HR Business Partner Manager

Inside the Role The Human Resources Business Partner Manager serves as a strategic advisor to business leaders while leading HR and Employee Relations professionals. This role develops and executes people strategies that drive organizational performance, workforce effectiveness, talent development, employee engagement, and business transformation. As a member of the leadership team, the HRBP Manager partners with leaders and HR Centers of Excellence to align people strategies with business objectives, providing counsel on organizational design, workforce planning, talent management, employee relations, leadership effectiveness, and change management. The role requires strong business acumen, data-driven decision making, and the ability to lead and influence through complexity and change. Posting Information We provide a scheduled posting end date to assist our candidates with their application planning. While this date reflects our latest plans, it is subject to change, and postings may be extended or removed earlier than expected. We Take Care of Our Team Position offers a starting salary range of$128,000 - $164,000 USD Pay offered dependent on knowledge, skills, andexperience Benefits include annual variable pay bonus program;eligible for the use of a company vehicle; 401k companycontribution with company match up to 6% as well asnon-elective company contribution of 3 - 7% dependingon age.;starting at 4 weeks paid vacation; 13+ calendarholidays; 8 weeks paid parental leave; employeeassistance program; comprehensive health care plansand wellness programs; onsite fitness (at somelocations); tuition assistance and volunteer paid timeoff;short-termand long-term disability plans. What You Drive at DTNA Leadership of HR & Employee Relations Team Lead, develop, and mentor the Human Resources and Employee Relations team by setting clear priorities, performance expectations, and development plans aligned with business objectives. Ensure consistent, high-quality HR and employee relations support, including guidance and escalation for complex investigations, conflicts, and workplace concerns. Build a collaborative, customer-focused culture that promotes accountability, inclusion, continuous learning, continuous improvement, operational excellence, and effective use of HR resources. Strategic Business Partnership Serve as the primary strategic HR advisor to senior leaders, translating business priorities into people strategies that address workforce needs, organizational objectives, and long-term capability. Build alignment and influence across a highly global, matrixed organization, balancing enterprise standards with regional and local requirements. Use organizational insights, workforce analytics, and talent considerations to guide operating model design, restructuring, change efforts, succession needs, and workforce risk mitigation. Leadership Coaching & Organizational Effectiveness Coach leaders on employee engagement, performance, team effectiveness, change leadership, talent decisions, and complex workforce challenges. Support leadership teams in building high-performing, inclusive cultures and facilitate organizational health and team effectiveness discussions. Drive action planning to improve engagement, culture, retention, and talent outcomes. Workforce Planning & Talent Strategy Lead strategic workforce planning by assessing future capability, critical skill, staffing, and organizational capacity needs. Use workforce analytics and business data to inform talent, staffing, and organizational decisions. Lead succession planning, talent reviews, leadership pipeline, internal mobility, career development, and capability-building strategies. COE & Enterprise HR Partnership Partner with HR Centers of Excellence and Operations to coordinate integrated solutions across talent acquisition, compensation, development, organizational effectiveness, total rewards, and employee relations. Ensure effective implementation of enterprise HR programs, policies, and initiatives across supported client groups. Represent business needs and insights in the design and evolution of HR strategies, programs, and services. Data & Business Insights Analyze workforce and business data to identify trends, risks, and opportunities across engagement, retention, talent movement, organizational effectiveness, and leadership capability. Translate insights into actionable recommendations that support workforce and business decisions. Measure the effectiveness of people strategies and use results to drive continuous improvement. Risk, Compliance & Employee Relations Identify and mitigate people-related business, legal, compliance, and reputational risks while ensuring adherence to employment laws, labor regulations, company policies, and ethical standards. Oversee complex employee relations matters and investigations through direct leadership and coaching of HR and Employee Relations team members. Promote fair, consistent, and compliant people practices throughout the organization. Knowledge You Should Bring Bachelor’s degree in Human Resources, Business Administration, Organizational Development, Labor Relations, or a related field, with progressive strategic HR leadership experience with 8 years related experience Demonstrated experience leading HR or Employee Relations professionals, or comparable business leadership in complex matrixed environments In-depth experience managing complex personnel matters Ability to partner and support senior leader to translate business priorities into practical people strategy Experience working in a complex, highly global, matrixed organization, with strong knowledge of organizational design, workforce and succession planning, talent, change, performance, and employee relations. Strong business acumen, analytical capability, employment law and risk-management knowledge, and experience using workforce data to inform decisions. Excellent communication, consultation, facilitation, and executive-influencing skills, with sound judgment and the ability to manage multiple priorities, maintain confidentiality, and lead through complexity and change. Exceptional Candidates Might Have Master’s degree in a related field and/or a recognized professional HR certification such as SHRM-SCP or SPHR. Experience supporting large, geographically dispersed, multinational, manufacturing, operations, or similarly complex environments, including partnership with global Centers of Excellence. Experience with large-scale transformation, operating model changes, integrations, restructuring, workforce transitions, or formal employee-representation environments. Advanced capability with workforce analytics, HR information systems, and digital HR tools. Where We Work This position is open to applicants who can work in (or relocate to) the following location(s)- Detroit, MI US. Relocation assistance for this position is available when the selected candidate meets eligibility criteria. Schedule Type: Hybrid (4 days per week in-office / 1 day remote). This schedule builds our #OneTeamBestTeam culture, provides an unparalleled customer experience, and creates innovative solutions through in-person collaboration. At Daimler Truck North America, we recognize our world is changing faster than ever before. By listening to the needs of today, we’re building to solve with cutting-edge solutions in sustainability and future driving technology across electric, hydrogen and autonomous. These solutions, backed by years of innovative success and achievement, continue DTNA’s legacy as the undisputed industry leader. Our evolving brand portfolio is second to none, including Freightliner Trucks, Western Star, Demand Detroit, Thomas Built Buses, Freightliner Custom Chassis, and Financial Services. Together, we work as one team towards our envisioned future – building a cleaner, safer and more efficient tomorrow for all. That is what we are working toward - for all who keep the world moving. U.S. Visa sponsorship available if you qualify under the following: Hold a valid existing Visa (L1A, L1B, L2, TN, H1B, H4 EAD, OPT EAD, CPT) Daimler Truck North America employees working under an existing U.S. Daimler Truck North America Visa Those eligible for a TN Visa (Canadian or Mexican National working in an Engineering, Accounting or Scientific Technologist capacity with an aligning degree) Those eligible for an L-1 (inter-company) Daimler Truck visa under the Corporate Blanket L-1 program would require at least one-year of qualifying experience in the last three years Additional Information Final candidate must successfully complete a criminal background check Final candidate may be required to successfully complete a pre-employment drug screen Contractors, professional services, or other contingent workers should confirm with their local agency if they are eligible to apply for FTE positions EEO - Disabled/Veterans Daimler Truck North America is committed to workforce inclusion and providing an environment where equal employment opportunities are available to all applicants and employees without regard to race, color, sex (including pregnancy), religion, national origin, age, marital status, family relationship, disability, sexual orientation, gender identity and expression (including transgender and transitioning status), genetic information, or veteran status. For an accommodation or special assistance with applying for a posted position, please contact our Human Resources department at View phone number on click.appcast.io or toll free View phone number on click.appcast.io. For TTY/TDD enabled call View phone number on click.appcast.io or toll free View phone number on click.appcast.io. #J-18808-Ljbffr Daimler Truck