senior human resources business partner

Yext

<div>
 Yext (NYSE: YEXT) is the leading brand visibility platform, built for a world where discovery and engagement happen everywhere &mdash; across AI search, traditional search, social media, websites, and direct communications. Powered by over 2 billion trusted data points and a suite of integrated products, Yext provides brands the clarity, control, and confidence to perform across digital channels. From real-time insights to AI-driven recommendations and execution at scale, Yext turns a brand's digital presence into a competitive advantage, which is only possible through our team of innovators and enthusiastic collaborators. Join us and experience firsthand why we are consistently recognized as a &lsquo;Best Place to Work&rsquo; globally by industry leaders such as Built In, Fortune, and Great Place To Work&reg;!
 <br/>
 <br/>
 Yext is looking for a
 <strong>
  Senior
 </strong>
 <strong>
  Human Resources Business Partner
 </strong>
 who will be responsible for driving a diversity of HR efforts, focusing on programs like learning and development, employee engagement, and retention. This role will be responsible for working with leaders to help set a people strategy and translating that into action. This person will also be responsible for championing the Yext culture!
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 <strong>
  What You&rsquo;ll Do
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  <br/>
 </strong>
 <ul>
  <li>
   Partner with business leaders to develop and execute people strategies that support organizational objectives and drive business results.
  </li>
  <li>
   Provide strategic guidance on organizational design, workforce planning, talent development, and compensation decisions.
  </li>
  <li>
   Act as a trusted advisor to managers and functional leaders, influencing decision-making on complex people-related matters.
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  <li>
   Lead core HR processes including performance management, compensation planning, and employee engagement initiatives.
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   Coach and develop leaders to enhance leadership effectiveness, team performance, and employee development.
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   Identify organizational and talent gaps and implement scalable solutions to address them.
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   Serve as a key escalation point for employee relations matters, providing guidance and resolution strategies.
  </li>
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   Proactively manage legal and organizational risk by ensuring adherence to company policies, employment laws, and regulatory requirements.
  </li>
  <li>
   Partner with leadership and legal teams as needed to address sensitive employee matters.
   <br/>
   <br/>
  </li>
 </ul>
 <strong>
  What You Have
  <br/>
  <br/>
 </strong>
 <ul>
  <li>
   7&ndash;9 years of progressive Human Resources experience, including HR Business Partnering.
  </li>
  <li>
   Demonstrated experience advising managers and functional leaders on people strategy and organizational decisions.
  </li>
  <li>
   Strong analytical and problem-solving skills, with the ability to synthesize data and develop practical solutions.
  </li>
  <li>
   High level of integrity, discretion, and ability to handle confidential information.
  </li>
  <li>
   Experience with employee relations, employment law, and performance management processes.
  </li>
  <li>
   Strong coaching and influencing skills with the ability to build trusted relationships across all levels of an organization.
  </li>
  <li>
   Excellent verbal and written communication skills.
  </li>
  <li>
   Proficiency in Excel and PowerPoint.
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   <br/>
  </li>
 </ul>
 <strong>
  Bonus Points
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  <br/>
 </strong>
 <ul>
  <li>
   Experience working within a fast-paced or high-growth organization.
   <br/>
   <br/>
  </li>
 </ul>
 Pay ranges at Yext are established based on an analysis of salaries for positions with a similar level of accountability and impact in the relevant labor market. Salary levels are expected to change to reflect an employee&rsquo;s job performance (results and impact) over time. Salaries at the time of hire are typically offered in the lower to middle of the above-referenced range in order to provide the opportunity to reflect performance-based increases over time. In addition to base salaries, employees at Yext are typically eligible for a comprehensive package of benefits including medical, dental and vision benefits; life insurance; short term and long-term disability; 401(k) retirement plan; and vacation and sick leave. Successful candidates may also be eligible for equity (stock) based compensation and/or variable pay programs based on performance relative to goals and targets.
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 Annual Base Pay Range: $142,650 USD - $237,500 USD
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 Yext is an equal opportunity employer committed to building a results-driven, engaging culture where every employee has the opportunity to contribute to the success of the Company, perform at the highest possible level, and grow their skills and capabilities. Yext welcomes employees and applicants of all backgrounds and demographics, and does not engage in discrimination on the basis of any protected characteristic recognized under applicable law. We also consider qualified applicants regardless of criminal histories, consistent with legal requirements. The Company believes a broad variety of life experiences across the Yext team is critical to its mission to help every business in the world be visible everywhere customers search. By seeking out fresh perspectives and fostering a positive interview experience and employee experience, Yext can remain at the forefront of innovation, and better serve its customers.
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 It is Yext&rsquo;s policy to provide reasonable accommodations to people with disabilities as required by applicable law. If you have a disability that requires an accommodation in completing this application, interviewing, or participating in the employee selection process, please complete this form.
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 <strong>
  Security Alert
  <br/>
  <br/>
 </strong>
 All legitimate Yext communications come from @yext.com email addresses. Messages from other domains (for example, @yext.team) are not authorized and are likely fraudulent. If you receive a message that seems suspicious, do not share personal information, click on links, or provide payment. Instead, please report the communication to security@yext.com.
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</div>


