HR Business Partner

If you are unable to complete this application due to a disability, contact this employer to ask for an accommodation or an alternative application process. HR Business Partner Full Time Professional Minth North America, Inc., Wixom, MI, US Salary: $80,000.00 Annually We are seeking a dynamic and experienced HR Business Partner to join our team. This will serve as a trusted partner to the Director of Human Resources – North America and help connect Minth’s global organization with its growing North American operations. This highly visible position combines corporate HR business partnership, North America HR program coordination, cross-cultural communication, and strategic project support. The successful candidate will help translate leadership direction into organized action, ensure important commitments do not lose momentum, and strengthen communication between English-speaking and Mandarin-speaking leaders and employees. The HR Business Partner will provide direct HR support to corporate functions located at the Minth North America headquarters in Wixom. The position will partner with corporate leaders on recruiting, workforce planning, employee relations, performance management, talent development, organizational effectiveness, and employee engagement. The position will also work closely with the MNA HR Director on North America priorities such as the Alabama launch, Canadian HR integration, talent development, organizational planning, policy implementation, leadership communications, site support, and other strategic initiatives. Professional fluency in both English and Mandarin Chinese is required. The preferred candidate will possess especially strong, natural U.S. business-English writing and communication skills, with Mandarin developed as an additional professional language or equivalent demonstrated ability to bridge U.S. and Chinese business environments. This is a 100% on-site position based at the Minth North America headquarters in Wixom, Michigan. The position is not remote or hybrid. Essential Duties and Responsibilities 1. Support to the MNA HR Director Serve as a trusted HR partner and direct support resource to the MNA HR Director. Help translate North America HR strategy and leadership direction into defined actions, responsible owners, timelines, and measurable deliverables. Maintain visibility of major HR priorities, commitments, approvals, open decisions, and follow-up items. Prepare concise briefings, meeting agendas, presentations, summaries, talking points, organization materials, and decision-support documents. Attend designated leadership and HR meetings, document decisions, and ensure assigned follow-up actions are communicated and tracked. Follow up professionally with HR employees, business leaders, and project owners to help prevent important commitments from slipping. Identify potential conflicts, communication gaps, cultural misunderstandings, or execution risks and bring them to the MNA HR Director’s attention. Support the MNA HR Director with confidential assignments, sensitive organizational matters, leadership communications, and special projects. Exercise sound judgment regarding which matters can be resolved independently and which require escalation or approval. The HRBP is expected to function as a professional HR partner and project coordinator—not as an executive assistant. Limited administrative or logistical support may be provided when directly connected to the MNA HR Director’s business responsibilities, travel, meetings, or North America HR priorities. 2. Corporate HR Business Partnership Serve as the primary day-to-day HR Business Partner for designated corporate functions based at the Minth North America headquarters. Develop strong working relationships with corporate leaders and understand their organizations, objectives, talent needs, and operating challenges. Partner with leaders in areas including: Workforce and headcount planning Recruiting and selection Organizational design Employee onboarding Performance management Employee development Succession planning Promotions and career development Employee engagement and retention Compensation planning Employee relations Organizational changes Leadership coaching Policy interpretation and implementation Provide leaders with practical HR guidance while promoting accountability, consistency, and compliance. Coach leaders on performance expectations, employee communication, documentation, accountability, and difficult workplace conversations. Support employee-relations matters involving corporate employees, including fact-finding, documentation, recommendations, corrective action, and follow-up. Coordinate complex, high-risk, or precedent-setting matters with the MNA HR Manager, MNA HR Director, and legal counsel when appropriate. Maintain an accessible and visible HR presence at the North America headquarters. 3. English–Mandarin Communication and Cross-Cultural Partnership Serve as a communication bridge between North America HR, local business leaders, and Mandarin-speaking global stakeholders. Communicate professionally in both English and Mandarin during meetings, written correspondence, presentations, and day-to-day business interactions. Assist with the translation and interpretation of HR-related communications, leadership direction, meeting discussions, presentations, reports, and project materials. Convert communications into clear, natural, audience-appropriate business language rather than relying on literal word-for-word translation. Help North America leaders understand the business intent and organizational context behind global requests. Help Mandarin-speaking leaders understand U.S. and Canadian workplace practices, employee expectations, communication norms, and HR requirements. Identify situations in which cultural assumptions or differences in business practice could cause confusion, employee-relations concerns, compliance risks, or execution problems. Communicate sensitive feedback respectfully and accurately without changing the underlying meaning. Confirm important decisions, responsibilities, deadlines, and expectations in writing when language or cultural differences could create uncertainty. Maintain neutrality and confidentiality when translating or supporting sensitive discussions. This position may assist with routine business translation but is not expected to replace certified legal, immigration, medical, or technical translators when formal certified translation is required. Support the implementation and coordination of major North America HR programs. Work with the MNA HR Manager and assigned COE specialists to ensure North America initiatives are organized, communicated, and completed. Support programs involving: Talent Development Review Performance management Succession planning Workforce planning Policy implementation Employee communications Engagement and retention HR reporting New-site and organizational launches Develop project plans, schedules, trackers, communication materials, and follow-up processes. Clarify project responsibilities and help ensure local HR teams, COE specialists, and business leaders understand their required actions. Monitor progress and promptly identify missed deadlines, unresolved decisions, resource limitations, or execution risks. Prepare consolidated progress reports and executive summaries for the MNA HR Director. 5. Talent Development Review Support Support the MNA HR Director and MNA HR Manager in coordinating the North America Talent Development Review process. Help establish and communicate the annual TDR calendar, expectations, required materials, meeting schedules, and submission deadlines. Assist local HR teams and business leaders with preparation of talent assessments, succession information, development plans, and organizational materials. Review submissions for clarity, completeness, and consistency before leadership review. Help facilitate talent-review meetings and document decisions, development actions, succession risks, retention concerns, and performance interventions. Ensure each significant talent action has a responsible owner and expected completion date. Track completion of TDR commitments and follow up with responsible HR or business leaders. Support the connection between TDR outcomes and recruiting, development, succession, retention, and organizational-planning priorities. Maintain appropriate confidentiality regarding employee assessments, succession plans, and leadership discussions. #J-18808-Ljbffr