Human Resources Business Partner

Human Resources Business Partner at Slate Auto

At Slate, we’re building safe, reliable vehicles that people can afford, personalize and love—and doing it here in the USA as part of our commitment to reindustrialization. The spirit of DIY and customization runs throughout every element of a Slate, because people should have control over how their trucks look, feel, and represent them.

Slate is looking for an energetic, organized, experienced Human Resources Business Partner (HRBP) to join our growing team. This position will play a key role as a partner to leadership team members, aligning an organization’s people strategy with its business strategy by serving as an advisor and HR functional subject matter expert to management. The HRBP will provide a broad range of strategic HR knowledge and support to achieve functional objectives, including organizational development, talent management, learning and development, employee engagement, diversity and inclusion, and employee relations.

The HRBP will be the first point of contact and change agent for organizational and human resource initiatives for all managers and employees in assigned functional organization(s). Together with line managers, the HRBP works on setting priorities, driving values, and delivering business results.

• Lead organizational development to ensure structures are set up to improve both individual and organizational performance, aligned with short and long‑term strategy.
• Guide leaders on role definition and position descriptions; partner with talent acquisition to accelerate critical hiring and talent pools to support succession and workforce planning.
• Consult and influence leaders to repurpose, rescope, and combine roles to support business needs and succession planning.
• Partner with business leaders to cultivate people leadership, diversity and inclusion, talent, and technical capability; provide coaching to leaders.
• Drive and guide managers on the performance management process.
• Lead talent management activities and facilitate talent reviews and succession planning; ensure alignment of talent development programs with business objectives.
• Be an engaged agent in shaping the culture by translating desired values into specific employee and managerial behaviors, actions, and processes.
• Proactively identify potential employee relations issues and develop initiatives to promote a productive and engaged workforce; conduct investigations as needed.
• Drive execution of compensation processes, including annual planning, job benchmarking, job evaluations, and routine wage and salary administration.
• Serve as the first line of support responding to general HR inquiries, including employment, benefits and leave programs.
• Prepare and maintain employee personnel files and HRIS records as needed, exercising best practices for confidentiality and HR data integrity.
• Partner with COEs to develop effective HR policies, practices, business procedures, and guidelines and enable implementation.
• Assist in gathering and preparing HR data for reporting requirements and analysis, including preparation of AAPs and EEO‑1 reports.
• Ensure compliance with federal, state, and local legal requirements, reinforcing adherence and advising management on needed actions.

• Bachelor’s degree in Human Resources, Business Administration, or related field.
• 7+ years of relevant experience; or equivalent combination of education and experience. Automotive and start‑up industry experience preferred.
• 3+ years of experience in an HR Business Partner role.
• Proven knowledge and experience in all HR areas with a strong focus on talent management & development, organizational design & effectiveness, employee engagement, employee relations, and compensation management.
• Progressive HR background with experience in roles that interact and influence leaders.
• Demonstrated ability to problem‑solve, lead change, and implement new HR initiatives.
• Ability to gather and interpret relevant data and information, think analytically, solve problems, and translate HR analytics into compelling summaries and recommendations.
• High proficiency in communicating both verbally and in…