HR Business Partner

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.

4. North America HR Program Coordination

• 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
  • Employee development
  • Workforce planning
  • Organizational design
  • Policy implementation
  • Employee communications
  • Leadership development
  • 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.

6. Recruiting and Talent Support

• Partner with the recruiting COE and hiring leaders on corporate, leadership, confidential, and business-critical searches.
• Recruiting specialists will retain responsibility for the company's routine recruiting processes and general requisition workload.
• The HR Business Partner may support priority searches by:

• • Clarifying position requirements
  • Assisting with job descriptions
  • Developing sourcing strategies
  • Identifying or engaging candidates
  • Participating in interviews
  • Assessing organizational and cultural fit
  • Coordinating leadership feedback
  • Supporting offer development
  • Maintaining candidate communication
  • Supporting onboarding and integration

• Provide the MNA HR Director with clear candidate assessments and recommendations for designated priority positions.
• Help ensure hiring decisions consider technical qualifications, leadership capability, organizational needs, internal equity, and long-term potential.
• Support workforce and succession planning by connecting anticipated talent gaps with future recruiting priorities.

7. Alabama, Canada, and Site Support

• Support the MNA HR Director with major projects and priorities across Minth's North America footprint.
• Provide project coordination and HR support for the Alabama launch, including recruiting priorities, HR readiness, workforce planning, policy implementation, organizational development, and leadership support.
• Assist with the integration and standardization of HR practices across Canadian operations while recognizing applicable Canadian legal and cultural requirements.
• Coordinate with HR teams supporting Wixom, Michigan manufacturing operations, Tennessee operations, Canada, Alabama, and future North America locations.
• Participate in site visits, leadership meetings, employee activities, investigations, audits, or launch-readiness reviews when assigned.
• Help identify differences in local practice, unresolved ownership, policy gaps, or inconsistent execution.
• The HR Business Partner will support local HR teams but will not replace their ownership of day-to-day site employee relations, attendance, investigations, or operational HR execution.

8. Coordination With the MNA HR Manager and COEs

• Maintain a dotted-line relationship with the MNA HR Manager for day-to-day coordination, workflow alignment, and access to centralized HR resources.
• Coordinate with the MNA HR Manager in areas involving:

• • Policy interpretation
  • Recruiting
  • Compensation
  • Immigration
  • Benefits
  • Shared Services
  • TDR
  • Salaried employee reviews
  • Proposed terminations
  • HR systems and processes

• Connect corporate leaders and project stakeholders with the appropriate COE specialist rather than personally assuming work owned by the COE.
• Provide the MNA HR Manager with visibility of recurring service issues, policy questions, missed commitments, and cross-functional problems.
• Follow established COE processes while escalating situations that require additional judgment, exception approval, or intervention by the MNA HR Director.
• The MNA HR Manager may provide functional direction and day-to-day coordination, but the HR Business Partner's direct reporting relationship and primary accountability remain with the MNA HR Director

9. Policy and Compliance Support

• Help corporate leaders and employees understand and apply North America HR policies.
• Coordinate policy questions and significant interpretations with the MNA HR Manager, who serves as the primary North America policy and COE leader.
• Support the communication, rollout, acknowledgment, and implementation of new or revised policies.
• Identify practices or leadership requests that may conflict with company policy, U.S. or Canadian employment requirements, or established HR governance.
• Maintain complete and appropriate documentation for employee-relations matters, compensation actions, organizational changes, and other significant HR decisions.
• Escalate significant legal, ethical, employee-relations, compliance, financial, or reputational concerns to the MNA HR Director without unnecessary delay.
• Partner with legal counsel or specialized COE resources when directed.

10. HR Data, Reporting, and Organizational Planning

• Maintain accurate trackers and reporting related to North America HR priorities, projects, staffing, talent, and organizational actions.
• Prepare or coordinate:
  • Organizational charts
  • Headcount reports
  • Vacancy and recruiting reports
  • Talent and succession summaries
  • Project-status reports
  • Leadership action trackers
  • Workforce-planning materials
  • HR metrics and executive summaries
• Analyze information for trends, gaps, overdue actions, and potential organizational risks.
• Present information in a clear, concise, and decision-oriented format.
• Ensure confidential HR data is appropriately stored, shared, and protected.

11. Special Projects and Continuous Improvement

• Lead or support special projects assigned by the MNA HR Director.
• Research HR practices and develop practical recommendations appropriate for Nort