Human Resources Business Partner

About Metalsa
:
We are a global leader with over 65 years of experience in the automotive industry, manufacturing safe, sustainable products that move people around the world. We’re building a better future by enriching communities every day—driven by our commitment to people, innovation, and our planet.

Role Objective: As a Talent and Leadership HDBP, you will build, develop, and elevate the talent that drives our plant's strategic success. You'll own the full talent lifecycle—from identifying high-potential talent through structured succession planning, to coaching leaders, to enabling performance—ensuring Metalsa has the bench strength to thrive and the leadership depth to secure business sustainability.

What will your day look like?

• Develop and execute the salaried workforce talent strategy aligned with plant operations.
• Own training and development design, delivery, and effectiveness for Group Leaders, Area Managers, and individual contributors.
• Design and lead formalized leadership development pipelines for Group Leaders and Area Managers.
• Own individual development plans (IDPs) for key talent and high-potential employees, including coaching conversations and growth milestones.
• Design and facilitate succession planning and talent review processes, identifying high-potential talent and readiness for advancement.
• Facilitate talent calibration sessions to assess bench strength, identify gaps, and plan for leadership continuity.
• Lead annual and periodic performance calibration sessions, ensuring clarity on expectations, accountability, and development opportunities.
• Collaborate with Learning & Development on salaried training programming, owning curriculum design and effectiveness measurement.
• Serve as a talent advisor to operations leadership, providing coaching, career guidance, and leadership consulting to Group Leaders and Area Managers.
• Develop talent action plans, hold 1:1 development conversations, and identify stretch assignments.
• Maintain talent databases and succession planning tools, ensuring accuracy of organizational data and development plans.
• Report on talent metrics and development progress, tracking coaching engagement, IDP completion, promotion rates, and retention of key talent.
• Partner with Talent Acquisition on recruitment strategy for salaried roles, aligning hiring managers on competency frameworks.
• Collaborate on culture and organizational development initiatives that align talent development with the broader employee experience strategy.
• Support special Human Development projects and plant-wide initiatives that strengthen organizational capability and leadership effectiveness.
• Take on additional responsibilities as needed—this role evolves as the needs of the department change.

Education & Experience

• B.A. degree in Business, Human Resources, Organizational Development, or a related field (required); SHRM or PHR certification preferred.
• Minimum of 5 years of Human Development experience with demonstrated knowledge of talent management, performance management, leadership development, and succession planning (required).
• Prior experience as an HDBP or senior specialist supporting manufacturing/operations processes (required).
• Excellent communication, facilitation, and interpersonal skills, with the ability to build strong partnerships with operations leaders (required).
• Project management and change management experience, with the ability to lead training initiatives from design through execution (required).
• Proficient in Microsoft Office Suite, including Access, Excel, and PowerPoint (required).
• Proficiency in HRIS platforms and software (required).
• Experience working in a union environment or with a CBA (preferred).
• Experience with organizational design, restructuring, or change management initiatives (preferred).
• Knowledge of manufacturing/automotive processes (preferred).

Technical Skills & Knowledge

• HRIS platforms (data management, reporting, analytics).
• Performance management software and tools.
• Learning Management Systems (LMS).
• Data analysis and interpretation (talent metrics, retention rates, promotion rates).
• Dashboard and scorecard development.
• Written communication, including reports,…