HR Business Partner I

Quality Bicycle Products•Bloomington, MN

About The Position

Quality Bicycle Products is hiring an HR Business Partner I to support assigned leaders and employees across HR partnership, administration, employee relations, recruiting, and workforce planning. The role builds productive relationships, learns business priorities and workforce needs, and provides practical guidance to leaders on routine employee matters and company policies. The HR Business Partner I supports employee lifecycle administration, including onboarding and offboarding, HRIS transactions, personnel records, employment verifications, and unemployment requests. The role coordinates employee departures and associated HR and Payroll steps, contributes to HR projects and process improvements, facilitates HR-related training, and supports compliance with employment laws and company policies. During peak hiring periods, this position partners with Recruiting on screenings, interview coordination, hiring events, candidate follow-up, and related activities. The position reports to the Director of Human Resources and collaborates with other HR Business Partners, Recruiting, Benefits, Payroll, and business leadership. Domestic travel is required two or more times per year. The role involves 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 maintenance of personnel files.
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 on candidate screenings, interview scheduling and coordination, hiring events, candidate follow-up, and related recruiting activities.
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.