Senior Human Resources Business Partner

SBH Fashion

<div>
 <strong>
  Job Title: Senior Director of Human Resources
  <br/>
  <br/>
 </strong>
 <strong>
  Position Overview
  <br/>
  <br/>
 </strong>
 Seeking a Senior Director of Human Resources to serve as the sole internal HR leader, owning and building the full HR function across the organization. This is a highly visible role that will partner closely with ownership, executive leadership, and an external HR consultancy firm to drive both strategic initiatives and day-to-day execution.
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 This individual will operate as a true business partner, responsible for shaping the company&rsquo;s people strategy, talent-mapping throughout the organization, and implementing the infrastructure, processes, and tools needed to support continued growth.
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 <br/>
 The ideal candidate brings a balance of strategic thinking and hands-on execution, with a strong ability to influence leadership, build scalable systems, and elevate organizational performance.
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 <br/>
 Success will be measured through a combination of factors including optimization of human capital value and employee morale, reduction of risk, and reduction of turnover rate.
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 <strong>
  Key Responsibilities:
  <br/>
  <br/>
 </strong>
 <strong>
  HR Leadership &amp; Business Partnership
  <br/>
  <br/>
 </strong>
 <ul>
  <li>
   Act as a trusted advisor to ownership and the executive team, providing guidance on organizational design, workforce planning, and people strategy
  </li>
  <li>
   Partner with senior leadership to align HR initiatives with broader business objectives, growth plans, and operational priorities
  </li>
  <li>
   Serve as the internal point of contact coordinating closely with the company&rsquo;s external HR consultancy firm
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   <br/>
  </li>
 </ul>
 <strong>
  Organizational Development &amp; Effectiveness
  <br/>
  <br/>
 </strong>
 <ul>
  <li>
   Evaluate organizational structure, team design, and resource allocation to ensure efficiency and scalability
  </li>
  <li>
   Lead organizational development initiatives, including team assessments, role clarity, and rightsizing efforts
  </li>
  <li>
   Partner with leadership to identify gaps, improve productivity, and optimize team performance while managing costs
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   <br/>
  </li>
 </ul>
 <strong>
  Performance Management &amp; Employee Development
  <br/>
  <br/>
 </strong>
 <ul>
  <li>
   Assess, design, and implement modern performance management frameworks, including evaluations, review cycles, and feedback processes
  </li>
  <li>
   Build and formalize accountability structures
  </li>
  <li>
   Drive a culture of continuous feedback, high performance, and professional development across the organization
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   <br/>
  </li>
 </ul>
 <strong>
  Manager Coaching &amp; Leadership Enablement
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  <br/>
 </strong>
 <ul>
  <li>
   Partner with middle and senior management to improve how they lead, manage, and develop their teams
  </li>
  <li>
   Provide ongoing coaching and guidance to managers on performance management, employee relations, and team engagement
  </li>
  <li>
   Elevate overall management capability across the organization through structured support and best practices
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   <br/>
  </li>
 </ul>
 <strong>
  Talent Acquisition &amp; Workforce Planning
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  <br/>
 </strong>
 <ul>
  <li>
   Manage the talent acquisition process, including headcount planning, role definition, and hiring prioritization
  </li>
  <li>
   Manage and optimize relationships with external recruiting agencies and partners
  </li>
  <li>
   Ensure hiring processes are efficient, consistent, and aligned with company standards and long-term objectives
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   <br/>
  </li>
 </ul>
 <strong>
  Benefits &amp; Payroll Partnership
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 </strong>
 <ul>
  <li>
   Partner closely with Finance on payroll processes and workforce cost planning
  </li>
  <li>
   Collaborate with external HR partners to manage employee benefits programs
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   <br/>
  </li>
 </ul>
 <strong>
  HR Operations &amp; Infrastructure
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  <br/>
 </strong>
 <ul>
  <li>
   Build, implement, and maintain foundational HR processes, policies, and systems
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  <li>
   Lead the revisions to and rollout of updated comprehensive employee handbook
  </li>
  <li>
   Ensure compliance with all federal, state, and local employment laws and regulations
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   <br/>
  </li>
 </ul>
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  Technology &amp; Process Innovation
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 </strong>
 <ul>
  <li>
   Identify, evaluate, and implement appropriate HR technologies and systems to improve efficiency and decision-making
  </li>
  <li>
   Leverage data and analytics to inform strategic decisions and measure organizational health
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   <br/>
  </li>
 </ul>
 <strong>
  Qualifications
  <br/>
  <br/>
 </strong>
 <ul>
  <li>
   10+ years of progressive HR experience, with at least 3&ndash;5 years in a senior leadership role
  </li>
  <li>
   Experience operating as a standalone or lead HR function
  </li>
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   Strong background in organizational development, performance management, and talent strategy
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   Proven ability to partner with executive leadership and influence decision-making
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   Experience working with or managing external HR consultants and recruiting agencies
  </li>
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   Solid understanding of compensation, benefits, compliance, and HR operations
  </li>
  <li>
   Experience in fashion, apparel, consumer goods, or multi-brand environments strongly preferred
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   Demonstrated interest in leveraging technology to enhance HR effectiveness
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  <li>
   Highly resourceful, hands-on, and comfortable operating in a fast-paced, evolving environment
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   <br/>
  </li>
 </ul>
 Salary $175,000-$225,000
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</div>


