HR Business Partner II

Post Consumer Brands•Northfield, MN

3d•Hybrid

About The Position

Post Consumer Brands is seeking an experienced HR Business Partner II to join their team in Northfield, Minnesota. This role is crucial in shaping the employee experience, partnering with business leaders, and driving people strategies to support organizational success. The company, a business unit of Post Holdings, Inc., focuses on making lives better by providing delicious and accessible food choices for people and their pets. The HR Business Partner II will act as a trusted advisor, aligning people strategies with business objectives, influencing organizational effectiveness, employee engagement, talent development, and culture. This position reports to the Associate Director, HR Business Partner and is key to supporting organizational growth and change within a company that offers the benefits of a large organization with a small company culture.

Requirements

Bachelor's degree in Human Resources, Business Administration, or a related field.
Minimum of 5 years of progressive HR experience, ideally in HR Generalist and/or HR Business Partner roles.
Strong employee relations experience with demonstrated success managing complex situations.
Knowledge of employment laws, HR policies, and HR best practices.
Excellent communication, relationship-building, and influencing skills.
Ability to manage multiple priorities and navigate complex organizational environments.
Strong problem-solving capabilities with the ability to balance strategic thinking and tactical execution.
Experience working with HR systems, talent management processes, and change management initiatives.

Nice To Haves

HR certification such as SHRM-CP, SHRM-SCP, PHR, or SPHR.
Experience working in a fast-paced corporate environment.
HRIS proficiency and experience with HR technology platforms.
Experience supporting mergers and acquisitions activities.

Responsibilities

Partner with leaders to provide coaching, counseling, career development support, and employee relations guidance.
Conduct and manage employee relations investigations and help resolve workplace concerns.
Provide day-to-day performance management consultation and support talent development initiatives.
Support workforce planning, succession planning, organizational design, and restructuring efforts.
Analyze HR trends and metrics to identify opportunities and recommend solutions that improve business and employee outcomes.
Lead and support employee engagement initiatives that strengthen culture, morale, retention, and productivity.
Partner with HR Centers of Excellence to deliver effective talent, compensation, and organizational solutions.
Support change management and business improvement initiatives across the organization.
Manage core HR processes, including talent reviews, goal-setting processes, job descriptions, requisitions, exit interviews, and engagement surveys.
Ensure compliance with federal, state, and local employment laws and company policies.
Contribute to HR projects and process improvements that enhance organizational effectiveness.