HR Manager, Americas Power Systems

Rehlko•Kohler, WI

20d•$88,000 - $111,150•Hybrid

About The Position

The HR Business Partner at Rehlko is a strategic advisor responsible for designing, leading, and executing human resources initiatives that empower the organization to achieve its business goals. This role partners closely with people leaders to drive objectives aligned with Rehlko’s strategic vision. Key areas of focus include talent assessment, organizational development, compensation, inclusion and belonging, performance management, employee engagement, and labor relations. The HR Business Partner acts as a catalyst for organizational agility and effectiveness, championing Talent & Culture initiatives and collaborating with enterprise functions to deliver enterprise-wide HR solutions. Primary focus is commercial side of our Americas Region.

Requirements

Bachelor’s degree required, preferably in Human Resources or related field.
Minimum of 5 years’ experience in Human Resources preferred.
Demonstrated autonomy, strategic planning, project management, and execution skills.
Strong analytical, decision-making, and problem-solving abilities.
Excellent verbal and written communication skills, including proficiency with digital and social media.
Advocate for employee development and change management.

Nice To Haves

Experience in organizational design and development is desirable.
Professional HR certification (e.g., SHRM, PHR/SPHR) is a plus.
Experience working with remote sales teams is preferred.
Experience with WorkDay or similar HRIS platforms is highly desirable.

Responsibilities

Strategic HR Leadership: Develop and implement HR strategies that support current and future business priorities, ensuring Rehlko’s human capital and leadership capabilities are positioned for success.
Change Management & Communication: Proactively drive change initiatives and foster behaviors that align with organizational transformation. Utilize digital and social platforms to communicate effectively across all levels.
Relationship Building: Cultivate strong partnerships with leaders and employees, both onsite and virtually, to nurture a culture that thrives in hybrid and remote environments.
Talent Management: Lead efforts in talent attraction, retention, succession planning, and development. Collaborate with business leaders to identify critical skills and implement cost-effective development plans that strengthen organizational capability.
Coaching & Development: Provide coaching on performance, career development, and corrective actions. Support employees in navigating career paths and growth opportunities.
Recruitment & Workforce Planning: Partner with regional HR teams to educate leaders on recruitment best practices and workforce planning. Manage executive searches and compensation program design, ensuring alignment with Rehlko’s inclusion and belonging goals.
Learning & Development: Leverage enterprise functions to embed learning initiatives and leadership development programs into the business culture.
Employee & Labor Relations: Collaborate with Labor Relations to address employee issues and regulatory compliance. Develop solutions to labor challenges and ensure risk management practices are in place.
HR Analytics & Technology: Utilize WorkDay System and other HR analytics tools to monitor key HR metrics such as turnover, organizational design, inclusion, and belonging. Use insights from WorkDay dashboards to inform talent strategies, drive data-driven decision-making, and enhance HR process efficiency.
Inclusion and Belonging Initiatives: Champion Rehlko’s commitment to a culture where everyone is trusted, valued, and heard. Embed inclusion and belonging into all HR processes, support employee resource groups (Rainbow, VALOR, Women@Work), and leverage employee feedback platforms like Peakon to continuously improve strategies.
HR Team Collaboration: Participate as a valued member of HR leadership teams to develop and execute HR strategies, embed new HR operating models, and drive enterprise-wide HR transformation.