HR Business Partner - Manufacturing

Auto req ID: 36847 
Title: HR Business Partner - Manufacturing 
Job Function: Human Resources 
Location: PILGRIM 
Company: Harley-Davidson Motor Company 
Full or Part-Time: Full Time 
Shift: SHIFT1 

At Harley-Davidson, we are building more than machines. It’s our passion and commitment to continue the evolution of this storied brand, and heighten the desirability of the Harley-Davidson experience. To keep building our legend and leading our industry through innovation, evolution, and emotion we need the best and brightest talent. We stand for the timeless pursuit of adventure. Freedom for the soul. Are you ready to join us?

Our Powertrain Operations facility, located on Pilgrim Road in Menomonee Falls, WI, is where the “jewel” of the motorcycle comes to life. Pilgrim Road employees produce engines and transmissions for the final assembly plant in York, Pennsylvania, as well as transmissions, and replacement parts for sale through Harley-Davidson® Genuine Motor Parts and Accessories business. Join our team as a HR Business Partner - Manufacturing and help build the world’s most sought-after motorcycles.

Job Summary

The Business Partner HR serves as a strategic advisor to a manufacturing site with a unionized workforce, aligning HR initiatives with business objectives to enhance organizational effectiveness, employee engagement, and workforce development. This role is instrumental in fostering a proactive labor relations strategy while ensuring compliance with labor agreements and employment laws.

As a key partner to site leadership, this role provides day-to-day support on people-related matters, offering innovative HR strategies to optimize talent management within assigned business units. This position collaborates closely with business leaders to translate strategic priorities into actionable workforce solutions.

In partnership with the HR Manager, this role delivers forward-thinking HR counsel, leveraging expertise in manufacturing operations and continuous improvement to support business and workforce goals. Additionally, this role works with Centers of Expertise (COEs)—such as Total Rewards and Talent Management—to implement and sustain key HR programs, including performance management, rewards and recognition, employee development, and staffing.
 

Job Responsibilities

• Human Resources Consultation & Management: Supports the implementation of strategies set forth by the Human Resources senior leadership team. Provides support to leaders, managers, and employees to better understand and utilize Human Resources tools, processes, and policies; maximizing organizational effectiveness, improving performance, and ensuring compliance. Advises and counsels leaders and employees on people-related matters. Works collaboratively with COE and other Human Resources to accomplish the following activities (e.g., change initiatives, employee relations interventions, talent development/acquisition and performance management, organizational learning and development, business diagnostics, productivity analyses, retention and engagement assessment, employee communication, and Human Resources programs and services) in support of business goals.
• Integrated Business Solutions: Works with the assigned business unit to help them align and integrate the strategic capabilities of the company's human resources with business unit objectives. Focuses Human Resources solutions on organizational outcomes that improve employee and organizational performance and productivity. Working collaboratively with COE resources, employee brokers with and utilizes the company's Human Resources network of resources to develop optimal solutions to meet business unit challenges.
• Strategic Partner: Stays connected with Leadership Team; salaried workforce; Human Resources peers and Corporate Human Resources. Works with the business to execute the agreed strategic plan. Understands the talent needs of the business. Partners with Organization Development resources to support the business. Ensures Human Resources programs are aligned with the business needs and culture.
• Strategy Development and Execution: Participates in the establishment of work unit plans and performance measures in support of business goals. Assists business leaders to translate strategy into solutions, actions, and results. Is a credible activist ensuring the people-perspective is represented in business decisions so implications are understood and the workforce is proactively and successfully utilized for the overall benefit of the business. Assesses the impact of business decisions on the workforce and provides solutions to optimize opportunities and mitigate any downsides.
• Talent Management: Identifies talent issues before they impact the business - manages performance effectivenes