HR Business Partner I

Quality Bicycle Products•Bloomington, MN

5d•$59,093 - $85,696

About The Position

The HR Business Partner I builds productive relationships with assigned leaders and employees and develops an understanding of business priorities, workforce needs, culture, and operational challenges. The role advises and coaches leaders on routine employee relations, performance management, employee engagement, recognition, policy interpretation, and employee experience. The position supports HR administration, including onboarding, offboarding, employee documentation, HRIS transactions, employment verifications, unemployment requests, and personnel-file maintenance. It coordinates employee departures and related HR and Payroll processes, contributes to HR projects, workforce planning, analytics, and process improvements, facilitates HR-related training, and supports compliance with employment laws and company policies. The role also partners with Recruiting during peak hiring periods and increased staffing demand, supporting screenings, interview coordination, hiring events, candidate follow-up, and related recruiting activities. The HR Business Partner I reports to the Director of Human Resources and collaborates with other HR Business Partners and cross-functional partners, including Recruiting, Benefits, Payroll, and business leadership. The role may require domestic travel two or more times per year and extensive use of a phone and computer.

Requirements

Bachelor’s degree in Human Resources, Business Administration, or a related field, or an equivalent combination of education and relevant experience.
At least two years of experience in an HR Business Partner role.
Working knowledge of employment laws and HR practices, including FLSA, ADA, FMLA, EEO, and other applicable federal and state requirements.
Experience supporting employee relations, performance management, HR operations, and employee lifecycle processes.
Experience supporting recruiting and talent acquisition activities.
Strong customer service, interpersonal communication, organization, attention to detail, and reliable follow-through.
Ability to manage competing priorities, work independently, use sound judgment, and partner effectively across functions.
Comfort with HRIS platforms.
Ability to interpret business needs and data, coach leaders, maintain confidentiality, and seek support when appropriate.
Ability to travel domestically two or more times per year.
Valid U.S. driver’s license and ability to meet QBP approved-driver requirements when driving is required.
Ability to work extensively on a phone and computer.

Nice To Haves

Three or more years of experience in an HR Business Partner role.
PHR or SHRM-CP certification.
UKG experience.

Responsibilities

Build productive relationships with assigned leaders and employees and understand business priorities, workforce needs, culture, and operational challenges.
Advise and coach leaders on routine employee relations, performance management, employee engagement, recognition, policy interpretation, and employee experience.
Support onboarding, offboarding, employee documentation, HRIS transactions, employment verifications, unemployment requests, and accurate personnel-file maintenance.
Coordinate employee departures and related HR and Payroll processes, including UKG updates, final-pay information, exit interviews, and handoffs to Benefits for COBRA administration.
Contribute to HR projects, workforce planning, HR analytics, and process improvements, with coaching as needed.
Facilitate HR-related training and support leader capability-building through practical guidance and coaching.
Support employment law and company policy updates, recognize compliance risks, and escalate questions to HR leadership or Legal as appropriate.
Manage assigned work through timely responses, accurate documentation, proactive status updates, deadline management, follow-through, and early escalation of barriers.
Partner with Recruiting during peak hiring seasons and increased staffing demand, including candidate screenings, interview scheduling and coordination, hiring events, candidate follow-up, and related activities as assigned.
Follow standardized recruiting processes, documentation, and handoff expectations.
Partner with leaders on hiring needs, job description review, retention, and workforce planning within the scope of the role.
Perform other related responsibilities as assigned.