We are the movers of the world and the makers of the future. We get up every day, roll up our sleeves and build a better world -- together. At Ford, we’re all a part of something bigger than ourselves. Are you ready to change the way the world moves?

In partnership with leaders, our mission is to empower our teams, partners, and businesses to achieve their full potential, drive innovation, continually improve and succeed. We create significant value through people by acting as strategic change leaders, talent strategists, employee advocates, and culture architects. Simply put, we are trusted partners and experts in all aspects of human resources.

As a Specialist, HR Business Partner, you will be integral to the Ford of Canada HR team, driving key HR initiatives and projects that enhance organizational effectiveness. You will ensure compliance with HR policies, provide critical support in employee relations and recruitment, and facilitate robust management initiatives. This role is key to optimizing new hire experiences, developing vital talent retention strategies, and offering expert guidance to leaders on complex employment and management issues.

This Oakville, ON role will require occasional travel. For reference occasional travel will be required to provide HR support services to both our Waterloo and Kanata locations.

The minimum requirements we seek:

• University Degree in Business Administration or Human Resources or related field of study (Successful candidates will be required to provide proof of degree completion for the highest level of education attained. If the degree was obtained from a school outside of Canada, an Education Credential Assessment report showing Canadian equivalency is also required.)
• 5+ years HR Business Partner experience

Our preferred requirements:

• Master's degree in Human Resources/Industrial Relations
• CHRP designation is considered an asset
• Proven data analytics skills
• Proficiency in Microsoft Office Suite (Excel, Word, PowerPoint) including advanced acumen in Excel
• Experience providing HR Business Partner support to large employee teams (100+)
• Previous talent acquisition experience is an asset
• Ability to work independently and manage time effectively

This posting is for an existing vacancy within our team.

The expected annual salary range for this position is $80,000 - $130,000 and individuals may be eligible to participate in our Annual Compensation bonus program.

We thank all applicants for their interest, but only those selected for an interview will be contacted.

Ford of Canada is an Equal Opportunity Employer and is committed to a culturally diverse workforce. Accommodations for applicants with disabilities throughout the recruitment, selection and / or assessment processes, where needed, are available upon request. Please inform Human Resources of the nature of any accommodation(s) that you may require.

Candidates for this position must be legally entitled to work in Canada. Ford Motor Company of Canada, Limited does not sponsor work permit applications.

As an HR Business Partner, you will be instrumental in driving HR initiatives and supporting our teams across Ford of Canada. Your responsibilities will include but are not limited to:

Strategic HR Partnership & Consulting:

• Strategic Advising: Coach, facilitate, lead, and advise operating leaders to optimize individual, team, and organizational performance, providing fresh perspectives and innovative approaches.
• Business Alignment: Partner with departmental heads and business leaders to draft, analyze, and implement people and culture-related decisions that align seamlessly with business unit objectives.
• Change Leadership: Lead and support change efforts, including facilitating change management initiatives to meet evolving customer and business needs.
• Strategic HR Alignment: Align actions with the HR Vision and Strategic Priorities, and educate and guide leaders on HR policies, processes, programs, and strategic initiatives.

Talent Management & Development:

• Talent Acquisition Collaboration: Actively collaborate with HR Business Partners, People Leaders, and Hiring Managers to support talent acquisition initiatives, ensuring a seamless and effective hiring process.
• Workforce Planning: Identify current and future workforce planning needs, collaborating with skill teams to deliver appropriate solutions such as recruiting, competency assessment, and design thinking.
• Employee Onboarding & Development: Design and facilitate appropriate orientation and induction programs for new employees. Contribute to career advancement and succession planning initiatives.
• Performance Management: Implement company and department programs and policies around performance management.

Employee Relations & Engagement:

• Employee Advocacy & Culture: Foster an effective, inclusive work environment and culture, balancing employee advocacy with stewardship of company goals and values.
• Engagement & Morale: Support People Leaders in action planning related to employee engagement and morale, including data analysis, insight identification, and plan development and execution.
• Issue Resolution: Facilitate and support managers in the resolution of employee relations issues, and participate in investigations related to employee matters.
• Positive Work Environment: Maintain and promote a positive working environment, improving employee satisfaction and morale to increase productivity and retention.

HR Operations, Compliance & Data Analytics

• Policy Implementation & Compliance: Ensure meticulous adherence to and compliance with all applicable employment laws, regulatory requirements, company policies, and best practices (e.g., ethics, health and safety), conducting audits as needed. Guarantee all HR Business Partner activities meet legal and labor law standards, including the Employment Act.
• HR Program Implementation: Implement company and department programs and policies around people and culture issues, employee hiring, rewards, and resignations within established timelines.
• Data Analysis & Reporting: Analyze data and leverage technology to proactively identify and diagnose business needs/opportunities and develop solutions. Maintain accurate records and compile statistical reports concerning personnel-related data (e.g., new hires, transfers, performance appraisals, absenteeism). Track key employee metrics (engagement, satisfaction, turnover, attrition), deliver recommendations, and support data preparation and analysis for HR Dashboard reports.
• Cross-functional Coordination: Coordinate effectively with other HR functions and Business Managers to provide comprehensive support in employee relations, recruitment, onboarding, leaves, performance management, company policies, training, and legal requirements.
• Project Management: Lead and deliver projects to resolve complex HR problems by analyzing diverse variables, integrating data, identifying trends, and developing strategic solutions.

Continuous Improvement & Knowledge Management:

• Knowledge Development: Continuously develop and apply a comprehensive understanding of HR principles, concepts, practices, and industry standards relevant to the HR Business Partner function.
• Program Updates: Actively participate in discussions with regional and functional areas to stay abreast of and contribute to changes and updates in HR programs and policies.