HR Business Partner (Engineering)

Banner Engineering•Plymouth, MN

1d•$70,000 - $100,000•Onsite

About The Position

The HR Business Partner plays a key role in aligning HR strategies with business objectives for our corporate functions. This position partners closely with leaders in our Engineering Business Units and the HR team to drive organizational effectiveness, talent development, and employee engagement. Operating at both a strategic and hands-on level, the HR Business Partner provides consultative support to leaders in areas such as workforce planning, performance management, and organizational development. This position reports to the HR Manager. This is a great opportunity for someone who enjoys working collaboratively and making a meaningful impact across teams and projects.

Requirements

A minimum of 5 years of progressive HR experience, including experience in an HR Business Partner role.
Bachelor’s degree in Human Resources Management, Business Administration, or related field (equivalent experience may be considered).
Proven ability to influence and build relationships with leaders at all levels.
Strong analytical, problem-solving, and communication skills.
Experience leading or supporting organizational change initiatives.
Demonstrated success leading HR initiatives and managing multiple priorities.
Solid understanding of U.S. employment laws and HR best practices.

Nice To Haves

HR certification (PHR, SPHR, SHRM-CP or SHRM-SCP).
Proficiency in HR platforms such as UKG Pro.
Familiarity with digital collaboration tools (e.g. Teams, One Drive).
Background supporting engineering or sales teams.
Experience supporting corporate functions across departments and in a matrixed environment.

Responsibilities

Serve as a strategic advisor and primary HR contact for assigned corporate business units Engineering.
Collaborate with leaders to understand their business needs and align HR strategies with business goals.
Collaborate with leaders on workforce planning activities such as headcount planning, forecasting, and talent pipeline development; use HR metrics to identify trends and support data-driven decisions.
Support organizational transformation efforts and change management initiatives.
Provide guidance and coaching to managers on employee relations, performance management, talent development, recognition, and retention.
Ensure thorough documentation of employee relations matters, investigations, performance management, and other sensitive HR activities.
Identify manager needs and design and deliver manager training programs.
Assess employee and future leader skill gaps; partner with Training & Development to implement targeted learning solutions.
Collaborate with HR leaders to support succession planning; facilitate talent reviews and stay interviews.
Partner with HR Generalists to support promotion processes.
Analyze employee engagement, spot survey, retention, and exit interview data to identify trends and recommend action plans.
Support compensation planning and market benchmarking in partnership with Total Rewards Analyst.
Ensure compliance with employment laws and internal policies; consult with HR Generalists on policy updates as needed.
Lead or contribute to cross-functional HR projects and initiatives to support team goals.
Track and report on metrics and progress, ensuring visibility of outcomes.
Maintain accurate HR data and ensure integrity across systems.
Help identify opportunities to improve HR systems and workflows; act as a liaison between departments/business units and HRIS and IT teams.
Maintain strict confidentiality of employee information and HR-related data, exercising sound judgement and discretion in all interactions and communications.
Other duties as assigned.