HR Business Partner

About Company:

Minth Group stands as a global leader in the manufacturing of exterior and structural automotive parts. By the end of 2025, with a workforce of 27,367 employees distributed across four business units and 80 global plants and offices, our operations span four continents and 15 countries. We take immense pride in serving a diverse clientele, encompassing over 80 automobile brands from all over the world.Leveraging one of the world’s most comprehensive and diverse customer platforms, Minth has made significant investments in the electrification of the automotive industry, positioning itself as the world's largest supplier of battery enclosures and body structure components. At Minth Group, our commitment extends beyond business success to the creation of a sustainable society and future for all. We champion green innovations and increasingly adopt green energy in our operations. Concurrently, we are dedicated to providing high-performance, superior-quality automotive parts that adhere to the highest global standards, continually driving innovation within the automotive industry.

About the Role:

The HR Business Partner (HRBP) plays a critical role in aligning business objectives with employees and management within designated business units. This position serves as a consultant to management on human resource-related issues, acting as an employee champion and change agent. The HRBP assesses and anticipates HR-related needs, communicating proactively with business leaders to develop integrated solutions. By leveraging data-driven insights and industry best practices, the HRBP supports organizational growth, talent development, and workforce planning. Ultimately, this role ensures that HR strategies and initiatives drive business performance and foster a positive, inclusive workplace culture.

Minimum Qualifications:

• Bachelor’s degree in Human Resources, Business Administration, or a related field.
• Minimum of 5 years of experience in human resources, with at least 3 years in a business partner or consultative role.
• Strong knowledge of employment laws and HR best practices in the United States.
• Proven experience in employee relations, performance management, and organizational development.
• Excellent communication, interpersonal, and conflict resolution skills.

Preferred Qualifications:

• Master’s degree in Human Resources Management, Organizational Development, or an MBA.
• Professional HR certification such as SHRM-CP, SHRM-SCP, or PHR/SPHR.
• Experience working in a fast-paced, matrixed organization or within the technology sector.
• Demonstrated success in leading diversity, equity, and inclusion programs.
• Proficiency with HRIS systems and data analytics tools.

Responsibilities:

• Collaborate with business leaders to develop HR strategies that support business goals and enhance organizational effectiveness.
• Provide guidance and coaching to managers on employee relations, performance management, and conflict resolution.
• Partner with talent acquisition teams to identify workforce needs and support recruitment efforts.
• Analyze HR metrics and trends to inform decision-making and recommend improvements in HR processes.
• Lead or support change management initiatives, including organizational restructuring and culture transformation.
• Facilitate training and development programs to build leadership capabilities and employee engagement.
• Ensure compliance with federal, state, and local employment laws and regulations.
• Drive diversity, equity, and inclusion initiatives to promote a respectful and inclusive workplace.

Skills:

The HR Business Partner utilizes strong interpersonal and communication skills daily to build trusted relationships with business leaders and employees, facilitating open dialogue and effective problem-solving. Analytical skills are essential for interpreting HR metrics and workforce data to guide strategic decisions and measure the impact of HR initiatives. Conflict resolution and coaching skills enable the HRBP to address employee concerns and support leadership development effectively. Knowledge of employment law ensures compliance and mitigates risk in all HR activities. Additionally, proficiency with HR technology and change management techniques supports the implementation of scalable HR solutions that align with evolving business needs.