Senior Director of Human Resources

Quest Diagnostics

<div><p>The<b> Regional Communications Manager </b>for the Southwest Region will be accountable for planning and executing a regional communication strategy surrounding business priorities such as: 1) a cultural change associated with taking performance higher, driving continuous improvement and optimizing the Region&rsquo;s service delivery model, 2) increased two-way interactive dialogue between leaders and employees at all levels, and 3) cross-functional communications and alignment among teams and departments.</p><p><b>
The position is hybrid and will require 3 days on site at Quest's Irving, TX site.</b></p><div><br>
<div><div><div>Quest Diagnostics honors our service members and encourages veterans to apply.<br>
<br>
While we appreciate and value our staffing partners, we do not accept unsolicited resumes from agencies. Quest will not be responsible for paying agency fees for any individual as to whom an agency has sent an unsolicited resume.<br>
<br>
Equal Opportunity Employer: Race/Color/Sex/Sexual Orientation/Gender Identity/Religion/National Origin/Disability/Vets or any other legally protected status.</div>
</div><br>
</div></div><ul><li>Serve as day-to-day communications partner to the Regional President and Southwest senior leadership team.</li><li>
Develop and executive visibility framework for the President and relevant leadership in support of the broader, company message.</li><li>
Partner with senior leaders and middle management to develop and execute an interactive communications strategy for the Region.</li><li>
Execute and measure annual, quarterly and monthly communications programs that drive engagement of the company&rsquo;s diverse, multi-shift employee base.</li><li>
Partner with leaders and Human Resources on a cultural change strategy as noted above.</li><li>
Develop key messages based on business priorities (top-down) and develop mechanisms to seek feedback from front-line employees (bottom-up and across departments).</li><li>
Design a communications approach that is one voice of the Region yet can be customized to meet the needs of individual audience groups such as varying employee levels, departments, geographies, etc.</li><li>
Deploy and publish strategic messages in an approach that integrates the following media, including but not limited to: social media, email, in person, tele-conference, town-halls, newsletters, and other written materials.</li><li>
The individual in this role will maintain strong relationships with leaders, employees, Corporate Communications and Human Resources to execute a strategy that leverages corporate messaging, materials and best practices, Human Resources goals and principles, while meeting the unique needs of the regional business.</li><li>
The individual in this role will use Quest Management Systems (QMS) tools and resources at a proficient level.</li></ul><p><b>
Required Work Experience</b></p><ul><li>
6+ years of experience planning and executing internal communications, particularly during periods of extensive change</li></ul><p></p><p><b><br>
Preferred Experience</b></p><ul><li>
Experience working in large organizations with large numbers of front-line, non-exempt employees is highly preferred</li><li>
Previous experience supporting M&amp;A activity preferred</li></ul><p></p><p><b><br>
Skills</b></p><p>
Excellent MS Office Skills, especially PowerPoint, exceptional written and verbal communications, effective interpersonal skills</p><p><b>
Education</b></p><p>
Bachelor&rsquo;s Degree, Communications, Journalism or Marketing</p></div><p></p>

