HR Business Partner Manager (Manheim Detroit)

Company Cox Automotive - USA Job Family Group People Solutions Job Profile HR Business Partner Manager Management Level Manager - Non People Leader Flexible Work Option No remote option; must work at a specified Cox location Travel % Yes, 25% of the time Work Shift Day Compensation Compensation includes a base salary in the range of $101,500.00 - $169,100.00. The base salary may vary within the anticipated base pay range based on factors such as the ultimate location of the position and the selected candidate’s knowledge, skills, and abilities. Position may be eligible for additional compensation that may include an incentive program. Job Description Cox Automotive is currently looking for an HR Business Partner Manager to join our team. The Role The HR Business Partner Manager partners with Market Center business leaders to shape and implement people strategies that align with business unit/function goals. This role provides guidance, leads key talent initiatives, and acts as a trusted advisor to leadership on workforce planning, organizational design, and employee relations. Manheim Auto Auctions consist of large, frontline, client-facing workforces in a high-volume production environment. This is an onsite role located in the Manheim Detroit auction, with up to 25% travel required to associated locations in the market. Responsibilities Business Support Partners with and serves as a key liaison between business and People Solutions leaders to support union‑represented operations, including contract administration, day‑to‑day union engagement, and active participation in collective bargaining negotiations with an emphasis on positive labor relations. Serve as the primary point of contact for union representatives, facilitating positive labor‑management relations and effective communication. Strategic Partnership & Planning Shape and deliver People Solutions programs across multiple locations, departments, or business areas. Facilitate development of integrated people plans aligned to business strategy and goals. Advise leaders on the implications of short- and long-term business decisions, strategies, and change initiatives. Partner with leaders to assess organizational needs and define required capabilities. Consulting & Advisory Serve as a trusted advisor to leaders on talent, organizational effectiveness, and people‑related strategies. Collaborate with senior leaders and managers to implement significant People Solutions initiatives. Coach and counsel leaders on effective leadership, performance management, and team effectiveness. Interpret and apply company policies and provide guidance on compliance and risk mitigation. Advise leaders on the implications of business decisions, strategies, and change efforts particularly as they relate within a union environment. Proactively assess business risk related to labor relations and develop recommendations for mitigation. Talent & Workforce Management Own and lead talent management processes, including performance management and annual compensation planning. Partner with COEs and functions to ensure effective execution of programs. Analyze and synthesize workforce data to inform talent strategies and decision‑making. Identify and address gaps in workforce capability through strategic planning and interventions (aligned to needs analysis expectations). Conduct needs analyses to capture business requirements and essential capabilities, including those specific to unionized environments. Employee Relations & Leadership Support Consult with ER COE and leaders to resolve employee relations issues. Ensure adherence to People Solutions policies and guide leaders on policy interpretation and application. Support change management and organizational effectiveness initiatives. Ensure compliance with all applicable federal, state, and local labor laws including the National Labor Relations Act (NLRA) and with collective bargaining agreements. Program Development & Implementation Partner across People Solutions functions to develop and enhance policies, programs, and tools. Drive implementation of large‑scale HR initiatives across business units. Use data and analytics to improve people processes and organizational design. Qualifications Bachelor’s degree in a related discipline and 6 years’ experience in a related field; or a different combination, such as a master’s degree and 4 years’ experience; a Ph.D. and 1 year of experience in a related field; or 10 years’ experience in a related field. Prior experience in union labor environments and knowledge of labor relations, union contracts, negotiations, and grievance procedures. Advanced skills in analytical thinking, business acumen, consulting, navigating legal and regulatory environments, and managing multiple priorities. Advanced skills in building partnerships, communicating with consideration, driving innovation, engaging others, and earning trust and confidence. Preferred Qualifications Graduate degree in business, HR or related field. HR certification such as PHR, SPHR or GPHR. Demonstrated ability to work in a geographically disbursed and matrix organization. Project Management experience. Strong Microsoft Excel knowledge and application. Drug Testing To be employed in this role, you’ll need to clear a pre‑employment drug test. Cox Automotive does not currently administer a pre‑employment drug test for marijuana for this position. However, we are a drug‑free workplace, so the possession, use or being under the influence of drugs illegal under federal or state law during work hours, on company property and/or in company vehicles is prohibited. Benefits The Company offers eligible employees the flexibility to take as much vacation with pay as they deem consistent with their duties, the company’s needs, and its obligations; seven paid holidays throughout the calendar year; and up to 160 hours of paid wellness annually for their own wellness or that of family members. Employees are also eligible for additional paid time off in the form of bereavement leave, time off to vote, jury duty leave, volunteer time off, military leave, and parental leave. Equal Employment Opportunity Cox is an Equal Employment Opportunity employer – All qualified applicants/employees will receive consideration for employment without regard to that individual’s age, race, color, religion or creed, national origin or ancestry, sex (including pregnancy), sexual orientation, gender, gender identity, physical or mental disability, veteran status, genetic information, ethnicity, citizenship, or any other characteristic protected by law. Cox provides reasonable accommodations when requested by a qualified applicant or employee with disability, unless such accommodations would cause an undue hardship. Applicants must currently be authorized to work in the United States for any employer without current or future sponsorship. No OPT, CPT, STEM/OPT or visa sponsorship now or in future. #J-18808-Ljbffr Dormont Manufacturing Co