The Senior Director, HR Greenfield Site Strategy & Operations will provide strategic leadership and oversight for all Human Resources aspects of Ford's newest manufacturing facilities, including BlueOval City in Tennessee and the BlueOval SK Battery Parks in Kentucky, and Blue Oval Battery Michigan. This pivotal role will be instrumental in designing, establishing, and scaling the HR framework from the ground up, ensuring a world-class employee experience, operational excellence, and a thriving, inclusive culture.

 

You will be responsible for defining the overarching HR strategy for these greenfield sites, collaborating closely with the joint venture (JV) partners, and leading a team of HR professionals to execute on this vision. This role demands a visionary leader who can integrate Ford’s century of manufacturing expertise with innovative HR practices, focusing on proactive employee engagement, robust talent development, and fostering a positive, high-performance environment from day one. You will shape the future of Human Resources at the forefront of Ford's electric vehicle transformation.

 

The successful candidate will possess extensive expertise in greenfield site HR strategy, employee relations, organizational design, change management, and the full employee lifecycle within a large-scale manufacturing environment. This leader will be a self-driven, strategic thinker with a proven track record of building and leading high-performing HR teams, influencing senior stakeholders, and driving significant organizational change.

Master’s degree or equivalent in Human Resources, Learning & Development, Education or consulting practice preferred12+ years of progressive Human Resources experience, with at least 5+  years in a senior leadership role focused on HR strategy and operations in a large-scale manufacturing or industrial setting.Demonstrated experience in greenfield site HR strategy development and implementation, or significant experience in large-scale organizational build-out.Extensive experience with positive employee relations strategiesExperience with executing lean principles required.Demonstrated ability to develop, communicate, and execute strategy on an enterprise-wide or function-wide scale.Experience in developing talent and key capabilities for the future, including organizational design work.Strong knowledge of Employee Experience and DEI strategy and initiativesAbility to work seamlessly across functions, leading cross-functional teams.

This description outlines the general nature and scope of work typically performed in this job. It is not intended to be an exhaustive list of all duties, responsibilities, knowledge, skills, work requirements, etc. It may vary slightly based on business or geographic needs and is subject to being reviewed and updated periodically.

What you'll receive in return 

As part of the Ford family, you’ll enjoy excellent compensation, and a comprehensive benefits package that includes generous PTO, retirement, savings and stock investment plans, incentive compensation, and much more. You will experience a “Work from Anywhere” structure and the support needed to be successful in a remote environment. You’ll also experience exciting opportunities for professional and personal growth and recognition. Candidates for positions with Ford Motor Company must be legally authorized to work in the United States on a permanent basis. Verification of employment eligibility will be required at time of hire. Visa sponsorship is not available for this position. Ford Motor Company is an equal opportunity employer committed to a culturally diverse workforce. 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 status.

Strategic HR Leadership & Vision:

Develop and champion the comprehensive HR strategy for all greenfield manufacturing sites, ensuring alignment with Ford's overall business objectives, culture, and future growth plans.Lead the co-creation and implementation of the manufacturing employee experience aspiration, designing policies, programs, and practices that foster a positive, engaging, and high-performance culture from inception.Serve as the primary HR strategic partner to senior manufacturing leadership and JV partners, advising on critical people strategies, organizational effectiveness, and change leadership.Drive the evaluation, evolution, implementation, and sustainment of a scalable manufacturing culture playbook that promotes positive employee relations, collaboration, and continuous improvement.

Organizational Design & Talent Management:

Design and implement the optimal HR organizational structure for greenfield sites, including the selection, development, and leadership of the HR teams embedded within each facility.Own the talent strategy for greenfield sites, including workforce planning, succession planning, and the development of a robust talent pipeline for all levels of manufacturing operations and HR leadership.Partner with HR Centers of Excellence (COEs) such as Talent Acquisition, Learning & Development, and Total Rewards to tailor and deploy best-in-class HR programs specifically designed for the unique needs of greenfield operations.Oversee performance management frameworks and leadership development initiatives to ensure the sustained growth and effectiveness of manufacturing leaders and their teams. 

Culture Building and Positive Employee Relations:

Provide expert guidance and oversight on conflict resolution, ensuring fair, consistent, and equitable treatment of all employees, addressing concerns promptly to maintain a harmonious work environment.Implement robust communication strategies to keep employees informed about organizational changes, goals, and performance, building trust and a sense of shared ownership.Ensure all HR practices, policies, and procedures are compliant with relevant employment laws and regulations, consistently promoting a safe, inclusive, and fair workplace.

HR Operations & Analytics:

 

Oversee the establishment and optimization of HR operational processes and systems for greenfield sites, driving efficiency, consistency, and scalability from launch through maturity.Utilize data analytics and HR metrics to identify trends, diagnose organizational issues, and inform strategic HR interventions, ensuring data-driven decision-making.Lead change management planning and execution for significant HR and organizational initiatives within the greenfield sites, ensuring successful adoption and sustainability.

 

Stakeholder Partnership & Community Engagement:

Build and maintain strong, collaborative relationships with key internal stakeholders, including manufacturing leadership, legal, communications, government affairs, and other HR COEs.

Engage with local communities surrounding the greenfield sites to understand community needs, build partnerships, and ensure Ford is a responsible and respected corporate citizen and employer of choice

 

Critical Behaviors Will Include:

Visionary Leadership: Possesses a strategic mindset, inspiring others to think differently and innovate to create a culture consistent with Ford+ behaviors and to deliver on the Ford Plan.Executive Presence & Influence: Demonstrated ability to influence at the highest levels of the organization, driving alignment and commitment to strategic HR initiatives.Employee-Centric Passion: A deep passion for improving the manufacturing workplace by proactively addressing employee wants and needs and championing the employee experience.Results Orientation: Strong drive for results with the ability to navigate complex challenges, overcome obstacles, and deliver measurable impact in a fast-paced, greenfield environment.Collaborative & Inclusive: A highly collaborative, team-oriented leader who promotes a diverse, equitable, and inclusive environment and fosters strong partnerships across all levels.Change Agent: A proven track record as a change agent who is visionary, optimistic, and resilient, with experience moving the needle and driving significant organizational transformation