HR Business Partner Manager

Daimler Truck North America

. Lead, develop, and mentor the Human Resources and Employee Relations team .

Posted 10/15/2026full-timeDetroit • Michigan • United StatesSeniorLead💰 $128,000 - $164,000 per yearWebsite

Core Competencies

Role fit

Core Competencies

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Demonstrates expertise in strategic HR leadership, workforce planning, and employee relations within complex, global organizations. Capable of translating business priorities into actionable people strategies while fostering a culture of accountability and continuous improvement.

Highest-signal resume keywords

Strategic HR LeadershipWorkforce PlanningEmployee Relations ManagementOrganizational DesignChange Leadership

ATS Keywords

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Applicant Tracking System Keywords

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Hard Skills

Workforce AnalyticsSuccession PlanningTalent ManagementPerformance ManagementOrganizational DevelopmentRisk ManagementEmployment LawData AnalysisComplex InvestigationsPeople Strategy Development

Soft Skills

Excellent CommunicationConsultation SkillsFacilitation SkillsExecutive InfluencingSound Judgment

Certifications & Qualifications

SHRM-SCPSPHR

Industry Keywords

Human ResourcesEmployee RelationsMatrixed OrganizationOrganizational HealthContinuous Improvement

About the role

Key responsibilities & impact

Lead, develop, and mentor the Human Resources and Employee Relations team
Set priorities, performance expectations, and development plans aligned with business objectives
Ensure consistent HR and employee relations support, including guidance and escalation for complex investigations, conflicts, and workplace concerns
Build a collaborative, customer-focused culture promoting accountability, inclusion, continuous learning, continuous improvement, and operational excellence
Serve as primary strategic HR advisor to senior leaders
Translate business priorities into people strategies addressing workforce needs and organizational objectives
Build alignment and influence across a global, matrixed organization
Guide operating model design, restructuring, change efforts, succession needs, and workforce risk mitigation using organizational insights and workforce analytics
Coach leaders on engagement, performance, team effectiveness, change leadership, talent decisions, and workforce challenges
Support high-performing, inclusive cultures and facilitate organizational health and team effectiveness discussions
Drive action planning to improve engagement, culture, retention, and talent outcomes
Lead strategic workforce planning and assess capability, critical skill, staffing, and organizational capacity needs
Lead succession planning, talent reviews, leadership pipeline, internal mobility, career development, and capability-building strategies
Partner with HR Centers of Excellence and Operations on integrated HR solutions
Implement enterprise HR programs, policies, and initiatives across supported client groups
Represent business needs in the design and evolution of HR strategies, programs, and services
Analyze workforce and business data to identify trends, risks, and opportunities
Translate insights into actionable workforce and business recommendations
Measure people-strategy effectiveness and drive continuous improvement
Identify and mitigate people-related business, legal, compliance, and reputational risks
Oversee complex employee relations matters and investigations
Promote fair, consistent, and compliant people practices

Requirements

What you’ll need

Bachelor's degree in Human Resources, Business Administration, Organizational Development, Labor Relations, or a related field
8 years of related experience with progressive strategic HR leadership experience
Demonstrated experience leading HR or Employee Relations professionals, or comparable business leadership in complex matrixed environments
In-depth experience managing complex personnel matters
Ability to translate business priorities into practical people strategy
Experience in a complex, highly global, matrixed organization
Strong knowledge of organizational design, workforce planning, succession planning, talent, change, performance, and employee relations
Strong business acumen and analytical capability
Employment law and risk-management knowledge
Experience using workforce data to inform decisions
Excellent communication, consultation, facilitation, and executive-influencing skills
Sound judgment, ability to manage multiple priorities, maintain confidentiality, and lead through complexity and change
Final candidate must successfully complete a criminal background check
Final candidate may be required to successfully complete a pre-employment drug screen
Master's degree and/or SHRM-SCP or SPHR certification are exceptional candidate qualifications

Benefits

Comp & perks

Annual variable pay bonus program
Eligible for use of a company vehicle
401k company contribution with company match up to 6%
Non-elective company contribution of 3–7% depending on age
Starting at 4 weeks paid vacation
13+ calendar holidays
8 weeks paid parental leave
Employee assistance program
Comprehensive health care plans
Wellness programs
Onsite fitness at some locations
Tuition assistance
Volunteer paid time off
Short-term disability plans
Long-term disability plans
Relocation assistance when eligibility criteria are met
U.S. Visa sponsorship available for qualifying candidates