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Human Resources Business Partner

2 months ago

Farmington, Michigan, United States Jing Jin Electric Full time
Job Description

Jing Jin Electric (JJE) is a world leader in motor systems and electric drive assembly for new energy vehicles (NEV), covering pure electric vehicles (EVs), plug-in hybrids, and hybrids. JJE employs more than 2,000 employees. We are in the process of launching our North America Operation, an automated production facility.

We are thrilled to be a part of the explosive growth predicted for the electric vehicle industry. To support our growth, we are seeking talent that shares our passion for innovation and our dedication to delivering results. If you are looking for a company where your input is always welcome, your initiative is rewarded, and where your contributions will shape the company's future - that's JJE.

We are looking for a talented Human Resources Business Partner.

Key Responsibilities
  • Align business objectives with employees and management in designated business units.
  • Formulate partnerships across the HR function to deliver value-added service to management and employees that reflects the business objectives of the organization.
  • Maintain an effective level of business literacy, including the business unit's strategic plans, finances, culture, and competition.
Supervisory Responsibilities

This position has no direct supervisory responsibilities but does serve as a coach and mentor for other positions in the department.

Duties and Responsibilities
  • Conduct weekly meetings with respective business units.
  • Consult with line management, providing HR guidance when appropriate.
  • Analyze trends and metrics in partnership with the HR group to develop solutions, programs, and policies.
  • Manage and resolve complex employee relations issues. Conduct effective, thorough, and objective investigations.
  • Maintain in-depth knowledge of legal requirements related to day-to-day management of employees, reducing legal risks and ensuring regulatory compliance. Partner with the legal department as needed/required.
  • Provide day-to-day performance management guidance to line management (e.g., coaching, counseling, career development, disciplinary actions).
  • Work closely with management and employees to improve work relationships, build morale, increase productivity, and retention.
  • Provide HR policy guidance and interpretation.
  • Develop contract terms for new hires, promotions, and transfers.
  • Assist international employees with expatriate assignments and related HR matters.
  • Provide input on business unit restructures, workforce planning, and succession planning.
  • Collaborate with HR Director and Management to evaluate current team members and identify areas of training improvement.
  • Participate in evaluation and monitoring of training programs to ensure success. Follow up to ensure training objectives are met.
  • Collaborate with HR Director/Senior HR Manager to develop the sourcing strategy for new roles and agree delivery timeframes with the hiring manager.
  • Actively seek out fresh and original sourcing strategies to meet client's demand using all channels ranging from internal database and networking to social media platforms.
Required Skills and Abilities
  • Strong verbal and written communication skills.
  • Strong interpersonal and organizational skills; pays attention to detail.
  • Ability to comprehend, interpret, and apply the appropriate sections of applicable laws, guidelines, regulations, ordinances, and policies.
  • Ability to acquire a thorough understanding of the organization's hierarchy, jobs, qualifications, compensation practices, and the administrative practices related to those factors.
  • Effective time management skills with a proven ability to meet deadlines.
  • Strong analytical and problem-solving skills.
  • Proficient with Microsoft Office Suite or related software.
  • Language skills: Primary - English; Mandarin is a plus.
Education and Experience
  • Experience resolving complex employee relations issues.
  • Working knowledge of multiple human resource disciplines, including compensation practices, organizational diagnosis, employee and union relations, diversity, performance management, and federal and state respective employment laws.
  • Bachelor's degree required.
  • SHRM Certified Professional (SHRM-CP) or SHRM Senior Certified Professional (SHRM-SCP) credential or ability to obtain certification within one year of employment preferred.