Manager, HR M&A and New Business Enablement

Job-ID: 71630Category: Human ResourcesLocation: Dearborn, MI, United StatesWorkplace: HybridSchedule: Full timePosted: 2026-11-05Closes: 2026-11-12Preferred Degree: Other/Not ApplicableWe made history and now we work to transform the future – for our customers, our communities and our families. You'll see your work on the road every day, helping people move freely and pursue their dreams. At Ford, you can build more than vehicles. Come build what matters.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.In this position... The Manager, HR M&A and New Business Enablement manages the portfolio governance, practice operations, methodology, and knowledge-management capabilities that enable Ford's HR M&A and New Business Enablement team to execute mergers and acquisitions, joint ventures, strategic partnerships, legal entity formations, and new business standups. The role establishes the operating discipline, portfolio visibility, common frameworks, and institutional knowledge required to support multiple concurrent initiatives and improve execution over time. The Manager partners with the Executive Director and Directors responsible for global M&A, joint ventures, and new business standups. The successful incumbent will maintain integrated portfolio visibility, coordinate cross-program dependencies, track risks and decisions, and provide additional program-management and implementation capacity where needed. The role documents and maintains the shared methodologies, playbooks, readiness frameworks, service agreement tools, governance processes, and reporting mechanisms that form the operating system of the practice. This is an individual contributor role with no direct reports; it delivers through influence, cross-functional coordination, operational discipline, and partnership with HR M&A and New Business Enablement leaders and enterprise functions. The position may represent HR M&A and New Business Enablement in designated governance forums, portfolio reviews, and cross-functional working sessions by communicating portfolio status, surfacing risks and dependencies, and coordinating follow-through on leadership decisions. QualificationsYou'll have...Bachelor's degree in Business Administration, Human Resources, Organizational Development, Industrial Relations, Information Systems, Operations Management, Project Management, Finance, or a related field, or a combination of education and equivalent experience.7+ years of progressively responsible experience in program management, PMO, business operations, business process improvement, organizational effectiveness, consulting, HR operations, transformation, or a related field. Experience managing complex cross-functional initiatives involving multiple stakeholders, competing priorities, interdependencies, and executive-level visibility. Experience building and maintaining governance processes, integrated plans, dashboards, scorecards, executive updates, risk and decision logs, or portfolio reporting mechanisms. Experience creating repeatable methodologies, playbooks, templates, operating procedures, knowledge repositories, or implementation frameworks. Experience facilitating process improvement, requirements gathering, workflow analysis, process mapping, readiness assessment, or operational design activities. Experience supporting organizational change, technology implementations, service delivery transitions, operational readiness, or business transformation initiatives. Experience supporting mergers and acquisitions, joint ventures, strategic partnerships, legal entity formations, business standups, or similarly complex initiatives (preferred). Experience working with external vendors, implementation partners, consultants, or managed service providers (preferred).Experience in manufacturing, energy, mobility, technology, defense, consulting, or other rapidly evolving business environments (preferred). Even better, you may have...Project Management Professional (PMP) or similar project or program management certification (preferred). Prosci Change Management or similar change management certification (preferred). Lean Six Sigma Green Belt or similar process-improvement certification (preferred). You may not check every box, or your experience may look a little different from what we've outlined, but if you think you can bring value to Ford Motor Company, we encourage you to apply!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 coverageFlexible family care days, paid parental leave, new parent ramp-up programs, subsidized back-up child care and moreFamily building benefits including adoption and surrogacy expense reimbursement, fertility treatments, and moreVehicle discount program for employees and family members and management leasesTuition assistanceEstablished and active employee resource groupsPaid 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. This position is leadership level 6 and ranges from $115,500-$218,100. Final determination of salary grade will be based on candidate's skills and experience, and base salary will be set within the applicable range according to job scope, responsibility and competitive market value.For more information on salary and benefits, click here: 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. 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 View phone number on click.appcast.io.This position is hybrid with a requirement to be onsite four or more days per week. #LI-Hybrid #LI-SL2 ResponsibilitiesWhat you'll do...Manage integrated portfolio planning, governance, reporting, and operating cadences across active mergers and acquisitions, joint ventures, strategic partnerships, legal entity formations, and new business initiatives. Maintain portfolio-level project plans, governance calendars, milestones, risks, actions, issues, dependencies, decisions, and resource views; identify emerging concerns and coordinate timely escalation and follow-through. Create and maintain executive-ready dashboards, readiness scorecards, portfolio updates, and governance materials that provide leadership with clear visibility to progress, critical decisions, interdependencies, and areas requiring attention. Manage the team's shared methodologies, playbooks, templates, readiness frameworks, service agreement tools, governance standards, implementation toolkits, and common operating practices; ensure they remain practical, current, and reusable across initiatives. Ensure playbooks, trackers, decisions, governance materials, templates, and lessons learned are maintained in shared, accessible repositories that support continuity, reuse, and effective knowledge transfer across personnel and initiatives. Coordinate across Directors responsible for M&A, United States new business standups, and European joint ventures to improve information flow, execution consistency, cross-program alignment, workload visibility, and portfolio prioritization. Provide targeted program-management and implementation capacity to Director-led initiatives, including readiness assessments, workplan management, cross-functional coordination, testing and cutover support, training and change activities, and stabilization tracking. Analyze current- and future-state processes; facilitate requirements gathering, process mapping, workflow analysis, and operational design; and apply continuous-improvement methods to improve efficiency, scalability, control, and execution effectiveness. Support service agreement and vendor governance by maintaining service inventories, governance routines, deliverable and obligation trackers, performance measures, issue logs, and reusable standards for consultants, implementation partners, managed service providers, and other external providers. Represent HR M&A and New Business Enablement in designated governance forums, portfolio reviews, and cross-functional working sessions; communicate status, surface risks and dependencies, and coordinate follow-through while preserving substantive business and workforce decisions for the accountable leaders. Capture lessons learned and performance insights across the portfolio, identify recurring patterns and improvement opportunities, and incorporate findings into future methods, tools, readiness criteria, and team development priorities. Skills and Competencies Ability to create structure, operating discipline, and portfolio visibility across multiple complex initiatives. Ability to distinguish between practice-level ownership and project-level support while adapting capacity to portfolio priorities. Ability to identify and communicate risks, dependencies, decisions, resource constraints, and mitigation actions with appropriate urgency. Demonstrated project and program management, governance, facilitation, and continuous-improvement capabilities. Ability to create concise, executive-ready dashboards, presentations, written updates, and decision materials. Ability to influence outcomes, coordinate senior stakeholders, and drive follow-through without direct authority. Ability to translate lessons learned into repeatable methods, playbooks, standards, and practical tools. Advanced proficiency with office productivity, collaboration, portfolio tracking, reporting, and dashboard tools.