HR Business Partner

## HR Business Partner Apply:
Southfield, Michigan, US:
Auburn Hills, Michigan, US:
Full time:
Posted Today:
R
** Job descriptions may display in multiple languages based on your language selection.**##
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* What we offer:

** At Magna, you can expect an engaging and dynamic environment where you can help to develop industry-leading automotive technologies. We invest in our employees, providing them with the support and resources they need to succeed. As a member of our global team, you can expect exciting, varied responsibilities as well as a wide range of development prospects. Because we believe that your career path should be as unique as you are.##

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** Group

Summary:

** Transforming mobility. Making automotive technology that is smarter, cleaner, safer and lighter. That’s what we’re passionate about at Magna Electronics, and we do it by creating world-class Electronic systems. We are a premier supplier for the global automotive industry with full capabilities in design, development, testing and manufacturing of complex Electronic systems. Our name stands for quality, environmental consciousness, and safety.

Innovation is what drives us and we drive innovation. Dream big and create the future of mobility at Magna Electronics.
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* Job Responsibilities:

** The HR Business Partner serves as the primary HR partner for assigned U.S. Engineering Centers within Magna Electronics. Reporting to the HR Manager, this role works closely with engineering leaders, employees, Centers of Excellence and other HR partners to translate business priorities into practical people solutions. The HRBP supports organizational effectiveness, workforce planning, talent development, employee engagement, performance management, and consistent execution of HR programs across the supported locations.

The successful candidate brings strong business partnership, sound judgment, data-driven decision-making, and a hands-on approach in a fast-paced, matrixed engineering environment. Your Responsibilities
* Partner with Engineering Center leaders to understand business priorities and translate them into aligned people and organization strategies.
* Provide day-to-day HR guidance and coaching to leaders and employees on performance, talent, employee relations, policy interpretation and organizational matters.
* Support workforce planning, including headcount forecasting, capability and skill-gap assessment, succession planning, organizational design, and workforce transitions.
* Lead and support talent processes, including goal setting, performance management, talent reviews, development planning, succession planning and retention actions.
* Coach leaders to strengthen accountability, leadership effectiveness, employee development and consistent people management practices.
* Partner with Talent Acquisition and hiring leaders to define workforce needs, support recruiting strategies and facilitate effective onboarding.
* Support compensation planning and job evaluation activities in partnership with Compensation and HR leadership, promoting internal equity and alignment with established programs.
* Manage employee relations matters with objectivity, confidentiality and appropriate escalation, including workplace concerns, investigations, corrective action and performance improvement.
* Support organizational change and transformation initiatives, including stakeholder alignment, communication, implementation and adoption within the U.S. Engineering Centers.
* Collaborate with HR Centers of Excellence and other HR partners to deliver consistent programs while adapting implementation to local business and legal requirements.
* Maintain accurate employee and organizational data in Workday and support position management, reporting-line…