HR Business Partner - Manufacturing

Auto req ID: 53799 
Title: HR Business Partner - Manufacturing 
Job Function: Human Resources 
Location: YORK 
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?

 

The Harley-Davidson Motor Company Vehicle Operations facility in York is our final assembly plant. Employees at York also perform a variety of manufacturing operations, including fabrication, welding, polishing and painting and produce a wide range of current and replacement parts for all models. Join our team as a HR Business Partner - Manufacturing.

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 HR senior leadership team. 
• Provides support to leaders, managers and employees to better understand and utilize HR tools, processes and policies; maximizing organizational effectiveness, improve performance and ensuring compliance. 
• Advises and counsels leaders and employees on people related matters.
• Works collaboratively with COE and other HR 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 HR programs and services) in support of business goals.

Integrated Business Solutions:

• Works with assigned business unit to help them align and integrate the strategic capabilities of the company's human resources with business unit objectives.
• Focuses HR 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 HR network of resources to develop optimal solutions to meet business unit challenges.

Strategic Partner:

• Stays connected with Leadership Team; salaried workforce; HR peers and Corporate HR. 
• 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 HR 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 effectiveness.
• Is