Job Family Group

People Solutions

HR Business Partner Manager

Manager - Non People LeaderNo remote option; must work at a specified Cox location

Yes, 25% of the time

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.

Cox Automotive is currently looking for an HR Business Partner Manager to join our team.

The Role:

The HR Business Partner Manager partners withMarket Centerbusiness leaders toshapeand implementpeoplestrategies that align withbusiness unit/functiongoals. 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 rolelocatedintheManheimDetroitauction, with up to 25% travelrequiredto associated locations in the market.

Responsibilities:

Business Support

• Partners withand serves as a key liaisonbetweenbusiness and People Solutions leaders to supportunionrepresentedoperations, including contract administration,daytodayunion engagement, and active participation in collective bargaining negotiationswith an emphasis on positive labor relations.

• Serve as the primary point of contact for union representatives,facilitatingpositive labor-management relations and effective communication.

Strategic Partnership & Planning

• Shapeand 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 leadersandmanagersto 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 theyrelatedwithinaunionenvironment.

• Proactively assess business risk related to labor relationsand develop recommendations for mitigation.

Talent & Workforce Management

• Own and lead talent management processes, including performance management and annual compensation planning.

• Partner withCOEs andfunctions to ensure effective execution of programs.

• Analyze and synthesize workforce data to inform talent strategies and decision-making.

• Identifyand 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 withER COE andleaders to resolve employee relationsissues.

• 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 includingthe National Labor Relations Act (NLRA)and withcollective 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:

• Bachelor27s degree in a related discipline and6yearsexperiencein a related field; or a different combination, such as a master's degree and4yearsexperience; a Ph.D. and1year of experience in a related field; or 10yearsexperiencein 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, engagingothers, and earning trust and confidence.

Preferred Qualifications:

• Graduate degree in business,HRor 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.

To be employed in this role, you27ll 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.

The Company offers eligible employees the flexibility to take as much vacation with pay as they deem consistent with their duties, the company27s 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.