Regional Communications Manager

Blackstone

<div>
 Blackstone is the world&rsquo;s largest alternative asset manager. We seek to create positive economic impact and long-term value for our investors, the companies we invest in, and the communities in which we work. We do this by using extraordinary people and flexible capital to help companies solve problems. Our $1.1 trillion in assets under management include investment vehicles focused on private equity, real estate, public debt and equity, infrastructure, life sciences, growth equity, opportunistic, non-investment grade credit, real assets and secondary funds, all on a global basis. Further information is available at www.blackstone.com. Follow @blackstone on LinkedIn, X, and Instagram.
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 This role will partner closely with the Global Human Resources Business Partner (HRBP), HR Centers of Excellence (COE), and business leadership to provide human resources support across Blackstone Private Equity Strategies (BPES) as well as serve as the HRBP for the San Francisco and Los Angeles offices. The role will provide a proactive and forward-thinking approach that is viewed by clients, at all levels, to be confident, thoughtful, strategic, consultative and valuable to the organization&rsquo;s success. Specifically, as detailed below, the role will provide support for: recruiting needs; talent and performance management; learning and development; onboarding; compensation; D&amp;I; and employee relations. The incumbent will work as a hands-on generalist, strategic partner, and a trusted advisor to the business at all levels.
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 Recruitment and Org Design
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 <ul>
  <li>
   Continue to reassess organization structure as necessary to support business growth
  </li>
  <li>
   Partner with Global HRBP and Talent Acquisition to develop overall recruiting/sourcing strategy
  </li>
  <li>
   Attract and hire best-in-class candidates through a consistent recruiting process, the foundation of which will have a strong intent to diversify talent
  </li>
  <li>
   Ensure leadership considers all avenues of external recruiting when designing team structure
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   <br/>
  </li>
 </ul>
 Talent and Performance Management
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 <ul>
  <li>
   Partner with Global HRBP and client leadership on the planning, development, communication, and implementation of talent management processes
  </li>
  <li>
   Ensure senior leaders take a proactive approach to talent and performance management
  </li>
  <li>
   Act as coach and confidential resource to employees at all levels
   <br/>
   <br/>
  </li>
 </ul>
 Learning and Development
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 <br/>
 <ul>
  <li>
   Partner with Talent team to maximize leverage of firmwide programs and support the creation and implementation of business-specific solutions
  </li>
  <li>
   Advise on senior level / high value talent and development interventions (e.g., exec coaching)
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   <br/>
  </li>
 </ul>
 New Hire On-Boarding/Orientation
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 <ul>
  <li>
   Support implementation of an impactful on-boarding process that ensures a positive experience for new joiners across all teams
  </li>
  <li>
   In coordination with Global HRBP to develop and manage custom senior-level onboarding efforts
  </li>
  <li>
   Manage the new joiner check-in process
   <br/>
   <br/>
  </li>
 </ul>
 <strong>
  Compensation
  <br/>
  <br/>
 </strong>
 <ul>
  <li>
   Partner with the Global HRBP, client leadership and compensation partner to execute annual compensation review and ad hoc analyses throughout the year
   <br/>
   <br/>
  </li>
 </ul>
 Employee Relations:
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 <br/>
 <ul>
  <li>
   Partner with Employee Relations team to manage ER issues within the business
  </li>
  <li>
   Collaborate with business leadership to align on key elements of employee relations strategy
   <br/>
   <br/>
  </li>
 </ul>
 Culture and Engagement:
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 <br/>
 <ul>
  <li>
   Play a leadership role in assessing the current work environment and identifying and driving employee engagement initiatives
  </li>
  <li>
   Partner across the organization on all inclusion efforts, ensuring it is embedded in key talent processes
   <br/>
   <br/>
  </li>
 </ul>
 Metrics and Analytics
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 <ul>
  <li>
   Prioritize focus on strategic HR levers that align to business results, including developing and interpreting key metrics that support core people and talent processes and drive decisions
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   <br/>
  </li>
 </ul>
 <strong>
  Qualifications
  <br/>
  <br/>
 </strong>
 The individual we seek is an experienced HR professional who is commercial, analytical, and inquisitive. Broad HR experience and a strong generalist skill set across the HR space, with an emphasis on talent and compensation planning, is necessary. They are a confident change agent with strong communication skills who is an effective and persuasive communicator at all levels.
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 <strong>
  Experience Required
