Operations Human Resources Manager

YOUR ROLE

Lead the Human Resources strategy and execution for a 1,500+ employee automotive manufacturing plant, driving organizational transformation, strong labor relations in a unionized environment, and a high-performance culture. Act as a strategic business partner to plant leadership, enabling operational excellence, leadership development, and workforce efficiency.

RESPONSIBILITIES

1. Organizational Transformation & HR Modernization (Strategic Priority) – Lead automation and digitalization of HR processes (recruitment, payroll, performance, analytics). Implement HR systems (HRIS, dashboards, people analytics) to enable data‑driven decisions. Redesign HR processes to improve efficiency, reduce costs, and enhance employee experience. Introduce modern HR practices aligned with advanced manufacturing environments.
2. Organizational Design & Workforce Restructuring – Continuously assess organizational structure (operations and staff functions). Lead workforce restructuring initiatives to improve productivity and efficiency. Define optimal spans of control, roles, and workload distribution. Align organizational structure with business strategy and growth.
3. Change Management – Design and implement organizational change‑management strategies. Ensure effective adoption of new structures, processes, and cultural initiatives. Manage resistance to change, particularly with areas with a long tenure. Communicate changes clearly and align leadership around transformation efforts.
4. High‑Performance Culture – Drive a results‑oriented, accountable, and disciplined organizational culture. Implement robust performance management systems. Align individual KPIs with plant objectives (productivity, quality, safety). Promote continuous improvement mindset (Lean culture).
5. Leadership Development (Coach & Facilitator Role) – Act as a strategic coach to plant leadership and management team. Develop leadership capabilities across managers and supervisors. Facilitate leadership development programs, mentoring, and succession planning. Support leaders in critical people‑related decisions. Elevate overall leadership maturity across the organization.
6. Labor & Union Relations – Lead and manage union relationships to ensure labor stability. Negotiate collective bargaining agreements and annual reviews. Manage labor disputes and conflict resolution. Ensure full compliance with the Federal Labor Law.
7. HR Strategy – Define and execute the overall HR strategy aligned with business goals. Act as a strategic partner to Plant Leadership. Align talent, culture, and organizational capabilities with operational objectives. Develop the HR employees at the plant to the next level of competencies required.
8. HR Operations & Administration – Oversee recruitment, pre‑payroll, compensation, and benefits. Manage headcount (2,200 employees: unionized and staff). Optimize labor costs and workforce planning.
9. Organizational Development – Implement technical and leadership training programs aligned with corporate drive performance management and career development. Lead employee engagement and company values with climate initiatives.
10. Legal Compliance & Audits – Ensure compliance with labor authorities such as the Ministry of Labor, STPS, and Social Welfare. Manage internal and external audits (including customer and certification audits). Handle labor inspections and regulatory requirements.
11. Operational Support – Partner closely with Production, PC&L, Quality, and Engineering teams. Ensure workforce availability for production lines. Reduce turnover, absenteeism, and overtime. Support operational discipline and execution.

REPORTING STRUCTURE

Reports to: Corporate HRD LATAM & functional to Plant Manager.
Direct reports: Labor Relations Manager; Pre‑Payroll and Benefits Team; Talent Acquisition for Unionized and hourly indirect employees; Training, Communication & Development HR Business Partners; Security.

REQUIRED SKILLS

• Education: Bachelor’s degree in Human Resources, Business Administration, or related field. Preferred: Master’s degree, Coaching certification.
• Experience: 10–15 years of progressive HR experience, 5+ years in senior HR leadership within automotive manufacturing. Experience in large‑scale operations (+1,000 employees).
• Technical Knowledge: Mexican labor law; union negotiations and labor relations; HR systems (Workday, SAP, or similar); Lean Manufacturing principles & audit and compliance frameworks (IATF 16949 preferred).
• Key Competencies: Strong leadership in complex environments; advanced negotiation and conflict resolution skills; strategic thinking with strong execution capability; ability to influence both union leaders and executives; decision‑making under pressure; change leadership and transformation mindset.

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Aptiv is an equal employment opportunity employer. All qualified applicants will receive consideration for employment without regard to race, color, religion, national origin, sex, gender identity, sexual orientation, disability status, protected veteran status or any other characteristic protected by law.