Mid Level Partner Group Engineering Manager Jobs
Mid level partner group engineering manager jobs go to professionals ready to own cross-functional initiatives, guide junior engineers, and move projects forward without constant direction. Openings cover 34 remote and hybrid settings across Technology & Software, Healthcare & Medical Services, and Manufacturing, with employers like Amazon, TikTok, and Avis Budget hiring at this level now.
Find JobsOverview
Open roles238+
Top stateCalifornia
Top employerAmazon
Top cityLos Angeles, CA
Work type66% On-site
Top industryTechnology
Showing 5 of 238+ Mid Level Partner Group Engineering Manager jobs
Human Resources Business Partner
We won't show you this job again
New 3h ago
Unified Door & Hardware Group
Human Resources Business Partner
Pennsauken, New Jersey
New 3h ago
Mgr, Patient Access Implementation
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New 18h ago
Corewell Health
Mgr, Patient Access Implementation
Grand Rapids, Michigan
New 18h ago
Senior HR Business Partner
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Added 1d ago
Motional
Senior HR Business Partner
Boston, Massachusetts
Added 1d ago
Manager, Partner Finance Matters
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Added 1d ago
Grant Thornton
Manager, Partner Finance Matters
Chicago, Illinois
Added 1d ago
Talent Acquisition Partner
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Added 2d ago
CrowdStrike
Talent Acquisition Partner
Texas
Added 2d ago
New 3h ago
Human Resources Business Partner
Unified Door & Hardware Group·Pennsauken, New Jersey
Job functions:
$120k - $140k/yr
5+ yrs exp.
Bachelor's degree in business administration
Full Time
201-500 employees
Job Description
Position Overview
The Human Resources Business Partner (HRBP) serves as a trusted advisor to regional and location leadership across Unified Door & Hardware Group (UDHG), aligning HR strategies and initiatives with business objectives. This position provides guidance and support in employee relations, performance management, workforce planning, talent development, organizational effectiveness, and compliance with employment practices.
The HRBP partners with leadership to address workplace concerns, strengthen management effectiveness, promote employee engagement, and ensure consistent application of company policies and procedures. The role also supports labor relations activities, including collective bargaining agreement administration and grievance resolution, at union-represented locations.
Working collaboratively with specialized HR teams, the HRBP delivers practical, business-focused solutions that support operational performance, a positive employee experience, and UDHG's commitment to being a Company of Choice.
Key Responsibilities
HR Business Partnership
- Partner with location and regional leaders to understand business priorities, staffing needs, and employee concerns.
- Provide guidance on performance management, attendance, corrective action, employee development, and employment decisions.
- Coach managers on setting expectations, documenting performance concerns, and conducting effective employee conversations.
- Review proposed disciplinary actions and separations for consistency with company policies, applicable agreements, and established approval procedures.
- Support workforce planning, organizational changes, and restructuring activities in partnership with HR leadership.
- Maintain regular contact with assigned locations through site visits and ongoing conversations with leaders and employees.
Employee Relations and Investigations
- Serve as an accessible resource for employees seeking guidance on workplace concerns, company policies, and HR processes.
- Conduct workplace investigations involving employee complaints, misconduct, policy violations, and contract disputes.
- Interview employees and witnesses, review records, document findings, and recommend appropriate action.
- Partner with HR leadership and Legal on sensitive or complex matters and escalate concerns promptly.
- Help managers resolve workplace conflicts and address recurring concerns affecting employee retention, attendance, and morale.
- Handle employee information with discretion and maintain complete, accurate case documentation.
Labor and Union Relations
- Serve as the primary HR contact for labor relations matters at assigned unionized locations and maintain productive working relationships with union representatives and stewards.
- Interpret and administer collective bargaining agreements, providing guidance on contract provisions, seniority, job assignments, scheduling, overtime, wage progression, and disciplinary procedures.
- Investigate grievances, gather supporting records, track contractual deadlines, and prepare responses in partnership with management, HR leadership, and Legal.
- Participate in grievance meetings and recommend resolutions based on contract language, established practices, and the facts of each situation.
- Support collective bargaining preparation by reviewing contract provisions, gathering workforce and compensation data, documenting operational needs, and developing proposals.