  <br/>
  <br/>
 </strong>
 <ul>
  <li>
   Development, maintenance and application of key HR metrics throughout talent management and compensation reviews
  </li>
  <li>
   Strategic talent management and/or organizational effectiveness/development
  </li>
  <li>
   Compensation planning and partnering with a business during compensation reviews
  </li>
  <li>
   Minimum of ten years human resources experience. Preference for experience gained, at least in part, at a professional services, financial services, or technology organization known for disciplined business performance and engaged, consultative human resources
  </li>
  <li>
   Experience in client-facing roles such as field-oriented generalist or HR business partner
  </li>
  <li>
   Bachelor&rsquo;s degree required; advanced degree is a plus
   <br/>
   <br/>
  </li>
 </ul>
 <strong>
  Skills
  <br/>
  <br/>
 </strong>
 <ul>
  <li>
   Collaboration and interpersonal skills to partner across multiple stakeholders including Global HRBP, Head of HR, HR COEs and client group leadership
  </li>
  <li>
   Strong business and financial skills, competence to communicate and persuade inside and outside of HR, high professional integrity
  </li>
  <li>
   Demonstrated competence to analyze talent related data and provide insights
  </li>
  <li>
   Demonstrated competence to prioritize and translate business initiatives into clear HR strategies coupled with a process-oriented, forward-looking approach
  </li>
  <li>
   Competence to effectively communicate Human Resources strategy and rationale
  </li>
  <li>
   Experience managing a global workforce a plus
  </li>
  <li>
   Competence to create and reinforce a positive and professional working environment
   <br/>
   <br/>
  </li>
 </ul>
 San Francisco Applicants: Blackstone will consider for employment qualified applicants with arrest and conviction records, consistent with the San Francisco Fair Chance Ordinance.
 <br/>
 <br/>
 The duties and responsibilities described here are not exhaustive and additional assignments, duties, or responsibilities may be required of this position. Assignments, duties, and responsibilities may be changed at any time, with or without notice, by Blackstone in its sole discretion.
 <br/>
 <br/>
 <strong>
  Expected annual base salary range:
  <br/>
  <br/>
 </strong>
 $190,000 - $275,000
 <br/>
 <br/>
 Actual base salary within that range will be determined by several components including but not limited to the individual's experience, skills, qualifications and job location. For roles located outside of the US, please disregard the posted salary bands as these roles will follow a separate compensation process based on local market comparables.
 <br/>
 <br/>
 Additional compensation and benefits offered in connection with the role consist of comprehensive health benefits, including but not limited to medical, dental, vision, and FSA benefits; paid time off; life insurance; 401(k) plan; and discretionary bonuses. Certain employees may also be eligible for equity and other incentive compensation at Blackstone&rsquo;s sole discretion.
 <br/>
 <br/>
 Blackstone is committed to providing equal employment opportunities to all employees and applicants for employment without regard to race, color, creed, religion, sex, pregnancy, national origin, ancestry, citizenship status, age, marital or partnership status, sexual orientation, gender identity or expression, disability, genetic predisposition, veteran or military status, status as a victim of domestic violence, a sex offense or stalking, or any other class or status in accordance with applicable federal, state and local laws. This policy applies to all terms and conditions of employment, including but not limited to hiring, placement, promotion, termination, transfer, leave of absence, compensation, and training. All Blackstone employees, including but not limited to recruiting personnel and hiring managers, are required to abide by this policy.
 <br/>
 <br/>
 If you need a reasonable accommodation to complete your application, please contact Human Resources at 212-583-5000 (US), +44 (0)20 7451 4000 (EMEA) or +852 3656 8600 (APAC).
 <br/>
 <br/>
 Depending on the position, you may be required to obtain certain securities licenses if you are in a client facing role and/or if you are engaged in the following:
 <br/>
 <br/>
 <ul>
  <li>
   Attending client meetings where you are discussing Blackstone products and/or and client questions;
  </li>
  <li>
   Marketing Blackstone funds to new or existing clients;
  </li>
  <li>
   Supervising or training securities licensed employees;
  </li>
  <li>
   Structuring or creating Blackstone funds/products; and
  </li>
  <li>
   Advising on marketing plans prepared by a sales team or developing and/or contributing information for marketing materials.
   <br/>
   <br/>
  </li>
 </ul>
 Note: The above list is not the exhaustive list of activities requiring securities licenses and there may be roles that require review on a case-by-case basis. Please speak with your Blackstone Recruiting contact with any questions.
 <br/>
 <br/>
 To submit your application please complete the form below. Fields marked with a red asterisk * must be completed to be considered for employment (although some can be answered "prefer not to say"). Failure to provide this information may compromise the follow-up of your application. When you have finished click Submit at the bottom of this form.
</div>


