HR Business Partner Job at Ford Motor in Rancho Cucamonga

In this position

This HR Business Partner role strategically aligns HR functions with business objectives, enhancing employee experience and driving success through expertise in labor relations and employee engagement. Working closely with Site Leadership, Operations, and union representatives, you will deliver advanced HR solutions, support talent management, and ensure compliance in an on-site distribution setting. This role requires strong communication, interpersonal, and problem‑solving skills to foster a high‑performing, empowered workforce and a positive work environment.

Qualifications

• Bachelor’s degree in human resources, Organizational Development, or any other related discipline or equivalent combination of relevant education and experience.

• Minimum 2-3 years of relevant HR and labor work experience

Even better, you may have

• Experience working in a manufacturing facility

• SPHR or SHRM‑SCP certification

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.

Benefits

• Immediate medical, dental, vision and prescription drug coverage

• Flexible family care days, paid parental leave, new parent ramp‑up programs, subsidized back‑up child care and more

• Family building benefits including adoption and surrogacy expense reimbursement, fertility treatments, and more

• Vehicle discount program for employees and family members and management leases

• Tuition assistance

• Established and active employee resource groups

• Paid time off for individual and team community service

• A generous schedule of paid holidays, including the week between Christmas and New Year’s Day

• Paid time off and the option to purchase additional vacation time.

This position is a salary grade 7.

For more information on salary and benefits, click here: New Hire Benefits

Visa sponsorship is not available for this position.

Candidates for positions with Ford Motor Company must be legally authorized to work in the United States. Verification of employment eligibility will be required at the time of hire.

We are an Equal Opportunity Employer. All qualified applicants will receive consideration for employment without regard to race, religion, color, age, sex, national origin, sexual orientation, gender identity, disability status or protected veteran status. In the United States, if you need a reasonable accommodation for the online application process due to a disability, please call 1‑888‑336‑0660.

What you’ll do

• Business Acumen: Builds strong relationships and develops a deep understanding of operations to make informed decisions, provides valuable consulting to leadership, and offers strategic guidance on HR matters that drive sustainable cultural change and supports the achievement of business objectives

• Tracks People metrics, collaborating with the HR Manager and Operations Leadership to identify and address gaps

• Talent Management: Assists customer group with the execution of talent management responsibilities, including performance management, talent development, succession planning, PDC activities, compensation planning, recruitment, and other personnel actions. Conducts new hire onboarding and orientation activities.

• Employee Relations: Collaborates closely with Operations Leadership and union representatives to ensure correct implementation and accurate interpretation of the collective bargaining agreement, addressing inquiries, grievances, and other union‑related issues for consistent application

• Union Relations: Assists in resolving union issues such as conflicts, disputes, and disciplinary matters, ensuring fairness and consistency in a timely manner. Participates in collective bargaining process and negotiations where support is needed. Ensures rep comp is completed accurately and timely within the constraints of the contractual agreement

• Investigations: Conducts investigations within their assigned customer group, ensuring that all disciplinary issues, grievances, and arbitration matters are handled in a timely and effective manner. Assesses the severity of each case and escalates significant concerns to the Manager, HR Generalist as required. Escalates all types of discrimination charges and complaints in partnership with legal counsel. Leverages conflict resolution and critical thinking skills to conduct investigations.

• Payroll, Time and Attendance: Supports payroll and attendance tracking processes including attendance hearings, issuing 10-day quit letters, updating system codes, vacation usage, and running necessary reports. Applies knowledge of leaves of absences policies, rules and regulations including the Family and Medical Leave Act and its interaction with worker’s compensation and Americans with Disabilities Act to administer and track in relevant HRIS systems.

• Manpower Administration: Assists with the talent management process for hourly employees within their customer group including: TFT /TPT placement and tracking, support skill trades hiring / apprenticeship program administration, outside contracting, internal and external hourly hiring processes, reskilling, transferring, retirement separation packages, tracking and processing, team leader 30/60/90‑day review processes, and manpower reporting.

• Employee Engagement: Fosters a positive and inclusive hourly and salary employee experience through proactive initiatives based on feedback through employee opinion surveys, suggestions, and open‑door policies and DEI initiatives, to boost engagement and address areas for improvement. Participates in employee recognition events, planning, etc. Conducts daily floor walks in designated customer area to build positive relationships with employees and ensure HR availability.

• Lean Methodology: Apply lean methodologies and tools with progressive HR practices to guide decision‑making, problem‑solving, root cause analysis, and drive operations to best in class levels.

• Employee Communication: Partners with local communications staff to implement and execute relevant communications to foster an informed employee population and 2‑way communication across all shifts.

• Compliance: Ensures compliance with employment laws, regulations, and company policies.