Position Overview:

You will serve as a strategic HR Business Partner supporting the Vehicle Electronics & Software (VES) and Product Development Excellence (PDE) engineering organizations, partnering closely with leaders to align people strategies with business objectives. In this role, you will provide guidance on talent management, organizational effectiveness, workforce planning, employee engagement, and leadership development while collaborating with HR centers of expertise to deliver integrated solutions. You will help leaders build organizational capability, strengthen team effectiveness, and support critical talent decisions that enable business performance. This role offers the opportunity to influence key engineering organizations, drive meaningful business outcomes, and contribute to the development of future organizational capability.

Key Responsibilities:

• Partner with VES and PDE engineering leaders to understand business priorities, workforce needs, organizational challenges, and talent implications, translating business objectives into actionable people strategies.

• Provide guidance on organizational design, workforce planning, role clarity, talent movement, team effectiveness, and change management initiatives.

• Lead and support talent management processes, including performance management, talent reviews, succession planning, development planning, and promotion or market adjustment reviews.

• Coach leaders on talent assessment, employee development, performance management, employee relations matters, team dynamics, engagement, and communication strategies.

• Collaborate with Organizational Development, Compensation, Talent Acquisition, and other HR partners to strengthen leadership capability, workforce planning, and talent acquisition outcomes.

• Use employee feedback, retention trends, team health insights, and workforce data to identify opportunities to improve employee experience, onboarding, engagement, and retention.

• Execute annual and recurring HR processes, including goal setting, performance reviews, compensation planning, succession planning, and organizational updates with consistency and accuracy.

• Manage HR transactions, documentation, communications, and Workday-related activities in partnership with HR Operations and business leaders.

• Analyze data and reporting to support decision-making, identify trends, and improve leader readiness, process effectiveness, and organizational outcomes.

• Balance compliance, operational efficiency, employee experience, and enterprise consistency while maintaining strong HR process discipline.

Desired Competencies:

• Communication: You clearly convey information, ideas, and expectations to diverse audiences, adjusting your message to ensure understanding and alignment.

• Collaboration: You work effectively with others across functions and levels, contributing to shared goals while respecting different perspectives.

• Business Acumen: You understand how your work impacts financial performance, operational efficiency, and organizational goals, and you make decisions with the broader business context in mind.

Qualifications:

• Bachelor’s degree in Human Resources, Business, Organizational Development, Industrial Relations, or a related field.

• Minimum of 3 years of progressive experience in an HR business partner, HR generalist, talent management, employee relations, or related HR role.

• Demonstrated ability to partner with leaders, understand business priorities, and translate those priorities into effective HR actions.

• Experience supporting performance management, compensation planning, talent reviews, succession planning, employee relations, and organizational change initiatives.

• Strong communication, coaching, analytical, problem-solving, and project management skills.

• Ability to work effectively in a matrixed, cross-functional environment.

• Proficiency with Microsoft Office and HR systems; Workday experience preferred.

• Experience supporting engineering, product development, manufacturing, operations, technology, or other technical client groups preferred.

• Experience leveraging workforce data and insights to inform recommendations and influence leader decision-making preferred.

• This position is not eligible for sponsorship.

The starting pay range for Minnesota is $70,000 to $90,000 per year. Individual salaries and positioning within the range are determined through a wide variety of factors including but not limited to education, experience, knowledge, skills, and geography.  While individual pay could fall anywhere in the range based on these factors, it is not common to start at the high end or top of the range. 

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