Human Resources - HR Business Partner, SVP

Harley-Davidson, Inc.

<div><p><b>Auto req ID: 52737</b><br>
<b>Title: HR Business Partner - Manufacturing</b><br>
<b>Job Function: Human Resources</b><br>
<b>Location: PILGRIM</b><br>
<b>Company: Harley-Davidson Motor Company</b><br>
<b>Full or Part-Time: Full Time</b><br>
<b>Shift: SHIFT1</b></p><p></p><p><br>
At Harley-Davidson, we are building more than machines. It&rsquo;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?</p><p></p><p><br>
Our Powertrain Operations facility, located on Pilgrim Road in Menomonee Falls, WI, is where the &ldquo;jewel&rdquo; 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&reg; Genuine Motor Parts and Accessories business. Join our team as a HR Business Partner - Manufacturing and help build the world&rsquo;s most sought-after motorcycles.</p><div><div><div><h2 class="jobSectionHeader"><b>
Job Summary</b></h2></div><p></p><div><p><br>
This position is the Human Resources lead interacting on a day-to-day basis with business leaders and managers on the people related matters impacting their assigned business units. This position is engaged 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. In conjunction with the Human Resources Director/Manager, this role will provide forward-looking Human Resources counsel combined with strong manufacturing/continuous improvement operations experience to organizational leadership in accordance with their business and workforce priorities. This role will partner with Centers of Expertise (COEs), such as Total Rewards, Talent, etc., to provide support of organizational programs for performance management, rewards &amp; recognition, employee development and staffing.</p></div></div><div><div><h2 class="jobSectionHeader"><b>
Job Responsibilities</b></h2></div><p></p><div><p><br>
Human Resources Consultation &amp; Management:</p><ul><li>
Supports the implementation of strategies set forth by the Human Resources senior leadership team.</li><li>
Provides support to leaders, managers and employees to better understand and utilize Human Resources tools, processes and policies; maximizing organizational effectiveness, improve performance and ensuring compliance.</li><li>
Advises and counsels leaders and employees on people related matters.</li><li>
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.</li></ul><p>
Integrated Business Solutions:</p><ul><li>
Works with assigned business unit to help them align and integrate the strategic capabilities of the company's human resources with business unit objectives.</li><li>
Focuses Human Resources solutions on organizational outcomes that improve employee and organizational performance and productivity.</li><li>
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.</li></ul><p>
Strategic Partner:</p><ul><li>
Stays connected with Leadership Team; salaried workforce; Human Resources peers and Corporate Human Resources.</li><li>
Works with the business to execute the agreed strategic plan.</li><li>
Understands the talent needs of the business.</li><li>
Partners with Organization Development resources to support the business.</li><li>
Ensures Human Resources programs are aligned with the business needs and culture.</li></ul><p>
Strategy Development and Execution:</p><ul><li>
Participates in the establishment of work unit plans and performance measures in support of business goals.</li><li>
Assists business leaders to translate strategy into solutions, actions, and results.</li><li>
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.</li><li>
Assesses the impact of business decisions on the workforce and provides solutions to optimize opportunities and mitigate any downsides.</li></ul><p>
Talent Management:</p><ul><li>
Identifies talent issues before they impact the business - manages performance effectiveness.</li><li>
Is a role model for performance management and developing others.</li><li>
Has the ability to diagnose and resolve significant issues as needed.</li><li>
Works with the business leaders to ensure diversity and inclusiveness are embraced and supported by all business units.</li><li>
Works with Director / Manager - Human Resources Business Services to develop solutions in concert with the business and COE philosophy (e.g. reward strategies, talent management, etc.).</li><li>
Is responsible for the implementation of all COE processes for business units.</li><li>
Understands Human Resources practices, procedures, employment law and COE approaches and administers them consistently and fairly.</li></ul></div></div><div><div><h2 class="jobSectionHeader"><b>
Education Requirements</b></h2></div><div><div>
High School Diploma or Equivalent Required</div></div></div><div><div><h2 class="jobSectionHeader"><b>
Education Specifications</b></h2></div><div><ul><li>
Master's Degree Preferred</li><li>
PHR/SPHR or CP/SCP certification Preferred</li></ul></div></div><div><div><h2 class="jobSectionHeader"><b>
Experience Requirements</b></h2></div><p></p><div><p><br>
This position typically requires a minimum of 8 years of related experience. In addition, the successful candidate will have demonstrated the following:</p><ul><li>
Strong supervisory and operational managerial experience.</li><li>
Demonstrated competence in recruiting and placement for various level positions; knowledge of professional guidelines in selection procedures, equal employment opportunity law and affirmative action compliance requirements, as well as labor standards and labor relations principals.</li><li>
Ability to apply conceptual, innovative thinking processes to the practical implementation of systems; Ability to be forward thinking and strategic with respect to HR processes and systems, creating a climate for change.</li><li>
Ability to influence in the organization to affect change.</li><li>
Demonstrated competence in compensation theory.</li><li>
Demonstrated organization and planning skills.</li><li>
Strong interpersonal skills, excellent written and verbal communication skills, insight into group dynamics, high tolerance for ambiguity and change, and the ability to work in a fast-paced environment.</li></ul><p></p><p><br>
Preferred</p><ul><li>
Experience in a manufacturing environment is a strong plus.</li></ul></div></div></div><p></p><p><br>
Harley-Davidson is an equal opportunity employer that continues to build a culture of inclusion, belonging and equity through our commitment to attracting and retaining diverse talent from all backgrounds, without regard to race, color, religion, sex, sexual orientation, national origin, gender identity, age, disability, veteran status or any other characteristic protected by law. We believe in fairness and providing a level playing field for all. We foster a culture that thrives on diverse perspectives and contributions to ignite the creativity and innovation to fuel our business and enhance the employee and customer experience.</p><p></p><p><br>
The pay range shown represents the national average pay range for this role. Your pay may be more or less than the stated range and is dependent on your geographic location and level of experience.</p><p></p><p><br>
We offer an inclusive compensation package for all full-time salaried employees including, but not limited to, annual bonus programs, health insurance benefits, a 401k program, onsite fitness centers and employee stores, employee discounts on products and accessories, and more. We welcome everybody to join our family and be united no matter who you are or where you come from. Learn more about Harley-Davidson here.</p><p></p><p><br>
Applicants must be currently authorized to work in the United States.</p><p></p><p><b><br>
Direct Reports: No</b><br>
<b>Travel Required: 0 - 10%</b><br>
<b>Pay Range: $104,300 - $161,700</b><br>
<b>Visa Sponsorship: This position is not eligible for visa sponsorship or visa transfer</b><br>
<b>Relocation: This position is eligible for domestic relocation assistance (within posted country)</b></p></div>

