Director, HR Business Partner

We are the movers of the world and the makers of the future. We get up every day, roll up our sleeves and build a better world -- together. At Ford, we’re all a part of something bigger than ourselves. Are you ready to change the way the world moves?

In this position… 

As a key member of the HR leadership team, the Director, HR Business Partner, leads the people strategy and human resources delivery for a Ford business unit. This role is accountable for the performance and results of their direct team. They are responsible for aligning business strategy with HR strategy and operations, forging partnerships across the HR function to develop and drive scalable HR programs/talent initiatives, and delivering value-added services to management and employees that reflect the organization's business objectives. This position holds management authority over a high-performing human resources unit.

We currently have director-level HR Business Partner opportunities supporting our Industrial Systems Team.

If you are motivated by the challenges and opportunities that come with building scalable HR strategies and operations at a moment of historic transformation and dynamism at Ford, then this is the opportunity for you. 

What you'll do…

• Leads the design, implementation and execution of a respective business unit’s HR strategy and overall HR program delivery, spanning organization design, talent and workforce plans, and all company and business unit HR objectives. 
• Drives the organization and HR Business Partner team towards a culture of excellence, prepares leaders and teams to embrace organizational change, and collaborates with HR and business leaders to ensure employees feel engaged and inspired to deliver business results in a dynamic and challenging environment.
• Designs approaches for diagnosing and enhancing organizational effectiveness and employee satisfaction.
• Translates company-wide objectives and initiatives into approaches that are tailored to the specific needs of the respective business unit and technical leaders and employees. 
• Leads change management planning and activities that impact thousands of employees. Implements organizational structures that improve individual and organizational performance, including during times of rapid organizational change, while ensuring minimal business disruption.
• Develops organization-specific people and workforce plans and roadmaps to align the workforce with business needs and leads their implementation. Drives the execution of strategies to attract, engage, and retain world class talent required to support business growth. 
• Owns accountability for talent management responsibilities, including performance management, disciplinary action, terminations, recruitment, pay decisions, and other personnel actions.

What you’ll have...

• Bachelor’s degree or master’s Degree (preferred) in Human Resources, Organizational Development, or any other related discipline or commensurate work experience.
• 8+ years of work experience with a Master’s degree or 10+ years of work experience with a Bachelor’s degree, preferably in Human Relations or a related field.

Even better, you may have...

• Prior experience in the automotive or manufacturing industry.
• Demonstrated people leadership experience, directly managing human resources team members.
• Master’s Degree in Human Resources, Organizational Development, or any other related discipline or commensurate work experience. 

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. Working conditions occur within low to moderate noise levels related to the use of standard office or classroom equipment.

Skills: 

• Leadership (Coaching, Guiding, Influencing)
• Strategic Mindset 
• Interpersonal and Executive Communication 
• Problem Solving 
• Team Management
• Performance Management
• Change Management
• Succession Planning
• Organizational Development
• HR Strategy
• Business Strategy
• Project Management
• Business Process Management
• HR Information Systems
• Employee Relations
• Talent Management 

This description outlines the general nature and scope of work typically performed in this job. It is not intended to be an exhaustive list of all duties, responsibilities, knowledge, skills, work requirements, etc. It may vary slightly based on business or geographic ne