Human Resources Generalist

Polaris Inc.; Wyoming (OH); On-site; USD 70,000 - 90,000; Full time

Benefits offered by this job

Health insurance

401(k) matching

Profit‑sharing plan

Paid time off

Wellness programs

Job summary

Polaris Inc. is seeking a Strategic HR Business Partner to support the Vehicle Electronics & Software and Product Development Excellence engineering organizations.

You will align people strategies with business objectives, guiding talent management, organizational design, workforce planning, and leadership development. Collaborate with HR centers of expertise to deliver integrated solutions, strengthen leadership capability, and drive business performance while maintaining a strong HR process

Qualifications

• Bachelor’s degree in HR, 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.

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.

Skills

Communication

Collaboration

Business Acumen

Education

Bachelor’s degree in HR or related field

Tools

Workday

Microsoft Office

Job description

At Polaris Inc., we have fun doing what we love by driving change and innovation. We empower employees to take on challenging assignments and roles with an elevated level of responsibility in our agile working environment. Our people make us who we are, and we create incredible products and experiences that empower us to THINK OUTSIDE.

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.

To qualify for this position, former employees must be eligible for rehire, and current employees must be in good standing.

We are an ambitious, resourceful, and driven workforce, which empowers us to THINK OUTSIDE. Polaris is proud to offer competitive compensation, including a market‑leading profit‑sharing plan that is fundamental to our pay‑for‑performance culture. At Polaris, employees are owners of the company through company contributions to our Employee Stock Ownership Plan and discounted employee stock purchases plan. Employees receive a generous matching contribution to 401(k), financial wellness education and consultation to plan for their financial future. In addition to competitive pay, Polaris provides a comprehensive suite of benefits, including health, dental, and vision insurance, wellness programs, paid time off, gym & personal training reimbursement, life insurance and disability offerings.

Through the Polaris Foundation and our Polaris Gives paid volunteer time off, we support employees who actively volunteer their time, efforts, and passions to improve the health and wellbeing of the communities in which they live, play and work. Employees at Polaris drive our success and are rewarded for their commitment.

About Polaris

As the global leader in powersports, Polaris Inc. (NYSE: PII) pioneers product breakthroughs and enriching experiences and services that have invited people to discover the joy of being outdoors since our founding in 1954. Polaris' high‑quality product line‑up includes the Polaris RANGER®, RZR® and Polaris GENERAL™ side‑by‑side off‑road vehicles; Sportsman® all‑terrain off‑road vehicles; military and commercial off‑road vehicles; snowmobiles; Slingshot® moto‑roadsters; Aixam quadricycles; Goupil electric vehicles; and pontoon and deck boats, including industry‑leading Bennington pontoons. Polaris enhances the riding experience with a robust portfolio of parts, garments, and accessories. Proudly headquartered in Minnesota, Polaris serves more than 100 countries across the globe. www.polaris.com

EEO Statement

Polaris Inc. is an Equal Opportunity Employer and will make all employment‑related decisions without regard to race, color, religion, creed, sex, sexual orientation, gender identity, national origin, age, disability, marital status, familial status, status with regard to public assistance, membership or activity in a local commission, protected veteran status, or any other status protected by applicable law. Applicants with a disability that are in need of an accommodation to complete the application process, or otherwise need assistance or an accommodation in the recruiting process, should contact Human Resources at 800-765-2747 or [e-mail]. To read more about employment discrimination protection under U.S. federal law, see: Know Your Rights: Workplace Discrimination is Illegal (eeoc.gov). At Polaris, the need for diverse perspectives and experiences enables our vision of Best People, Best Team. We value our differences and align our passions to do great work. As a highly efficient growth company, we are driven to be agile and adaptable to support our customers. At Polaris we unite to create memorable adventures. Learn more at http://www.polaris.com/careers