HR Business Partner - Manufacturing

<div><p><b>Auto req ID: 52781</b><br>
<b>Title: HR Business Partner - Corporate</b><br>
<b>Job Function: Human Resources</b><br>
<b>Location: JUNEAU</b><br>
<b>Workplace Category:Onsite</b><br>
<b>Company: Harley-Davidson Motor Company</b><br>
<b>Full or Part-Time: Full Time</b><br>
<b>Shift: SHIFT1</b></p><p></p><p><br>
At Harley-Davidson, we are building more than machines. It&rsquo;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?</p><p></p><p><br>
Harley-Davidson Motor Company, founded in a humble Milwaukee backyard shed in 1903, still calls the city home. Today, its Corporate Campus includes a 4.8-acre public park&mdash;a welcoming greenspace open to all. Join our team as a Business Partner HR.</p><div><div><div><h2 class="jobSectionHeader"><b>
Job Summary</b></h2></div><p></p><div><p><br>
This position is the Human Resources lead interacting on a day-to-day basis with business leaders and managers on the people related matters impacting their assigned business units. This position is engaged 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 make business strategies actionable. In conjunction with the Human Resources Manager, this role will provide forward-looking Human Resources counsel to organizational leadership, supporting commercial functions by aligning talent and workforce strategies with business objectives and growth priorities. This role will partner with Centers of Expertise (COEs), such as Total Rewards, Talent, etc., to provide support of organizational programs for performance management, rewards &amp; recognition, employee development and staffing.</p></div></div><div><div><h2 class="jobSectionHeader"><b>
Job Responsibilities</b></h2></div><p></p><div><p><br>
Human Resources Consultation &amp; Management:</p><ul><li>
Supports the implementation of strategies set forth by the Human Resources senior leadership team.</li><li>
Provides support to leaders, managers and employees to better understand and utilize Human Resources tools, processes and policies; maximizing organizational effectiveness, improve performance and ensuring compliance.</li><li>
Advises and counsels leaders and employees on people related matters.</li><li>
Works collaboratively with COE and other HR 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.</li></ul><p>
Integrated Business Solutions:</p><ul><li>
Works with assigned business unit to help them align and integrate the strategic capabilities of the company's human resources with business unit objectives.</li><li>
Focuses Human Resources solutions on organizational outcomes that improve employee and organizational performance and productivity.</li>
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.<br>
<li>
</li></ul><p>Strategic Partner:</p><ul><li>
Stays connected with Leadership Team; salaried workforce; Human Resources peers and Corporate Human Resources.</li><li>
Works with the business to execute the agreed strategic plan.</li><li>
Understands the talent needs of the business.</li><li>
Partners with Organization Development resources to support the business. Ensures Human Resources programs are aligned with the business needs and culture.</li></ul><p>
Strategy Development and Execution:</p><ul><li>
Participates in the establishment of work unit plans and performance measures in support of business goals.</li><li>
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.</li><li>
Assesses the impact of business decisions on the workforce and provides solutions to optimize opportunities and mitigate any downsides.
</li></ul><p>Talent Management:</p><ul><li>
Identifies talent issues before they impact the business - manages performance effectiveness.</li><li>
Is a role model for performance management and developing others.</li><li>
Has the ability to diagnose and resolve significant issues as needed.</li><li>
Works with the business leaders to ensure diversity and inclusiveness are embraced and supported by all business units.</li><li>
Works with Manager - Human Resources to develop solutions in concert with the business and COE philosophy (e.g. reward strategies, talent management, etc.).</li><li>
Is responsible for the implementation of all COE processes for business units. Understands Human Resources practices, procedures, employment law and COE approaches and administers them consistently and fairly.</li></ul></div></div><div><div><h2 class="jobSectionHeader"><b>
Education Requirements</b></h2></div><div><div>
High School Diploma or Equivalent Required</div></div></div><div><div><h2 class="jobSectionHeader"><b>
Education Specifications</b></h2></div><div><ul><li>
Bachelor's Degree preferred</li><li>
PHR/SPHR or CP/SCP certification preferred</li></ul></div></div><div><div><h2 class="jobSectionHeader"><b>
Experience Requirements</b></h2></div><p></p><div><p><br>
This position typically requires a minimum of 8 years of related experience. In addition, the successful candidate will have demonstrated the following:</p><br>
<p></p><ul><li>
Strong supervisory and operational managerial experience.</li><li>
Demonstrated competence in recruiting and placement for various level positions, knowledge of professional guidelines in selection procedures, equal employment opportunity law and affirmative action compliance requirements, as well as labor standards and labor relations principals.</li><li>
Ability to apply conceptual, innovative thinking processes to the practical implementation of systems; Ability to be forward thinking and strategic with respect to HR processes and systems, creating a climate for change.</li><li>
Ability to influence the organization to affect change.</li><li>
Demonstrated competence in compensation theory.</li><li>
Demonstrated organization and planning skills.</li><li>
Strong interpersonal skills, excellent written and verbal communication skills, insight into group dynamics, high tolerance for ambiguity and change, and the ability to work in a fast-paced environment.</li></ul><p></p><p><br>
Preferred</p><ul><li>
Experience in supporting Marketing and Sales organizations is a plus</li></ul></div></div></div><p></p><p><br>
Harley-Davidson is an equal opportunity employer that continues to build a culture of inclusion, belonging and equity through our commitment to attracting and retaining diverse talent from all backgrounds, without regard to race, color, religion, sex, sexual orientation, national origin, gender identity, age, disability, veteran status or any other characteristic protected by law. We believe in fairness and providing a level playing field for all. We foster a culture that thrives on diverse perspectives and contributions to ignite the creativity and innovation to fuel our business and enhance the employee and customer experience.</p><p></p><p><br>
The pay range shown represents the national average pay range for this role. Your pay may be more or less than the stated range and is dependent on your geographic location and level of experience.</p><p></p><p><br>
We offer an inclusive compensation package for all full-time salaried employees including, but not limited to, annual bonus programs, health insurance benefits, a 401k program, onsite fitness centers and employee stores, employee discounts on products and accessories, and more. Learn more about Harley-Davidson here.</p><p></p><p><br>
Applicants must be currently authorized to work in the United States.</p><p></p><p><b><br>
Direct Reports: No</b><br>
<b>Travel Required: 0 - 10%</b><br>
<b>Pay Range: $104,300 - $161,700</b><br>
<b>Visa Sponsorship: This position is not eligible for visa sponsorship or visa transfer</b><br>
<b>Relocation: This position is eligible for domestic relocation assistance (within posted country)</b></p></div>