- Participate in bargaining sessions as assigned and help leaders implement negotiated changes.
- Identify recurring contract issues and advise leaders on practices that may create grievances or inconsistent treatment.
HR Programs and Administration
- Partner with Talent Acquisition and hiring managers on staffing priorities, position requirements, and onboarding needs.
- Coordinate with Payroll, Benefits, Compensation, and other HR verticals to address employee questions and concerns.
- Partner with the Leave Administration team on FMLA / LOA, accommodation requests, and return-to-work coordination.
- Support performance review cycles, employee development activities, and manager training.
Compliance and Reporting
- Support compliance with applicable employment and labor requirements, collective bargaining agreements, and company policies.
- Review HR records and location practices to identify gaps, recommend corrections, and follow through on action items.
- Monitor turnover, absenteeism, grievances, disciplinary activity, and other workforce trends to identify issues requiring attention.
- Provide leaders with clear recommendations based on employee feedback, case findings, and workforce data.
- Maintain accurate employee records and HR system information within the scope of the role.
Additional Responsibilities
- Support UDHG’s values of Safety, Customer Focus, Teamwork, and Integrity, and contribute to making the company a Company of Choice for employees and customers.
- Travel to assigned locations as business needs require.
- Perform other duties as assigned.
Qualifications
- Bachelor’s degree in Human Resources, Business Administration, Labor Relations, or a related field preferred; an equivalent combination of education and relevant experience will be considered.
- Five or more years of progressive Human Resources experience, including direct responsibility for employee relations and advising managers.
- Demonstrated experience supporting unionized employees, interpreting collective bargaining agreements, and handling grievances.
- Experience conducting workplace investigations and preparing clear, factual documentation.
- Experience supporting collective bargaining preparation or negotiations preferred.
- Working knowledge of employment and labor requirements affecting employee relations, wage and hour practices, leave, accommodations, and unionized workplaces.
- Ability to evaluate sensitive situations, exercise independent judgment, and provide practical recommendations.
- Strong communication skills, including the ability to explain policies and contract provisions clearly to employees, managers, and union representatives.
- Ability to build effective working relationships while addressing difficult issues directly and consistently.
- Strong organizational skills and the ability to manage competing priorities across multiple locations.
- Proficiency in Microsoft Word, Excel, PowerPoint, and Outlook, with experience using HR information systems.
- Experience with Dayforce preferred.
- Experience in manufacturing, distribution, construction, or a related operational environment preferred.
- PHR, SPHR, SHRM-CP, or SHRM-SCP certification preferred.
Reports To
Director, Human Resources
Compensation
The listed pay range reflects the expected base rate for this position. Within the range, individual pay may vary based on experience, qualifications, and work location within state.
This is a full-time position with competitive pay and benefits.
- Base: $120,000 - $140,000 per year
- Bonus: 20% Target Bonus
- Total Compensation (Base + Bonus): The successful candidate could reasonably expect a Total Compensation Package in the range of $132,000 - $182,000
- Equity: This role is not eligible for equity opportunities, awards or grants.
Benefits
At UDHG, we’re committed to supporting our employees both personally and professionally. We offer a comprehensive and competitive benefits package designed to help you thrive inside and outside of work. Our excellent package includes:
- Medical, Dental and Vision plans with leading national providers
- Health Savings Account (HSA) / Flexible Spending Account (FSA)
- Company Provided Basic Life and Accident Death & Dismemberment (AD&D)
- Voluntary Life and Accidental Death & Dismemberment (AD&D)
- Critical illness, Hospital Indemnity, Accident Coverage
- Legal Insurance Plan
- Paid Time Off (PTO) & Paid Company Holidays
- 401(k) plan with generous company match
Unified Door & Hardware Group
Human Resources Business Partner
Pennsauken, New Jersey
New 3h ago201-500 employees
Job functions:
$120k - $140k/yr
5+ yrs exp.
Bachelor's degree in business administration
Full Time
Job Description
Position Overview
The Human Resources Business Partner (HRBP) serves as a trusted advisor to regional and location leadership across Unified Door & Hardware Group (UDHG), aligning HR strategies and initiatives with business objectives. This position provides guidance and support in employee relations, performance management, workforce planning, talent development, organizational effectiveness, and compliance with employment practices.
