

Licenses and Certifications:

• Certified Human Resource Professional (CHRP) (Preferred)
• Certified Change Management Professional (CCMP) (Preferred)
• Society for Human Resource Management Certified Professional (SHRM – CP)

Work Requirements:

• 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, walking, etc. Many sedentary jobs require good use of the hands and fingers for repetitive hand-finger actions. Workin