Director, HR M&A and New Business Enablement

In this position...

The Director HR M&A and New Business Enablement drives workforce planning HR operating model design governance and operational readiness activities supporting mergers and acquisitions joint ventures strategic partnerships legal entity formations and new business standups. The role creates and maintains the people process policy technology and service delivery capabilities required for new acquired and jointly operated businesses to launch operate integrate and scale successfully.

The Director operates across the full business lifecycle: influencing people implications during transaction and formation strategizing and directing the standup of the HR capabilities a new business needs to operate and driving the sustained integration and change work that follows close. The role partners across Human Resources Finance Legal IT Corporate Development Purchasing and business leadership and directs coordination among enterprise functions external providers and systems required to deliver.

This is an individual contributor role with no direct reports. The Director delivers through influence cross-functional program leadership and partnership with enterprise functions external providers venture partners and business leaders.

The position is the primary point of connection between enterprise HR and new business leadership ensuring workforce compliance service delivery and organizational effectiveness requirements are addressed early enough to influence decisions rather than remediated after launch. The role executes Fords New Business Enablement strategy across transaction standup ramp-up integration and stabilization activities and helps build repeatable capability that improves execution across future initiatives.

What youll do...

• Drive HR strategy and workstream execution supporting mergers acquisitions divestitures joint ventures strategic partnerships legal entity formations and new business initiatives. Influence business decisions by identifying workforce implications organizational risks operational dependencies costs and people-related requirements throughout the business lifecycle.
• Direct HR coordination for new business standup integration ramp-up and stabilization programs. Drive alignment across Human Resources Finance Legal IT Payroll Talent Acquisition Purchasing HR Centers of Excellence business leadership venture partners and external service providers to enable successful business launch and operation.
• Drive HR integration and change strategy for acquired and integrating businesses through the extended post-close period. Direct the migration of acquired workforces onto applicable HR payroll time and talent platforms; drive harmonization of policies benefits job architecture and service delivery; and maintain accountability for change management manager enablement communications and adoption for affected populations.
• Strategize workforce governance compliance organizational design employee relations labor relations culture and HR operating model solutions for new and evolving businesses. Analyze qualitative and quantitative information influence risk decisions create recommendations and provide thought leadership supporting informed business choices.
• Drive planning and execution for new business initiatives including workforce planning organizational design job architecture leadership and governance structures contingent and partner-provided workforce requirements onboarding strategies operating model implementation service agreements and business stabilization.
• Create and maintain HR governance frameworks workforce policies service delivery models workforce administration processes and compliance protocols that support newly established businesses while aligning with applicable Ford policies contractual commitments and regulatory requirements. Direct employment-related entity decisions involving employer-of-record determination employment tax and regulatory registrations benefit plan participation and payroll structure.
• Establish and govern HR-related service agreements supporting acquisitions divestitures joint ventures partnerships new legal entities and other businesses requiring services from Ford or third parties. Define service scope ownership performance expectations costs decision rights escalation processes and exit or transition requirements appropriate to the business arrangement.
• Direct applicable HR systems implementation programs including HCM payroll time talent and service management platforms for new and integrating businesses. Influence and approve business requirements resolve system-of-record and data-ownership questions drive delivery by third-party implementation partners and confirm that operational requirements are contractually scoped and correctly priced.
• Drive workforce readiness across the full chain required for an employee to begin and sustain work including onboarding identity and system provisioning physical access occupational health requirements payroll and benefits readiness and training and certification currency.
• Create and maintain key performance indicators related to business readiness workforce implementation HR service delivery compliance operational effectiveness change adoption and stabilization. Establish interim milestones that provide advance warning of risk analyze trends and drive escalation with sufficient lead time for mitigation.
• Provide thought leadership on company policies employment regulations labor agreements governance requirements workforce practices and service delivery arrangements supporting new business entities partnerships and strategic initiatives. Contribute lessons learned reusable solutions and implementation experience to the teams shared playbooks frameworks and enterprise capability.
• Influence venture leadership partner organizations and enterprise functions to establish workforce governance models decision rights escalation processes and operating agreements that enable effective management of shared workforces outsourced services cross-company dependencies and jointly operated businesses.

