HRBP - Stamping & MLM

At Stellantis, we are a company that embraces change. We are always striving to improve and be our best, allowing us to create exciting, innovative and safe cars, trucks, and utility vehicles for millions of customers around the world. As a Human Resource Business Partner - Stamping & MLM, you will play a key role in our ability to deliver what we promise to our customers.

You will drive all aspects that lead to a positive Division culture, an engaged and capable workforce, and efficient operations by:

• Collaborating with Division leadership to drive culture and organizational development initiatives across multiple Sites

• Partnering with the Division Leadership teams to ensure operational excellence across the Division, supporting the vision and goals of the organization

• Coaching and supporting Division leadership on all HR processes and activities

• Leading the Stamping & MLM HR team in all HR processes and activities

• Coaching and developing the Stamping & MLM HR team, supporting their continued career growth

• Developing relationships with the organizations

• Ensuring compliance with various local and federal regulations, as well as company and Site policies, practices and agreements

The HRBP - Stamping & MLM is specifically responsible for the following:

• Continually evaluating the talent within the function across regions and working with appropriate COEs where necessary to ensure the right people are in the right roles within the Division structures, identifying and acting upon:

• Strengths of the current talent within the organization and development opportunities to further prepare talent to face the challenges of the function.

• Opportunities to increase the diversity of talent within the organization.

• Risks to the success of the organization due to underperformance, the potential loss of talent, or gaps in skill sets/experiences.

• External sources of talent that can be drawn upon to strengthen the organization.

• Opportunities to increase efficiency and reduce redundancies within and across the Divisions

• Creating a strong talent pipeline for key positions within the function, extensively utilizing succession planning and development actions to ensure the availability of future functional leaders in both divisions

• Proactively planning for the functional talent needs of the future across the Divisions and putting in place a strategy to ensure the talent within the organization will be prepared to deliver on the future needs of the company.

• Working with organizational leadership and Divisional HRBPs to support activities to increase the engagement of employees within the function and across the Divisions.

• Collaborating with the other members of the HR organization to drive an environment of teamwork that will support the achievement of overall HR objectives.

• Engaging with Divisional HRBPs to ensure the optimal approach is used in HR activities, balancing the functional and Divisional needs and environment.

Basic Requirements:

• Bachelor's Degree in Human Resources, Business or Psychology or related degrees.
• Minimum of twelve (12) years of experience working within Human Resources including experience as an HR business partner or as a strategic consulting partner

• Experience in Human Resources Business Partner, Plant Human Resources Manager, Talent Management, Organizational Planning / Development or Talent Acquisition. Including minimum 5 years as an HR Leader of a large organization (example 1000+ employees).

• Demonstrated ability to lead, manage and facilitate human resources and talent alignment and development initiatives and solution-oriented processes including but not limited to: performance management, organization planning & design, talent review, succession planning and leadership development and coaching.

• Experience managing organizational change across functions and geographies.

• Demonstrated experience in providing strategic consulting recommendations and solutions

• Proficient with Microsoft Office

• Exceptional written and verbal communication skills

• Able to coach and develop teams

Preferred Requirements:

• Master's Degree in Human Resources, Business or Psychology or related degrees

• Twelve plus (12+) years of experience working within Human Resources including experience as an HR business partner or as a strategic consulting partner

At Stellantis, we are a company that embraces change. We are always striving to improve and be our best, allowing us to create exciting, innovative and safe cars, trucks, and utility vehicles for millions of customers around the world. As a Human Resource Business Partner - Stamping & MLM, you will play a key role in our ability to deliver what we promise to our customers.

You will drive all aspects that lead to a positive Division culture, an engaged and capable workforce, and efficient operations by:

• Collaborating with Division leadership to drive culture and organizational development initiatives across multiple Sites

• Partnering with the Division Leadership teams to ensure operational excellence across the Division, supporting the vision and goals of the organization

• Coaching and supporting Division leadership on all HR processes and activities

• Leading the Stamping & MLM HR team in all HR processes and activities

• Coaching and developing the Stamping & MLM HR team, supporting their continued career growth

• Developing relationships with the organizations

• Ensuring compliance with various local and federal regulations, as well as company and Site policies, practices and agreements

The HRBP - Stamping & MLM is specifically responsible for the following:

• Continually evaluating the talent within the function across regions and working with appropriate COEs where necessary to ensure the right people are in the right roles within the Division structures, identifying and acting upon:

• Strengths of the current talent within the organization and development opportunities to further prepare talent to face the challenges of the function.

• Opportunities to increase the diversity of talent within the organization.

• Risks to the success of the organization due to underperformance, the potential loss of talent, or gaps in skill sets/experiences.

• External sources of talent that can be drawn upon to strengthen the organization.

• Opportunities to increase efficiency and reduce redundancies within and across the Divisions

• Creating a strong talent pipeline for key positions within the function, extensively utilizing succession planning and development actions to ensure the availability of future functional leaders in both divisions

• Proactively planning for the functional talent needs of the future across the Divisions and putting in place a strategy to ensure the talent within the organization will be prepared to deliver on the future needs of the company.

• Working with organizational leadership and Divisional HRBPs to support activities to increase the engagement of employees within the function and across the Divisions.

• Collaborating with the other members of the HR organization to drive an environment of teamwork that will support the achievement of overall HR objectives.

• Engaging with Divisional HRBPs to ensure the optimal approach is used in HR activities, balancing the functional and Divisional needs and environment.