Director, HR Business Partner

Director, HR Business Partner

We made history and now we work to transform the future – for our customers, our communities and our families. You'll see your work on the road every day, helping people move freely and pursue their dreams. At Ford, you can build more than vehicles. Come build what matters.

As part of our Human Resources team, you'll help us attract, hire and retain the top talent we need to achieve our bold vision. You'll play a vital role in defining, developing and maintaining the winning culture that empowers diverse individuals to work together and create the impossible. We're seeking change leaders, talent strategists, employee advocates and culture architects to enable our teams, partners, and businesses to do and be their best.

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 Director, HR Business Partner, you will serve as a key member of the HR Business Partner team, leading the talent strategy and HR delivery for an organization within the Vehicle Hardware Engineering & Racing team. You will serve as a trusted advisor to the organization's senior leadership team, bring an independent point of view, and shape decisions on organization, leadership talent, workforce capability, and change.

You will partner across the company to translate business objectives into an integrated, multi-year talent strategy and drive effective execution across the organization.

Success in this role will include strengthening the leadership and talent pipeline, improving organizational effectiveness, building critical workforce capabilities, and enabling significant business and organizational transformation.

What you'll do...

• Influence and lead the execution of the multi-year talent strategy for the supported organization, aligning talent, organization, culture, and workforce priorities with business objectives.
• Serve as a trusted advisor to senior business leaders, bringing an independent point of view and constructively challenging decisions related to organization, leadership talent, workforce capability, and change.
• Anticipate organizational, workforce, succession, and capability risks; develop recommendations and guide leaders through complex tradeoffs and high-stakes people decisions.
• Lead organizational design and effectiveness work, implementing structures, roles, governance, and ways of working that improve performance while minimizing business disruption.
• Lead large-scale change management planning and execution impacting thousands of employees, preparing leaders and teams to navigate and sustain change.
• Translate company-wide objectives and initiatives into tailored strategies that meet the needs of the organization, technical leaders, and employees.
• Own the organization's integrated talent and workforce agenda, including strategic workforce planning, talent acquisition and integration, performance and rewards, succession, leadership development, employee engagement, and retention.
• Use workforce data, external insights, quantitative analysis, and business measures to identify emerging risks, shape recommendations, influence decisions, and evaluate the impact of people and organization strategies.
• Collaborate with HR centers of expertise and cross-functional partners to deliver scalable solutions and measurable business value.
• Establish priorities, measures, and operating rhythms that create accountability for execution and demonstrate progress against the talent strategy.
• Lead, coach, and develop a team of HR Business Partners, strengthening…