Skills and Competencies

• Ability to translate business and transaction strategy into actionable workforce organizational governance service delivery and implementation plans.
• Ability to assess people-related opportunities risks costs dependencies and readiness requirements and develop practical mitigation strategies.
• Ability to provide thought leadership operate effectively through ambiguity and establish structure in new or evolving business environments.
• Demonstrated program leadership stakeholder management negotiation facilitation and executive communication capabilities.
• Ability to direct complex work through cross-functional teams enterprise functions venture partners consultants and external service providers without direct authority.
• Ability to design and implement governance frameworks operating models service agreements readiness plans and sustainable transition or stabilization approaches.
• Ability to connect strategic decisions to operational consequences and identify requirements early enough to influence transaction terms commercial arrangements business plans and implementation sequencing.
• Ability to balance business objectives workforce needs employee experience regulatory requirements cost speed and operational continuity.

Youll have...

• Bachelors degree in Human Resources Business Administration Organizational Development Industrial Relations Management Finance or a related field or a combination of education and equivalent experience.
• 8 years of progressively responsible experience in Human Resources business transformation organizational effectiveness program management corporate development support integration management shared services consulting or a related field.
• Experience supporting mergers acquisitions divestitures joint ventures strategic partnerships legal entity formations and/or new business standup activities.
• Experience driving complex cross-functional programs involving senior stakeholders multiple workstreams competing priorities and material organizational or business risk.
• Experience creating workforce organizational governance service delivery or operating model solutions that support business objectives.
• Experience evaluating and solving complex business workforce organizational cultural or operational challenges in ambiguous or rapidly changing environments.
• Experience standing up or integrating new organizations operating models legal entities systems service delivery capabilities or business functions.
• Experience in HR strategy organization design workforce planning change management HR operations service delivery or shared services.
• Experience influencing senior leaders leading through influence and driving alignment across enterprise functions external providers and business stakeholders.
• Experience working in manufacturing energy mobility technology defense consulting or another complex and rapidly evolving business environment preferred.

Even better you may have...

• Masters degree in Human Resources Organizational Development Business Administration Change Management or a related discipline preferred.
• Project Management Professional or similar project or program management certification preferred.
• Prosci Change Management or similar change management certification preferred.
• SHRM-SCP SPHR PHR CHRP or equivalent HR certification preferred.

You may not check every box or your experience may look a little different from what weve outlined but if you think you can bring value to Ford Motor Company we encourage you to apply!

As an established global company we offer the benefit of choice. You can choose what your Ford future will look like: will your story span the globe or keep you close to home Will your career be a deep dive into what you love or a series of new teams and new skills Will you be a leader a changemaker a technical expert a culture builderor all of the above No matter what you choose we offer a work life that works for you including:

• Immediate medical dental vision and prescription drug coverage
• Flexible family care days paid parental leave new parent ramp-up programs subsidized back-up child care and more
• Family building benefits including adoption and surrogacy expense reimbursement fertility treatments and more
• Vehicle discount program for employees and family members and management leases
• Tuition assistance
• Established and active employee resource groups
• Paid time off for individual and team community service
• A generous schedule of paid holidays including the week between Christmas and New Years Day
• Paid time off and the option to purchase additional vacation time.

This position is leadership level 5 and ranges from $141700-$268300.

Final determination of salary grade will be based on candidates skills and experience and base salary will be set within the applicable range according to job scope responsibility and competitive market value.

For more information on salary and benefits click here: sponsorship is not available for this position.

Candidates for positions with Ford Motor Company must be legally authorized to work in the United States. Verification of employment eligibility will be required at the time of hire.

We are an Equal Opportunity Employer. All qualified applicants will receive consideration for employment without regard to race religion color age sex national origin sexual orientation gender identity disability status or protected veteran the United States if you need a reasonable accommodation for the online application process due to a disability please call 1-.

This position is hybrid with a requirement to be onsite four or more days per week. #LI-Hybrid

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