Manager, HR Business Partner

General information

Ref # 21856

Remote? No

Ally and Your Career

Ally Financial only succeeds when its people do - and that's more than some cliché people put on job postings. We live this stuff! We see our people as, well, people - with interests, families, friends, dreams, and causes that are all important to them. Our focus is on the health and safety of our teammates as well as work-life balance and diversity and inclusion. From generous benefits to a variety of employee resource groups, we strive to build paths that encourage employees to stretch themselves professionally. We want to help you grow, develop, and learn new things. You're constantly evolving, so shouldn't your opportunities be, too?

The Opportunity

This role is on a hybrid schedule in our Charlotte or Detroit office, in a few days each week.

As an HRBP Manager, you will serve as a strategic talent partner to a defined business unit or function, working in close partnership with a Senior Director HRBP. This individual contributor role will support our control functions including legal , corporate affairs, and Audit.

You will facilitate the human capital strategy while taking ownership to lead select initiatives within your client group. You will use an analytical mindset, industry knowledge, and strong business acumen to address talent opportunities and challenges, enabling operational efficiency and growth in a technology- and AI-enabled environment. You will operate with minimal to moderate oversight, balancing independent problem-solving with collaboration across HR Centers of Excellence (COEs). You will regularly interact with mid-to-senior-level leaders (including Executive leadership), building trust and influence to drive outcomes that align to business strategy and the Ally "Do It Right" culture.

The Work Itself

• Serve as a trusted advisor to mid-to-senior leaders, aligning human capital priorities to business strategy and performance goals.
• Translate business needs into HR plans in partnership with HRBP leadership; own delivery and outcomes within your client portfolio.
• Lead or co-lead components of organizational design initiatives aligned to strategy, growth priorities, and operational efficiency.
• Assess organizational health, including spans and layers, decision rights, role clarity, and operating mechanisms to improve agility, speed, and accountability.
• Guide workforce assessment and enablement, including reskilling, redeployment, and role design/redesign in partnership with Talent, L&D, and TA COEs.
• Partner with Total Rewards and leaders on retention and rewards insights; provide inputs to workforce planning and succession/talent reviews.
• Lead moderate-scale change initiatives for your client groups and support larger enterprise changes led by HRBP leadership.
• Ensure alignment across performance, rewards, learning, and talent programs to reinforce desired behaviors and outcomes.
• Partner with workforce analytics and leverage HR data to diagnose issues and trends (e.g., turnover, engagement, DE&I, performance distribution); convert insights into recommendations and actions hikers with leaders and COEs.
• Coach leaders on org health, performance, engagement, and team effectiveness; navigate nuanced situations such as conflict resolution and mediation, applying effective challenge, empathy, and risk awareness.
• Consult on annual talent processes (e.g., performance management, compensation, engagement, DE&I, talent management, talent acquisition, and leadership development).
• Translate leadership needs into COE requirements and provide feedback to shape future content, programs, and policies.
• Proactively identify practical opportunities to enable HR support using AI and evolving technologies; pilot and champion data-driven, tech-enabled practices where appropriate.
• Apply relevant employment laws, regulations, policies, and procedures to business decisions.
• Role-model Ally's values and "Do It Right" culture in all interactions.

The Skills You Bring

?Minimum Requirements

• 7 years of relevant experience or equivalent
• High School Diploma or GED equivalent

Preferred Qualifications

• 7+ years of progressive HR experience across HRBP and/or HR COE disciplines (e.g., Talent, Total Rewards, Employee Relations, L&D) OR 5+ years of progressive HR experience and a bachelor's degree in HR or a related field
• At least 2 years in a consulting role
• Demonstrated experience supporting and influencing mid-to-senior leaders, with evidence of leading moderate-scale org design or change initiatives.
• Experience operating in complex, fast-changing, or technology-driven environments; consulting experience a plus
• Bachelor's degree in HR, Business, or related field preferred.
• PHR, SHRM-CP (or higher) recommended.
• Business acumen and systems thinking; ability to connect human capital levers to business outcomes.
• Strong coaching, facilitation, and communication skills; capable of presenting complex ideas to groups and influencing diverse stakeholders.
• Data literacy: analyze, interpret, and translate data into insights and action plans; comfort partnering with analytics teams.
• Change management skills; able to plan, execute, and sustain change with cross-functional partners.
• Relationship management and credibility-building with leaders; sound judgment, creativity, and problem-solving in ambiguous situations.
• Strong command of employment law and risk management.
• Curiosity and baseline fluency in AI with a practical orientation toward integrating tech into HR deliverables.

How We'll Have Your Back

Ally's compensation program offers market-competitive base pay and pay-for-performance incentives (bonuses) based on achieving personal and company goals. But Ally's total compensation - or total rewards - extends beyond your paycheck and is designed to support and enrich your personal and professional life, including:

• Time Away: competitive holiday and flexible paid-time-off, including time off for volunteering and voting.
• Planning for the Future: plan for the near and long term with an industry-leading 401K retirement savings plan with matching and company contributions, student loan and 529 educational assistance programs, tuition reimbursement, and other financial well-being programs.
• Supporting your Health & Well-being: flexible health and insurance options including dental and vision, pre-tax Health Savings Account with employer contributions and a total well-being program that helps you and your family stay on track physically, socially, emotionally, and financially.
• Building a Family: adoption, surrogacy, and fertility support as well as parental and caregiver leave, back-up child and adult/elder day care program and childcare discounts.
• Work-Life Integration: other benefits including LifeMatters® Employee Assistance Program, subsidized and discounted Weight Watchers® program and other employee discount programs.

Who We Are:

Ally Financial is a customer-centric, leading digital financial services company with passionate customer service and innovative financial solutions. We are relentlessly focused on "Doing it Right" and being a trusted financial-services provider to our consumer, commercial, and corporate customers. For more information, visit

Ally is an equal opportunity employer committed to diversity and inclusion in the workplace. All qualified applicants will receive consideration for employment without regard to age, race, color, sex, religion, national origin, disability, sexual orientation, gender identity or expression, pregnancy status, marital status, military or veteran status, genetic disposition or any other reason protected by law.

Where permitted by applicable law, must have received or be willing to receive the COVID-19 vaccine by date of hire to be considered, if not currently employed by Ally.

We are committed to working with and providing reasonable accommodation to applicants with physical or mental disabilities. For accommodation requests, email us at [email protected]. Ally will not discriminate against any qualified individual who is capable of performing the essential functions of the job with or without reasonable accommodation.

Base Pay Range:

An individual's position in the range is determined by the scope and responsibilities of the role, work experience, education, certification(s), training, and additional qualifications. We review internal pay, the competitive market, and business environment prior to extending an offer.

Emerging: 90000

Experienced: 120000

Expert: 150000

Incentive Compensation: This position is eligible to participate in our annual incentive plan