Human Resources Manager, Product Development (Hybrid)

Job Summary

The Human Resources Manager, Product Development is the business partner interacting daily with our Product Development leaders on the people-related matters impacting their business. The Product Development team you will support includes our Engineering, Design, and Motorcycle Management organizations. The HR Manager effectively engages the Human Resources Generalist(s) assigned to their team in providing innovative Human Resources strategies designed to optimize human resources within their assigned business areas. This role assists the business unit leadership in the development and implementation of solutions that makes business strategies actionable. The HR Manager contracts effectively with the center-led specialties within the Human Resources function to deploy COE initiatives in the areas of total rewards, employee relations, and talent management, as well as the rest of the COE functions within the Human Resources shared services model as needed. 

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, and employees to better understand and utilize Human Resources tools, processes, and policies, maximizing organizational effectiveness, improving performance, ensuring compliance. Advises and counsels leaders and employees on people-related matters. Consults, advises, and assists business unit leaders; works collaboratively with COE and other Human Resources 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 assigned business units to help them align and integrate the strategic capabilities of the company's human resources with business unit objectives. Identifies emerging human capital challenges and trends within the business units supported, sponsoring efforts to create improvement opportunities and effective solutions with business impact. Focuses Human Resources solutions on organizational outcomes that improve employee and organizational performance and productivity. Working collaboratively with COE resources of performance and growth, safety, talent management and rewards; brokers with and utilizes the company's Human Resources network of resources to develop optimal solutions to meet business unit challenges.
• Strategy Development & Execution: Participates in the establishment of work unit plans and performance measures in support of business goals. Helps 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 a role model for performance management and developing others. Provides positive reinforcement for desired behaviors at all levels. Able to diagnose and resolve significant as needed. Works with the business leaders to ensure diversity and inclusiveness are properly embraced and supported by all business units. Responsible for monitoring the health and well-being of the employee/employer relationship. Works with the Human Resources Business Services Director to develop solutions in concert with the business and COE philosophy (e.g., reward strategies, talent management, etc.). Assesses employee engagement, works to develop and deploy solutions to increase engagement levels. Responsible for the implementation of all COE processes for assigned business units. Understands Human Resources practices, procedures, employment law, and COE approaches and administers them consistently and fairly.

Education Requirements

Education Specifications

• Master's Degree is Preferred.
• PHR, SPHR, CP or SCP Certifications Preferred
• High School Diploma or GED required 

Experience Requirements

• Typically requires a minimum of 8 years of related experience.
• Strong supervisory experience.
• Technical expertise in the effective handling of employee relations issues
• Possess general management perspective and business acumen, including financial and strategic capability. Excellent judgment and sensitivity for dealing with internal and external issues; Ability to interact in fluid and ambiguous situations and sensitivity to the needs of the stakeholders of the organization.
• An assertive, pragmatic, "hands-on" Human Resources leader with a "bottom line" approach to management.
• A catalyst for change, including problem-solving, innovative transformation, relationship, and role influence. Ability in taking reasoned risks and presenting and selling ideas.
• Evidence of a leadership style which builds alliances with internal/external customers and emphasizes integrity, high morale, effective teamwork, and high moral standards. Proactive approach to community involvement and civic participation.
• A team player with excellent interpersonal and strong "people skills", outstanding verbal communication skills on an individual and group basis, excellent writing skills, negotiating skills, and executive demeanor.