Job DescriptionIn this position...
As the Director, Employee Relations (ER) - Labor Tools & Process (LL5), you will play a pivotal role in modernizing, simplifying, and standardizing labor relations tools and processes across our manufacturing and FCSD footprint. This strategic leadership role requires a deep Subject Matter Expert (SME) who possesses both a broad, national-level perspective on labor relations and extensive, practical, on-the-ground plant labor experience.
As the Director, Employee Relations (ER) - Labor Tools & Process (LL5), you will play a pivotal role in modernizing, simplifying, and standardizing labor relations tools and processes across our manufacturing and FCSD footprint. This strategic leadership role requires a deep Subject Matter Expert (SME) who possesses both a broad, national-level perspective on labor relations and extensive, practical, on-the-ground plant labor experience.
You will lead the creation of effective labor tools, standardized processes, and modern resources for plant HR teams. Positioned at the intersection of the Labor Center of Excellence (COE) and Plant Labor, you will drive operational excellence by championing root-cause problem solving, eliminating operational waste, removing redundant processes, and simplifying labor administration. Additionally, you will oversee core labor subject areas and labor training and communications.
ResponsibilitiesWhat you'll do...
1. Labor Process Standardization & Continuous Improvement
- Process Simplification & Waste Elimination: Actively partner with Mfg. HR and plant/parts depot HR teams to identify administrative friction. Conduct root-cause analyses of recurring issues to eliminate waste, remove duplicate processes, and streamline labor workflows.
- Standard Work & Playbooks: Design, implement, and maintain standardized labor relations processes and tools (e.g., standard operating procedures, digital tools, and playbooks) to ensure consistency and execution excellence across all plant locations.
- COE Integration: Partner across the Labor COE and Mfg. HR to ensure that national-level policies, agreements, and initiatives are translated into actionable, simplified processes for labor/plant-floor execution.
- National Labor SME: Serve as an authoritative expert on national contract topics
- Core Labor Administration: Provide strategic oversight and guidance on high-impact plant HR subjects
- Advisory Support: Provide high-touch coaching and advisory support to Mfg. HR and plant HR teams through development efforts such as Intro to Labor and Labor Under the Hood.
- Escalation Responsibility: Manage escalations from areas responsible for, assist with problem solving including UAW interface.
- Capability Building: Create and deploy comprehensive, modern labor relations training programs for plant HR teams to elevate overall labor capability.
- Strategic Communications: Lead the strategy and execution of clear, transparent, and timely labor-related communications for plant teams, ensuring alignment with overall manufacturing and labor objectives.
- Cross-Functional Partnerships: Collaborate closely with Manufacturing HR, Operations, OGC, Finance, People First, and Total Rewards to align labor tools and processes with broader company initiatives.
- Digital Transformation: Partner with teams to design, test, and implement user-friendly digital tools that automate manual labor processes and provide data-driven insights.
2. National & Plant-Level Labor Subject Matter Expertise
- National Labor SME: Serve as an authoritative expert on national contract topics
- Core Labor Administration: Provide strategic oversight and guidance on high-impact plant HR subjects
- Advisory Support: Provide high-touch coaching and advisory support to Mfg. HR and plant HR teams through development efforts such as Intro to Labor and Labor Under the Hood.
- Escalation Responsibility: Manage escalations from areas responsible for, assist with problem solving including UAW interface.
3. Labor Training & Communications
- Capability Building: Create and deploy comprehensive, modern labor relations training programs for plant HR teams to elevate overall labor capability.
- Strategic Communications: Lead the strategy and execution of clear, transparent, and timely labor-related communications for plant teams, ensuring alignment with overall manufacturing and labor objectives.
- Cross-Functional Partnerships: Collaborate closely with Manufacturing HR, Operations, OGC, Finance, People First, and Total Rewards to align labor tools and processes with broader company initiatives.
- Digital Transformation: Partner with teams to design, test, and implement user-friendly digital tools that automate manual labor processes and provide data-driven insights.
4. Cross-Functional Collaboration & Change Management
- Cross-Functional Partnerships: Collaborate closely with Manufacturing HR, Operations, OGC, Finance, People First, and Total Rewards to align labor tools and processes with broader company initiatives.
- Digital Transformation: Partner with teams to design, test, and implement user-friendly digital tools that automate manual labor processes and provide data-driven insights.
QualificationsYou'll have...
- Bachelor's degree in Human Resources, Labor Relations, Business Administration, or a related field.
- Experience: 10+ years of progressive HR/Labor Relations leadership experience.
- Plant-Level Expertise: Extensive, hands-on labor relations experience directly within a manufacturing plant or industrial environment is required.
- National Labor Relations: Proven track record of managing and interpreting complex collective bargaining agreements (CBAs) at a national or enterprise-wide level.
- Supervisory Experience: People leader experience required, this position will have several direct reports.
- Demonstrated experience using Lean, Six Sigma, or continuous improvement methodologies to simplify administrative HR processes.
- Experience leading large-scale organizational change or process transformation projects across a unionized manufacturing footprint.
- Strong technical aptitude with experience implementing HR/labor technology solutions (e.g., grievance tracking systems, automated attendance tools).
Even better, you may have...
- Root-Cause Problem Solver: Naturally curious leader who digs past symptoms to solve foundational issues.
- Collaborative Influencer: Exceptional ability to build relationships, build trust, and influence cross-functional stakeholders at all levels of the organization (from the plant floor to executive leadership).
- Strategic Thinker with Operational Grit: Ability to craft long-term labor process strategies while remaining highly connected to the day-to-day operational realities of our plants.
- Outstanding Communicator: Ability to distill highly complex labor topics and contract language into simple, clear, and actionable communications and training materials.
- Master's Degree (MHRLR, MBA)
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 coverage
- Flexible family care days, paid parental leave, new parent ramp-up programs, subsidized back-up child care and more
- Family building benefits including adoption and surrogacy expense reimbursement, fertility treatments, and more
- Vehicle discount program for employees and family members and management leases
- Tuition assistance
- Established and active employee resource groups
- Paid 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 5 and ranges from $141,700-$268,300.
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: https://fordcareers.co/LL5
Visa sponsorship is not available for this position.
This position is hybrid. Candidates who are in commuting distance to a Ford hub location may be required to be onsite four or more days per week. #LI-Hybrid
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