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Global Director, Human Resources

Job Number:  21636
Group:  Magna Mechatronics, Mirrors & Lighting
Division:  Mechatronics, Mirrors & Lighting Group O
Job Type:  Permanent/Regular

Newmarket, ON, CA Troy, MI, US, 48098-2863

Group Description

The Mechatronics, Mirrors and Lighting group specializes in automotive technologies that are driving the future of mobility. Combining a deep systems knowledge to develop unique vehicle access experiences, intelligent visions systems and advanced automotive lighting technologies, MML's expertise light the path to innovation, safety and styling.


Company Overview

Magna Lighting is a sub-group within the Magna Mechatronics, Mirrors, Lighting (MML) Group of Magna International with sales revenues of $951M.  This sub-group has operating divisions in Canada, USA, Mexico, Brazil, Italy, Poland and China.  Engineering Centers located in Troy and Plymouth (Michigan-US), Rivoli (Italy) and Ostrava (Czech Republic).  The group employs approximately 5000 employees. 

Role Summary

The Global Director, Human Resources is responsible to ensure that all members of Magna Lighting are proactive in their approach to people, operating within the spirit of the Magna Culture and Values, Magna Employees’ Charter, and the Operating Philosophy.  In collaboration with the Magna Lighting leadership team, divisional General Managers and the Human Resources community, the Global Director, HR will implement Magna’s HR Programs, HSE Programs, the Magna Leadership Development System and other strategic initiatives in order to ensure the effectiveness of both individual and organizational capacity to accomplish the defined long-term business strategy.

Key Functions


  • Develops and implements Human Resources strategies to meet the organizational goals and objectives within Magna Lighting.  Aligns initiatives with Global Group Human Resources strategies, as needed.
  • Ensures an effective organization structure is in place and leads the strategic staffing of key positions within the Magna Lighting, as identified.
  • Builds high performing HR teams through strategic staffing, succession planning and pro-active coaching and mentorship of divisional HR Managers (HRM) in the effective implementation of human resources strategies supporting the Magna Culture.
  • Acts as principal liaison between Corporate, Global Group Office and Division Human Resources ensuring timely communication of all relevant messaging, information, and feedback.
  • Ensures the group has the leadership & talent bench strength to deliver business plan results.  Leads the Organization Robustness process, sub-group Talent Review Meetings and ensures pro-active Succession Planning and Performance Management processes are practiced.  
  • Provides support to Sub-Group and divisional management in the effective assessment of leadership strengths and weaknesses, coaching for improvement where required.
  • Develops a learning culture, identifying leadership and employee development needs and establishing robust training and development programs to address deficiencies and maximize growth opportunities. 
  • Ensures effective Talent Acquisition by leveraging Magna’s Employer Branding and Social Media strategy, implementing of pro-active campus and local recruitment strategies, ensuring a positive candidate experience and the assessment of talent to meet both technical and behavioral needs for both job and organizational fit.

Key Functions Continued

  • Ensures the MML Evergreen Program is in place and effective (effective Student/Internship program) across all divisions in coordination.  Develops strategic partnerships with local targeted universities and colleges.
  • Ensures effective orientation and on-boarding processes are in place, including ongoing mentorship of new HR Managers and Senior Leaders within the Sub-Group.  Ensure all Magna Corporate Compliance initiatives and requirements are communicated, trained, and achieved with recorded evidence.
  • Ensures Magna EHS Global Standards are communicated, and leadership teams are effectively engaged to meet regulatory and Corporate EHS program expectations.  Reports on Quarterly EHS performance metrics to update status and ensure action plans are progressing.
  • Ensures all expatriate, global mobility, immigration, tax, and relocation activities are implemented and monitored in accordance with Global Group requirements.
  • Leads the annual goal setting, performance review and year-end wage and bonus.  Coordinates executive compensation approval processes for all Magna Lighting group offices and divisions, as required, in alignment with Global Group requirements.
  • Leads the day-to-day HR function for Lighting Group Office departments (i.e. Engineering, Finance, etc).
  • Supports and mentors operating divisions in the development and implementation of Human Resources systems and procedures at division level, sharing best practices to promote Magna’s Open Door and Fair Enterprise Culture.
  • Ensures the effective support and implementation of Magna’s Employee Opinion Survey (EOS) process, Employee Advocate Program (EA) and Magna’s Fairness Committee (FC) 
  • Ensures all facilities conduct/present a Total Compensation Survey in accordance with the Magna Charter and Magna policies and procedures.  Develops and recommends strategies to ensure Total Compensation programs and employee cost models are competitive across the Sub-Group and geographic area.
  • Leads onboarding activities to ensure divisional leadership are effectively “Magnetized” and Magna Best in Class practices are implemented.  



  • Participates, as a key member of the Management Team, in development of the business plan, budget and strategic plan.  Reviews, manages and recommends effective employment cost models. and
  • Provides leadership to ensure aligned strategies with Magna legal counsel regarding labor relations, EHS, employee records administration and employment law and regulatory compliance.


  • Direct reporting of HR Manager, Group Office, HSE Manager (NA), SR. Generalist / Recruiting Specialist
  • Functional (indirect dotted line) responsibility for Director, Human Resources (EU), Divisional HR Managers (11-12) at multiple facilities and locations within the Americas, Europe, and China.

Knowledge, Skills & Abilities

  • University Degree required with focus in Human Resources, Business Administration or similar course of study.
  • Seven (7) to ten (10) years of progressive and related experience working in a Human Resources Leadership capacity. 
  • Experience leading the HR function in a multi-national fast-paced industrial/manufacturing environment required.  Prior Magna HR Director experience would be a definite asset.
  • Sound knowledge of progressive HR Systems and processes, Labour Relations and applicable legal and regulatory requirements within operation regions is required. 
  • Sound capability in Microsoft Office and related collaboration tools (Teams, SharePoint) and GHRIS (ideally Workday).
  • Additional language skills would be an asset.
  • Must have valid passport and ability to travel internationally. Frequent global travel required (approx. 20-30%)

Key Behavioral Traits for Success

  • Strong business and financial acumen; strong understanding of business and management principles involved in strategic planning, resource allocation, human resources modeling, leadership techniques, operational principles applicable to business in the respective region.
  • Ability to balance broad-scope strategic thinking with ability to execute/support in a “hands-on” fashion with attention to detail.
  • Excellent relationship building and change management skills with a strong capability to motivate and influence others across broad and diverse workgroups.
  • Highly effective communicator with the ability to clearly and concisely articulate ideas, concepts, and proposals.  
  • Culturally aware with a strong ability to coordinate and collaborate regionally and globally, working effectively with multiple stakeholders in a diverse team environment to accomplish common goals.
  • Strong complex problem solving/analytical and decision-making skills with sound judgement for negotiating solutions.  
  • Demonstrated work history of advancing human resource practices as a business partner to senior management in a complex and/or matrix-operating environment.
  • Confidence in confronting difficult situations and proven capability in conflict mediation and resolution.
  • Excellent multi-tasking and organization skills; ability to execute objectives in a timely and accurate fashion; instilling accountability with the team.  
  • Ability to maintain professionalism and focus under pressure.
  • Ability to handle highly sensitive matters with objectivity and discretion, High personal standard of integrity and ethics.

04--Human Resources F--Permanent/Regular 

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