About the job Human Resources Business PartnerWe are seeking an experienced Human Resources Business Partner with a unique blend of expertise in the Metal and Engineering Industries Bargaining Council (MEIBC), the automotive manufacturing sector, and audit. The successful candidate will be a strategic partner in aligning HR strategies with business objectives, ensuring compliance, and contributing to a positive work environment.Bachelor's degree in Human Resources, Business Administration, or a related field.Master's degree or HR certification is a plus.Minimum of 2 years of experience as an HRBP in the automotive manufacturing industry.Demonstrated expertise and experience working with the MEIBC and a deep understanding of relevant labor laws.Previous audit experience, with a focus on HR processes and compliance.Proven success in negotiating and managing positive relationships with employee representatives and unions.Strong knowledge of HR best practices, employment legislation, and industry trends.Excellent communication, interpersonal, and negotiation skills.Key Responsibilities:MEIBC Expertise:Demonstrate in-depth knowledge and practical experience with MEIBC regulations, ensuring compliance with relevant labor laws.Lead negotiations and consultations with employee representatives and unions to foster positive labor relations.Automotive Manufacturing Industry Experience:Bring a solid understanding of the automotive manufacturing industry, its unique challenges, and best practices in HR.Implement HR strategies that address industry-specific issues, such as production cycles, workforce planning, and talent acquisition.Audit Experience:Utilize audit experience to ensure HR processes and practices comply with internal policies and external regulations.Conduct periodic HR audits to identify areas for improvement and implement corrective actions.Strategic HR Partnership:Collaborate with senior leadership to align HR initiatives with business objectives, contributing to the overall success of the organization.Provide strategic guidance on workforce planning, organizational design, and talent management.Employee Relations:Proactively manage employee relations issues, conducting investigations, and implementing solutions that promote a positive work environment.Advise and guide management on disciplinary matters, grievances, and performance management.Talent Acquisition and Development:Oversee the recruitment process, ensuring the acquisition of top talent to meet the organization's current and future needs.Implement effective training and development programs to enhance employee skills and capabilities.HR Metrics and Analytics:Utilize data-driven insights to assess HR performance, identify trends, and propose actionable recommendations for continuous improvement.
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