What are the responsibilities and job description for the Human Resources Business Partner (Talent Acquisition) position at American Rheinmetall?
American Rheinmetall is a leader in the design, development, and production of advanced tracked and wheeled vehicles, vehicle systems, and critical components that support U.S. military modernization. Our expertise spans electronic and mechanical systems, fabricated structures, armored products, rubber solutions, and track systems, delivering reliable innovation to both defense and commercial markets at the speed of need. As part of the global Rheinmetall family, we combine proven heritage with forward-looking technology to provide solutions that defend and feed the world.
Job Summary:
The Human Resource Business Partner (HRBP) position is responsible for aligning corporate business objectives with employees and management throughout American Rheinmetall’s multiple worksites. The position formulates partnerships across the HR function to deliver value-added service to management and employees that reflects the business objectives of the organization. The HRBP maintains an effective level of business literacy about the business unit's financial position, its midrange plans, its culture, and its competition. The HRBP may focus on a particular area(s) and ultimately builds strong relationships with leaders and employees, promoting a positive and compliant environment through consistent and creative practices. HRBPs are assigned primary areas of responsibility that may include Benefits & Compensation, Payroll & HR Operations, Talent Acquisition, Talent Management, Learning & Development, Employee Relations, Workforce Planning, or other strategic HR disciplines. While all HRBPs collaborate to deliver a consistent employee experience, each HRBP maintains ownership and accountability for designated programs, processes, and organizational initiatives.
Location: Auburn Hills, MI
Essential Functions:
- Partner with site and department leaders through regular meetings to understand business needs and provide HR support.
- Analyze HR metrics and trends to develop proactive solutions, policies, and programs.
- Ensure compliance with federal, state, and local employment laws; collaborate with legal counsel as necessary.
- Support leaders in resolving employee relations matters and improving team dynamics, morale, and retention.
- Provide consistent HR policy guidance and interpretation across all locations.
- Offer input on workforce planning, organizational design, and succession strategies.
- Identify training needs; coordinate and evaluate training programs to ensure effectiveness.
- Directly support specific area(s) of expertise, ensuring daily tasks, processes, etc. Move forward and actions are taken as required by tasked HR personnel
- Workforce planning with leaders: demand forecasts, capacity and skill mix, hiring plans
- Own recruitment strategy, process design, and selection quality; partner with hiring managers and recruiters on profiles and assessments.
- Build and manage talent pipelines through recruiting direction and initiatives
- Lead employer branding in partnership with Marketing
- Implement recruiting analytics and insights: time-to-fill, quality-of-hire, diversity slate metrics, funnel conversion, cost-to-hire, etc
- Partner with Comp on offer structures; ensures compliance and equity
- Support succession planning inputs and critical role mapping
- All other duties as assigned
Supervisory Responsibilities:
Yes, direct or indirect supervision of recruitment team.
Minimum Qualifications:
- Strong working knowledge of employment law and HR best practices.
- Excellent interpersonal, communication, and coaching skills.
- Proven ability to manage conflict, influence stakeholders, and build relationships at all levels.
- Analytical mindset with the ability to use data to inform decisions.
- High degree of discretion and professionalism when handling sensitive issues.
- Flexible and adaptable to changing business needs and multiple priorities.
- Project management skills and the ability to work independently across multiple locations.
Education & Experience
- Bachelor's degree (B. A.) from four-year college or university and 5 years related experience and/or training; or equivalent combination of education and experience.
Background Prerequisites:
Must undergo and meet company standards for background check, employment verification, reference checks, physical, and controlled substance testing. Candidate must be able to obtain and maintain suitability requirements for access to classified information.
Preferred Qualifications:
- SHRM Certified Professional (SHRM-CP) or SHRM Senior Certified Professional (SHRM-SCP) credential or ability to obtain certification within one year of employment.
Working Conditions and Physical Demands
The physical demands described here are representative of those that must be met by an employee to successfully perform the essential functions of this job.
- While performing the duties of this role, the employee is primarily required to sit for extended periods and work at a computer, with occasional standing and walking.
- The employee may occasionally be required to use hands to handle or feel, reach with hands and arms, and communicate clearly in person, over the phone, and through virtual meeting platforms.
- The employee may occasionally lift and/or move up to 25 pounds, such as office materials or equipment.
- Work is typically performed in a professional office environment or remotely, requiring reliable internet connectivity and the ability to participate in virtual meetings.
Equal Employment Opportunity Statement:
American Rheinmetall provides equal employment opportunities (EEO) to all employees and applicants for employment without regard to race, color, religion, gender, sex (including pregnancy), gender identity, national origin, age, disability, or marital status, in accordance with applicable federal, state and local laws. This policy applies to all terms and conditions of employment, including, but not limited to, hiring, placement, promotion, termination, layoff, recall, transfer, leaves of absence, compensation, and training.