Cox Automotive
HRBusinessPartnerManager
Neural analysis suggests this role is
optimal for Manager candidates.
“HR Business Partner Manager at Cox Automotive. Skills: HR Business Partnering, Labor Relations, Talent Management, Organizational Development. Partner with business leaders. Serve as liaison between business and People Solutions”
Industry & Context.
Analytical thinking
25% travel, Onsite role
What They're Looking For.
Must Have
Bachelor’s degree and 6 years’ experience, Master's degree and 4 years’ experience, Ph.D. and 1 year of experience, 10 years’ experience in a related field, Prior experience in union labor environments, Knowledge of labor relations, Knowledge of union contracts, Knowledge of negotiations, Knowledge of grievance procedures, Advanced analytical thinking skills, Advanced business acumen skills, Advanced consulting skills, Advanced navigating legal environments skills, Advanced regulatory environments skills, Advanced managing multiple priorities skills, Advanced building partnerships skills, Advanced communicating with consideration skills, Advanced driving innovation skills, Advanced engaging others skills, Advanced earning trust skills, Advanced confidence skills
Nice to Have
Graduate degree in business, HR or related field, HR certification, Demonstrated ability to work in a geographically disbursed organization, Demonstrated ability to work in a matrix organization, Project Management experience, Microsoft Excel knowledge and application
What You'll Do.
Partner with business leaders
Serve as liaison between business and People Solutions
Support union-represented operations
Engage with union daily
Participate in collective bargaining negotiations
Facilitate positive labor-management relations
Facilitate effective communication with union
Shape People Solutions programs
Deliver People Solutions programs
Facilitate development of integrated people plans
Align people plans to business strategy
Align people plans to business goals
Advise leaders on implications of business decisions
Advise leaders on implications of strategies
Advise leaders on implications of change initiatives
Partner with leaders to assess organizational needs
Define required capabilities
Serve as trusted advisor to leaders
Advise leaders on talent strategies
Advise leaders on organizational effectiveness strategies
Advise leaders on people-related strategies
Collaborate with senior leaders
Collaborate with managers
Implement People Solutions initiatives
Coach leaders on effective leadership
Counsel leaders on effective leadership
Coach leaders on performance management
Counsel leaders on performance management
Coach leaders on team effectiveness
Counsel leaders on team effectiveness
Interpret company policies
Apply company policies
Provide guidance on compliance
Provide guidance on risk mitigation
Advise leaders on business risk implications
Develop recommendations for mitigation
Own talent management processes
Lead talent management processes
Execute performance management
Execute annual compensation planning
Partner with functions
Ensure effective execution of programs
Analyze workforce data
Synthesize workforce data
Inform talent strategies
Inform decision-making
Identify gaps in workforce capability
Address gaps in workforce capability
Conduct needs analyses
Capture business requirements
Capture essential capabilities
Consult with leaders to resolve employee relations issues
Ensure adherence to People Solutions policies
Guide leaders on policy interpretation
Guide leaders on policy application
Support change management initiatives
Support organizational effectiveness initiatives
Ensure compliance with federal labor laws
Ensure compliance with state labor laws
Ensure compliance with local labor laws
Ensure compliance with NLRA
Ensure compliance with collective bargaining agreements
Partner across People Solutions functions
Drive implementation of HR initiatives
Use data to improve people processes
Use analytics to improve people processes
Use data to improve organizational design
Use analytics to improve organizational design
How You'll Work.
Team & Collaboration
Business and People Solutions leaders; Union representatives; Senior leaders and managers; ER COE; People Solutions functions
Communication Scope
Communicating with consideration
Process & Methodology
Project Management
Full Job Description
**Company** Cox Automotive - USA **Job Family Group** People Solutions **Job Profile** HR Business Partner Manager **Management Level** Manager - Non People Leader **Flexible Work Option** No remote option; must work at a specified Cox location **Travel %** Yes, 25% of the time **Work Shift** Day **Compensation** Compensation includes a base salary in the range of $101,500.00 - $169,100.00. The base salary may vary within the anticipated base pay range based on factors such as the ultimate location of the position and the selected candidate’s knowledge, skills, and abilities. Position may be eligible for additional compensation that may include an incentive program. **Job Description** **Cox Automotive** is currently looking for an **HR Business Partner Manager** to join our team. **The Role:** The HR Business Partner Manager partners with Market Center business leaders to shape and implement people strategies that align with business unit/function goals. This role provides guidance, leads key talent initiatives, and acts as a trusted advisor to leadership on workforce planning, organizational design, and employee relations. Manheim Auto Auctions consist of large, frontline, client-facing workforces in a high-volume production environment. This is an onsite role located in the Manheim Detroit auction, with up to 25% travel required to associated locations in the market. **Responsibilities:** _Business Support_ * Partners with and serves as a key liaison between business and People Solutions leaders to support union‑represented operations, including contract administration, day‑to‑day union engagement, and active participation in collective bargaining negotiations with an emphasis on positive labor relations. * Serve as the primary point of contact for union representatives, facilitating positive labor-management relations and effective communication. _Strategic Partnership & Planning _ * Shape and deliver People Solutions programs across multiple locations, departme
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