The HRBP partners with leadership to address workplace concerns, strengthen management effectiveness, promote employee engagement, and ensure consistent application of company policies and procedures. The role also supports labor relations activities, including collective bargaining agreement administration and grievance resolution, at union-represented locations.
Working collaboratively with specialized HR teams, the HRBP delivers practical, business-focused solutions that support operational performance, a positive employee experience, and UDHG's commitment to being a Company of Choice.
Key Responsibilities
HR Business Partnership
- Partner with location and regional leaders to understand business priorities, staffing needs, and employee concerns.
- Provide guidance on performance management, attendance, corrective action, employee development, and employment decisions.
- Coach managers on setting expectations, documenting performance concerns, and conducting effective employee conversations.
- Review proposed disciplinary actions and separations for consistency with company policies, applicable agreements, and established approval procedures.
- Support workforce planning, organizational changes, and restructuring activities in partnership with HR leadership.
- Maintain regular contact with assigned locations through site visits and ongoing conversations with leaders and employees.
Employee Relations and Investigations
- Serve as an accessible resource for employees seeking guidance on workplace concerns, company policies, and HR processes.
- Conduct workplace investigations involving employee complaints, misconduct, policy violations, and contract disputes.
- Interview employees and witnesses, review records, document findings, and recommend appropriate action.
- Partner with HR leadership and Legal on sensitive or complex matters and escalate concerns promptly.
- Help managers resolve workplace conflicts and address recurring concerns affecting employee retention, attendance, and morale.
- Handle employee information with discretion and maintain complete, accurate case documentation.
Labor and Union Relations
- Serve as the primary HR contact for labor relations matters at assigned unionized locations and maintain productive working relationships with union representatives and stewards.
- Interpret and administer collective bargaining agreements, providing guidance on contract provisions, seniority, job assignments, scheduling, overtime, wage progression, and disciplinary procedures.
- Investigate grievances, gather supporting records, track contractual deadlines, and prepare responses in partnership with management, HR leadership, and Legal.
- Participate in grievance meetings and recommend resolutions based on contract language, established practices, and the facts of each situation.
- Support collective bargaining preparation by reviewing contract provisions, gathering workforce and compensation data, documenting operational needs, and developing proposals.
- Participate in bargaining sessions as assigned and help leaders implement negotiated changes.
- Identify recurring contract issues and advise leaders on practices that may create grievances or inconsistent treatment.
HR Programs and Administration
- Partner with Talent Acquisition and hiring managers on staffing priorities, position requirements, and onboarding needs.
- Coordinate with Payroll, Benefits, Compensation, and other HR verticals to address employee questions and concerns.
- Partner with the Leave Administration team on FMLA / LOA, accommodation requests, and return-to-work coordination.
- Support performance review cycles, employee development activities, and manager training.
Compliance and Reporting
- Support compliance with applicable employment and labor requirements, collective bargaining agreements, and company policies.
- Review HR records and location practices to identify gaps, recommend corrections, and follow through on action items.
- Monitor turnover, absenteeism, grievances, disciplinary activity, and other workforce trends to identify issues requiring attention.
- Provide leaders with clear recommendations based on employee feedback, case findings, and workforce data.
- Maintain accurate employee records and HR system information within the scope of the role.
Additional Responsibilities
- Support UDHG’s values of Safety, Customer Focus, Teamwork, and Integrity, and contribute to making the company a Company of Choice for employees and customers.
- Travel to assigned locations as business needs require.
- Perform other duties as assigned.
Qualifications
- Bachelor’s degree in Human Resources, Business Administration, Labor Relations, or a related field preferred; an equivalent combination of education and relevant experience will be considered.
- Five or more years of progressive Human Resources experience, including direct responsibility for employee relations and advising managers.
- Demonstrated experience supporting unionized employees, interpreting collective bargaining agreements, and handling grievances.
- Experience conducting workplace investigations and preparing clear, factual documentation.
- Experience supporting collective bargaining preparation or negotiations preferred.
- Working knowledge of employment and labor requirements affecting employee relations, wage and hour practices, leave, accommodations, and unionized workplaces.
