HR Business Partner

## HR Business PartnerApply: Southfield, Michigan, US: Auburn Hills, Michigan, US: Full time: Posted Today: R00264290**Job descriptions may display in multiple languages based on your language selection.**## **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.## ## ## **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.**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 changes, transfers and other employee lifecycle transactions.* Monitor HR metrics and workforce trends, identify risks and opportunities, and provide actionable insights to the HR Manager and Engineering Center leadership.* Support employee engagement, recognition, inclusion and culture initiatives that strengthen the employee experience and business performance.* Ensure compliance with applicable federal, state and local employment laws, company policies, Magna standards and documentation requirements.* Participate in cross-functional HR projects and continuous-improvement efforts that simplify processes and improve service delivery.* Travel to U.S. sites as business needs require, up to 25%.Who We Are Looking For Education * Bachelor's degree in human resources, Business Administration or a related field, or equivalent relevant experience.Experience * 5 or more years of progressive Human Resources experience, preferably supporting engineering, technology, automotive or other technical client groups.* Demonstrated success as an HR Business Partner in a matrixed, multi-site or complex organization.* Working knowledge of U.S. federal and state employment laws and practical experience applying HR policies and processes.* Experience with workforce planning, talent management, organizational change, employee relations, and performance management.* Ability to manage multiple priorities, exercise sound judgment, and deliver results in a fast-paced environment.* Strong consulting, coaching, influencing and relationship-building skills across all organizational levels.* High level of integrity, confidentiality, professionalism, and customer focus.Your Preferred Qualifications * Experience supporting engineering centers, product development teams, or technical functions.* Strong knowledge of HR technology platforms; Workday experience is preferred.* Experience using workforce data, HR metrics, and dashboards to identify trends and support business decisions.* Proven capability in organizational design, workforce planning, and change management.* Professional HR certification, such as SHRM-CP, SHRM-SCP, PHR, or SPHR, is preferred.Technical Capabilities * Employee relations and employment-law compliance* Talent acquisition and onboarding partnership* Performance, talent and succession management* Compensation support and job evaluation* Workforce planning and organizational design* HRIS and Workday transaction management* HR analytics, reporting and data integrity* Change management and process improvementCore Competencies * **Business Acumen:** Understands engineering operations and connects people to business outcomes.* **Consultative Partnership:** Builds credibility and provides practical, balanced guidance to leaders and employees.* **Communication and Influence:** Communicates clearly and influences decisions with professionalism and sound judgment.* **Data Literacy:** Uses HR and business data to identify trends, assess risk and recommend solutions.* **Problem Solving:** Addresses complex and sensitive matters with discretion, consistency, and appropriate urgency.* **Collaboration:** Works effectively across Engineering Centers, HR teams and Centers of Excellence.* **Accountability:** Takes ownership of HR outcomes and follows through on commitments.* **Adaptability:** Responds effectively to changing business needs and supports teams through transition.## **Awareness, Unity, Empowerment:**At Magna, we believe that a diverse workforce is critical to our success. That’s why we are proud to be an equal opportunity employer. We hire on the basis of experience and qualifications, and in consideration of job requirements, regardless of, in particular, color, ancestry, religion, gender, origin, sexual orientation, age, citizenship, marital status, disability or gender identity. Magna takes the privacy of your personal information seriously. We discourage you from sending applications via email or traditional mail to comply with GDPR requirements and your local Data Privacy Law. ## **AI-Assisted Screening Disclosure**As part of our commitment to a fair, consistent, and efficient recruitment process, we may use artificial intelligence (AI) tools to assist in the initial screening of applications submitted through our Workday system. These tools help identify qualifications and experience that align with the role requirements. Please note that AI is used solely to support our recruiters. Final decisions are always made by the hiring manager and the hiring team. Importantly, no applicant data is shared externally through these AI tools. All information remains securely within our systems and is handled in accordance with our privacy and data protection policies. ## **Under conditions defined by applicable law, you may have the right to request an explanation of how AI is used to support decision-making.**If you have any questions or concerns about this process, feel free to contact our Talent Attraction team.**Worker Type:**Regular / Permanent**Group:**Magna Electronics #J-18808-Ljbffr