Human Resources Generalist

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 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:

• Bachelors 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 $70000 to $90000 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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