Regional HR and Labor Manager - Dearborn, MI

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Unless specifically stated otherwise, this role is "On-Site" at the location detailed in the job post.


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The Regional HR & Labor Manager is a key strategic partner responsible for driving Change Management and HR initiatives to foster a positive workplace culture while enhancing the life cycle of both salaried and hourly employees and ensuring compliance with labor agreements. This role will drive performance and compensation management, succession planning, talent development, and organizational development for the region. This role demands a deep understanding of plant needs, workforce dynamics, union relationships, and leadership development.

Responsibilities
What you'll do.

Performance and Talent Management:

Develops a strategic partnership with Regional HR Sr Director to understand regional needs and challenges related to the salaried and hourly employee life cycle, influencing the execution of key HR initiatives that support the manufacturing plants strategy.
Collaborates with HRBO to drive the Regional Performance+ cycle, including goal setting, mid-year, and end-year reviews.
Collaborates with HRBO and oversee the employee lifecycle calendar, including people reviews, salaried ratings, and succession planning and compensation planning.
Track and ensure the rigor of action plans for performance improvement and talent development.
People development council standard bearer and owner for process improvements on said processes.
Partner with Global DEI and Manufacturing to align on Initiatives roll out.
Change Management

Support the design and implementation of comprehensive change management plans that align with organizational goals.
Identify potential risks and develop mitigation strategies to ensure smooth transitions.
Drives and owns people action plan standards for assigned region while also proactively sharing best practices across the manufacturing HR teams.
Labor Affairs:

Accountable for coaching the HR team in interpreting national and local contract language.
Builds and maintains strong relationships with the union interfacing with them as required to ensure awareness and alignment on critical labor-related matters. Is the initial contact for regional union leadership.
Owns grievance/arbitration escalations and tracking across the region.
Develop labor strategies to optimize operational output across the assigned region.
Identify contractual leakage trends across local and national contracts for assigned region.
Escalated Issues from Plant, Regional or Servicing Representatives (i. e. Outside Contracting, Strike able Grievances, Major Model)
OGC, EEOC, NLRB support as necessary
Training and Coaching:

Coaches and guides the Regional HR Director to effectively navigate complex labor-related challenges, including employee union relations issues, conflicts, disputes, and disciplinary matters.
Constant CBA education delivery to HR and Operations teams at the plant level.
Participates in the selection and development of Manufacturing HR leadership across all plant locations.
Coach Plant HR teams on union matters and labor relations.
Leadership Development:

Partners with Manufacturing Learning and Development to deliver training programs for front line leaders on leadership standards, diversity and inclusion, conflict resolution, dispute management, harassment, and more, to foster high employee motivation, morale, and a positive work environment.
Implement channels to support process coaches, such as coaches' corners and people leader development sessions.
Operational Excellence:

Uses data analysis tools such as Visier, Dashboard, Bowlers, and HCM reporting to communicate the business value of HR initiatives. Tells compelling stories with data to inform decisions and make strategic recommendations to improve the employee experience.
Leads data analysis for BCC and HRCC and tracks action plans to improve KPIs at the plant and regional level and assist local teams with problem-solving.
Supports the strategic action plans and priorities inclusive of project management and standard work creation.
Communication and Recognition:

Partner with HR directors to design and deliver townhalls for communicating important updates to both hourly and salaried employees.
Promote and implement the Recognition+ program across different sites.
Partner and support plant sentiment action planning and follow up (i. e. themes from Site Assessments, GEMBA, LPR, Quick Voice, etc. )
Support cross-functional communication among Mfg. HR staffs, plant teams, and facilitate regular information forums.
Compliance:

Ensures fairness and consistency in labor-related matters across plant locations while maintaining compliance with employment laws, regulations, and policies.
Conduct regular site visits to ensure compliance and address issues.
Support Rep Comp audits.
Track compliance with National Agreement Provisions (NAP) and discipline.
Ensure pay accuracy and assist coaches with related issues.
Operates as the central auditing and governance leader against the standard work for the HR teams.

Additional Qualifications/Responsibilities

Qualifications
You'll have.

Bachelor's degree or master's Degree (preferred) in Human Resources, Organizational Development, or any other related discipline or commensurate work experience.
Minimum 8 years of work experience with a master's degree or 10 years of work experience with a bachelor's degree, preferably in Human Relations or a related field.
8+ years of experience in US labor relations, including experience working with unions.
Willingness to travel regularly to different sites within the region. 25% of the time
Even better, you'll have.

Excellent communication and coaching skills.
Ability to drive performance and talent management processes.
Strong problem-solving skills and attention to detail.
Experience applying lean concepts for problem solving.
Work Requirements:

Involves occasional (defined as one-third or less of the time) lifting of no more than 10 pounds at a time. Work is performed primarily in a seated position and entails no significant stooping, standing, climbing, walking, etc. Many sedentary jobs require good use of the hands and fingers for repetitive hand-finger actions. Working conditions occur within low to moderate noise levels related to the use of standard office or classroom equipment.