- Ability to evaluate sensitive situations, exercise independent judgment, and provide practical recommendations.
- Strong communication skills, including the ability to explain policies and contract provisions clearly to employees, managers, and union representatives.
- Ability to build effective working relationships while addressing difficult issues directly and consistently.
- Strong organizational skills and the ability to manage competing priorities across multiple locations.
- Proficiency in Microsoft Word, Excel, PowerPoint, and Outlook, with experience using HR information systems.
- Experience with Dayforce preferred.
- Experience in manufacturing, distribution, construction, or a related operational environment preferred.
- PHR, SPHR, SHRM-CP, or SHRM-SCP certification preferred.
Reports To
Director, Human Resources
Compensation
The listed pay range reflects the expected base rate for this position. Within the range, individual pay may vary based on experience, qualifications, and work location within state.
This is a full-time position with competitive pay and benefits.
- Base: $120,000 - $140,000 per year
- Bonus: 20% Target Bonus
- Total Compensation (Base + Bonus): The successful candidate could reasonably expect a Total Compensation Package in the range of $132,000 - $182,000
- Equity: This role is not eligible for equity opportunities, awards or grants.
Benefits
At UDHG, we’re committed to supporting our employees both personally and professionally. We offer a comprehensive and competitive benefits package designed to help you thrive inside and outside of work. Our excellent package includes:
- Medical, Dental and Vision plans with leading national providers
- Health Savings Account (HSA) / Flexible Spending Account (FSA)
- Company Provided Basic Life and Accident Death & Dismemberment (AD&D)
- Voluntary Life and Accidental Death & Dismemberment (AD&D)
- Critical illness, Hospital Indemnity, Accident Coverage
- Legal Insurance Plan
- Paid Time Off (PTO) & Paid Company Holidays
- 401(k) plan with generous company match
See All 238+ Mid Level Partner Group Engineering Manager Jobs
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Find JobsMid Level Partner Group Engineering Manager Job Market
Who's Hiring
- Amazon27
- TikTok9
- Avis Budget6
- Quilt5
- TikTok USDS Joint Venture5
Top Industries Hiring
- Technology & Software66
- Healthcare & Medical Services27
- Manufacturing15
- Energy11
- Construction & Real Estate10
Mid Level Partner Group Engineering Manager Jobs: Frequently Asked Questions
How do I get a mid level partner group engineering manager job?
Position yourself by highlighting ownership, not just contribution. Emphasize projects you drove end to end, decisions you made independently, and engineers you mentored or coordinated. Applications that show you can manage partner relationships, align engineering work to business goals, and operate with limited oversight stand out at this level. Tailor your resume to reflect scope of impact, not just tasks completed.
Which companies hire mid level partner group engineering managers?
Companies hiring mid level partner group engineering managers right now include Amazon, TikTok, and Avis Budget, based on current listings on Migrate Mate as of November 2026. Hiring at this level tends to come from technology companies, enterprise software firms, and large organizations running scaled partner or platform engineering programs that require dedicated management capacity.
Are there remote mid level partner group engineering manager jobs?
Yes, though availability depends on the employer and team structure. About 34% of mid level partner group engineering manager openings are remote or hybrid as of November 2026, reflecting ongoing demand for flexible arrangements in engineering management. Roles that require close coordination with partner teams or cross-functional stakeholders are more likely to favor hybrid over fully remote setups.
How do I move up to a mid level partner group engineering manager role?
The path from entry level to mid level comes from gradually expanding your scope over your first few years. Focus on taking full ownership of features or workstreams, building relationships with partner teams, and demonstrating that your work consistently ties to measurable outcomes. Volunteering to mentor newer engineers and leading smaller initiatives without being asked signals readiness for mid level responsibility.
Which industries hire the most mid level partner group engineering managers?
Mid Level partner group engineering manager roles concentrate in Technology & Software, Healthcare & Medical Services, and Manufacturing, based on current listings on Migrate Mate as of November 2026. These sectors tend to drive hiring because they operate complex partner ecosystems or platform relationships that require dedicated engineering leadership to maintain alignment, deliver integrations, and scale technical collaboration across organizations.