HR Business Partner - Corporate

Career Maker

<p><b>Key Accountabilities &amp; Responsibilities</b></p><p><b>Strategic HR Partnership</b></p><ul><li>Serve as the senior HR partner to the <b>Generation International business in KSA</b>, ensuring alignment between people strategy and the organization&rsquo;s operational and financial objectives.</li><li>Partner with business leaders on <b>organizational design, workforce planning, succession planning, and leadership development</b>.</li><li>Provide proactive guidance on <b>people-related risks, change management, and long-term talent sustainability</b> across Generation assets.</li></ul><p><b>Leadership &amp; Governance</b></p><ul><li>Provide <b>functional leadership and oversight</b> to Plant HR Managers, ensuring consistent implementation of HR policies, practices, and standards.</li><li>Ensure compliance with <b>Saudi Labour Law</b></li><li>Strengthen HR governance, controls, and reporting across all Generation entities.</li></ul><p><b>Employee Relations &amp; Compliance</b></p><ul><li>Act as the <b>escalation point for complex employee relations matters</b> within Generation International.</li><li>Advise senior management on <b>disciplinary matters, grievances, investigations, and performance management cases</b>.</li><li>Ensure <b>fair, consistent, and compliant HR practices</b> across all operational sites.</li></ul><p><b>Talent, Performance &amp; Capability</b></p><ul><li>Lead <b>performance management and talent review processes</b> for Generation International employees.</li><li>Support <b>leadership development initiatives, succession pipelines, and Saudization objectives</b>.</li><li>Drive initiatives focused on <b>employee engagement, retention, and workforce stability</b> in a competitive talent market.</li></ul><p><b>HR Operations &amp; Delivery</b></p><ul><li>Oversee the effective delivery of the <b>full employee lifecycle</b> across Generation International.</li><li>Ensure high standards for <b>onboarding, HR data integrity, and system accuracy</b>.</li><li>Work closely with Plant HR Managers to ensure <b>timely and high-quality HR service delivery</b>.</li></ul><p><b>Experience &amp; Qualifications</b></p><ul><li>Bachelor&rsquo;s degree in <b>Human Resources, Business Administration, or a related field</b>.</li><li><b>12&ndash;15 years of progressive HR experience</b>, including significant experience as a <b>Senior HR Business Partner</b> in complex, operational, or asset-heavy environments.</li><li>Proven experience acting as the <b>primary HR advisor to business leadership</b>, aligning local operations with regional or global priorities.</li><li>Strong knowledge of <b>Saudi Labour Law and local employment practices</b>.</li><li>Experience working within <b>multinational and matrix organizations</b>.</li></ul><p>Job Type: Full-time</p><p>Pay: ﷼30,000.00 - ﷼55,000.00 per month</p><p>Work Location: In person</p>

Sr. HR Manager

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