HRBP / Benefits Administrator

Lakeside HR Group•West Saint Paul, MN

4d•Onsite

About The Position

Lakeside HR Group has been engaged by our client to recruit an HR Business Partner / Benefits Administrator to join their team. Our client has grown from a small team into a thriving, inclusive community focused on person-centered care and enriching lives through continued growth and innovation. This role serves as a strategic bridge between senior leadership, operational managers, and human resources. The HR Business Partner / Benefits Administrator will provide guidance across employee relations, workforce planning, organizational design, talent optimization, compliance, benefits administration, and HR systems.

Requirements

3 to 7 years of progressive human resources experience, including experience advising business leaders.
Strong knowledge of employment law, HRIS platforms, compensation, and benefits practices.
Demonstrated business acumen, active listening, conflict resolution, and data literacy.
Experience managing benefit plan rollouts, open enrollment communications, and related escalations.
Ability to use HR systems and data to track workforce metrics, process organizational changes, and prepare reports.
Experience consulting with senior leadership on workforce planning, organizational design, and change management.

Responsibilities

Coach leaders through complex employee relations matters, workplace conflicts, performance management, and performance improvement plans.
Strengthen work relationships, team morale, and employee retention.
Support workforce planning, organizational design, talent optimization, and change management in partnership with senior leadership.
Ensure compliance with local, state, and federal labor laws and workplace regulations, while updating internal policies to reduce legal risk.
Partner with Talent Acquisition and provide recruiting backup as needed; review HRIS recruiting metrics for turnover and time-to-fill trends.
Advise on benefit plan selections, enrollment processes, renewals, and total rewards alignment.
Manage annual open enrollment communications and respond to escalated benefits questions.
Use HR technology and workforce analytics to monitor key metrics and turnover trends.
Maintain HRIS data integrity for promotions, transfers, terminations, and other structural changes, and generate analytics reports.