Ford Motor Company Jobs

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?

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.

The Regional Sr. Director, HR Manufacturing provides strategic HR leadership and serves as the central point of contact for Directors of Manufacturing, Plant Managers and Plant HR Directors/Managers. They oversee all aspects of HR operations, including salaried and labor-related issues, to ensure seamless day-to-day execution and alignment with business objectives. The Director, Regional HR Manufacturing fosters strategic partnerships with manufacturing leaders, including Directors of Manufacturing, Plant Managers, and Assistant Plant Managers, to execute key HR initiatives related to the hourly and salary employee life cycle.

What you’ll receive in return

As an established global company, we offer the benefit of choice. You can choose what your Ford future will look like: will your story span the globe, or keep you close to home? Will your career be a deep dive into what you love, or a series of new teams and new skills? Will you be a leader, a changemaker, a technical expert, a culture builder…or all of the above? No matter what you choose, we offer a work life that works for you, including:

• 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.

For a detailed look at our benefits, click here . This position is a leadership level 4.

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 committed to a culturally diverse workforce. 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.

Talent Management

• Conduct People Leader activities for the Plant HR team, such as coaching, mentoring, and performance evaluations. Support plant HR Directors/Managers, ensure HR talent pipeline and planning, and provide upskilling/training across key HR development gaps. Execute the processes defined by Manufacturing HRBO and Labor Affairs, utilizing tools from the Learning and Development team.

• Own the selection and development of manufacturing HR leadership at the plant level, including identifying key talent, succession planning, and specific examples of performance management and learning and development initiatives. Align with HRBO and Labor Affairs on the talent process to deliver and cascade. Partner with Learning and Development to provide specific examples of upskilling and training programs.

• Drive accountability for talent management responsibilities, including conducting performance reviews, implementing disciplinary actions, making pay recommendations, and engaging the right stakeholders. Be actively involved in decision making and communicate the process clearly.

• Leverages lean methodology in collaboration with internal departments, external vendors, auditors, and consultants to make decisions, problem solve and drive effective change management programs.

• Participate in the selection of candidates for senior manufacturing positions (i.e. Plant Managers) and collaborate with operations leaders to drive performance management, learning and development, and key HR process development. Partner with HRBO to align on the process, cascade, and execute at the plant for manufacturing leadership. Actively involved with OCM LL5+ talent processes, including providing specific examples of hiring, selection, and development initiatives.

• Coach Directors of Manufacturing, Plant Managers, and Assistant Plant Managers to solve people and culture issues and advise on talent growth and development strategies, leveraging Lean Methodology.

• Support driving a robust employee experience and positive manufacturing culture.

• Facilitates and supports the execution of the annual compensation planning and IBI process for customer group.

• Responsible for conducting performance evaluations of their direct report teams and executing the performance management process designed by the HR Business Partner team.

• Facilitate the cascade and implementation of People Strategic Action Plan objectives to ensure alignment and execution across the manufacturing organization.

• Responsible for the permanent international transfers process for manufacturing plants.

• Leads salaried workforce and retirement planning for their region and plant HR direct reports.

Data Analytics

• Utilize data to drive key business decisions, taking ownership of people metrics for areas of responsibility. Identify and track regional Plant HR metrics, and proactively recommend strategic intervention tactics when KPIs indicate underperformance. Take accountability and ownership for driving metrics towards success and collaborate with Labor and HRBO on strategic planning and implementation.

• 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 to boost engagement and address areas for improvement.

Employee Relations and Conflict Resolution

• Oversee the delivery of Labor COE initiatives implemented by plant human resources.

• Oversee the resolution of employee and union relations issues, and triage to the Labor Affairs COE as necessary for resolution.

• Leads the action planning process for Employee Voice Surveys within their region in partnership with the Labor Affairs team and People Analytics.

• Collaborate with the HR Director to gain a comprehensive understanding of the entire internal employee relations landscape, including but not limited to: grievance load, safety, investigations, local negotiations, general relationship with the union, and root causes. Identify trends, recommend solutions, and share best practices to address employee and union relations issues effectively.

• First line of escalation for union issues from their region’s plants.

• Required to conduct regular plant Gemba visits in accordance with the plant master schedule.

• Responsible for managing and having oversight of the following Labor Affairs topics at the plant level: adverse impact / act of god, graffiti, ERM cases and OGC investigations.

• Responsible for arbitration and Wage Administration Wages, seniority, discipline and grievance process in partnership with the Labor Affairs COE.

• Facilitates Alternative Work Schedules, Representative Compensation, Holiday Pay, Bonus Payments, Back-Up Pay, Union Dues, Vacation Eligibility, Wage Rates in partnership with the Labor Affairs team.

• Leads assessments involving hourly pay Accuracy, wages, OT, Premiums, AWS, bonus, and COLA, in partnership with the Labor Affairs COE.

• Relationship Building and Strategic Partnership

• Build and maintain strong coaching style relationships with Directors of Manufacturing, Plant Managers, and staff (MP&L, FPS, etc.) to understand their needs, goals, and challenges effectively.

• Identify systemic issues and partner with Labor COE and HRBO leads to test, drive, and deliver key business solutions. Ensure work standardization across the region and all manufacturing plants and establish a feedback loop to evaluate the effectiveness of processes.

Compliance

• Participate in the Manufacturing HR OCM to support the development of manufacturing SOPs. Ensure work standardization across the region and all manufacturing plants and establish a feedback loop to evaluate the effectiveness of processes.

• Ensures fair and consistent hourly discipline that is corrective, not punitive across all plants within assigned region.

• Supports the Labor Affairs COE team with execution of Union Rep Compensation.

• Responsible for the administration of all hourly contractual subject matter including daily contractual language inquiries and provides consistent interpretations.

• Owns the manpower planning activities related to capacity, launch and rebalance.

• Facilitates and provides guidance on the execution of the national attendance program at the plant level.

• Responsible for owning outside contracting processes as the manufacturing plant level within assigned region.

Org Development

• Leads change management planning, communication, and activities to improve individual team and organizational performance.

• Coaches, trains and develops HR direct reports in the plant including HR Explorers.

The minimum requirements we seek

• Bachelor’s Degree or Master’s Degree (preferred) in Human Resources, Organizational Development, or any other related discipline or commensurate work experience.

• 8-10 years of progressive experience in Human Resources, with at least 3-5 years in a leadership role focused on HR operations and strategic HR leadership in a manufacturing or industrial setting.

Our preferred requirements

• SPHR or SHRM-SCP certification (Preferred, but not required)

Work Requirements:

The working conditions for this role involve a combination of frequent travel, ranging from 30% to 50% of the time, to various manufacturing plants within the region, with occasional overnight stays. During plant visits, the role may require walking the plant floor and active engagement with manufacturing operations. When not traveling, work is primarily performed in a seated position, with good use of the hands and fingers for repetitive hand-finger actions, within low to moderate noise levels related to the use of standard office or classroom equipment.

This description outlines the general nature and scope of work typically performed in this job. It is not intended to be an exhaustive list of all duties, responsibilities, knowledge, skills, work requirements, etc. It may vary slightly based on business or geographic needs and is subject to being reviewed and updated periodically.

Requisition ID : 29532