HR Business Partner

Banner Engineering•New Hope, MN

8d•$82,245 - $115,000•Hybrid

About The Position

The HR Business Partner plays a key role in aligning HR strategies with business objectives across our Operations organization. This position partners closely with leaders and the HR team to support organizational effectiveness, workforce planning, leadership development, employee engagement, retention, and overall business performance. Operating at both a strategic and hands-on level, the HR Business Partner is expected to be visible and engaged in the business, build strong relationships with employees and leaders, identify needs and opportunities proactively, and help drive issues through resolution. This role supports a broad Operations environment that includes manufacturing, warehouse/distribution, Quality, Engineering, and other Operations functions.

Requirements

A minimum of 5 years of progressive HR experience, including experience in an HR Business Partner or similar role.
Bachelor’s degree in Human Resources Management, Business Administration, or related field. Equivalent experience may be considered.
Proven ability to influence, coach, and build relationships with leaders at all levels.
Strong employee relations, investigation, and performance management experience.
Strong analytical, problem-solving, judgment, and communication skills.
Demonstrated ability to identify needs proactively, work independently, and move issues forward without requiring detailed direction.
Ability to balance employee needs, business needs, risk, policy, and practical judgment.
Demonstrated success leading HR initiatives and managing multiple priorities.
Solid understanding of U.S. employment laws and HR best practices.
Ability to adapt communication style and approach based on the leader, employee, and situation.

Nice To Haves

Experience supporting manufacturing, distribution, Operations, or another fast-paced employee environment.
Experience partnering with manufacturing and technical leaders, including Engineering and Quality.
Proficiency in HR platforms such as UKG Pro.
Familiarity with digital collaboration tools such as Teams and OneDrive.
Experience using workforce metrics and employee feedback to identify trends and drive action.
Experience supporting organizational change, workforce planning, and leadership development.

Responsibilities

Serve as a strategic advisor and primary HR partner for assigned Operations functions, including manufacturing, warehouse/distribution, Quality, Engineering, and other Operations teams.
Build strong relationships throughout the business by maintaining a visible, approachable, and accessible HR presence for employees and leaders.
Collaborate with leaders to understand business priorities, workforce needs, organizational challenges, and employee concerns, and align HR strategies with business goals.
Partner with leaders on workforce planning activities such as headcount planning, staffing needs, organizational structure, forecasting, and talent pipeline development.
Use HR metrics, employee feedback, turnover, attendance, retention, stay interviews, and other workforce information to identify trends and recommend actions.
Provide guidance and coaching to managers on employee relations, performance management, talent development, recognition, retention, communication, and conflict resolution.
Coach leaders to take appropriate ownership of employee performance, attendance, conduct, and other people-related issues while providing HR guidance and support.
Manage and support employee relations matters, investigations, corrective action, performance management, accommodations, and other sensitive HR activities.
Ensure thorough and timely documentation of employee relations matters, investigations, performance management, and other HR activities.
Identify issues and opportunities proactively and remain engaged through resolution, including following up with leaders, challenging when appropriate, and escalating concerns when additional support is needed.
Participate in plant leadership meetings, operational meetings, and other business rhythms to maintain strong visibility into business needs and emerging issues.
Partner with Recruiting and Operations leaders to understand staffing challenges, hiring needs, onboarding effectiveness, and retention opportunities. Recruiting may own the recruiting process, but the HR Business Partner is expected to understand barriers and help drive solutions.
Support organizational changes, workforce changes, career pathing, job responsibilities, and other organizational effectiveness efforts.
Identify manager needs and design and deliver manager training and leadership development programs.
Assess employee and future leader skill gaps and partner with Training & Development manager to implement targeted learning solutions.
Collaborate with HR leaders to support succession planning, talent reviews, stay interviews, and leadership development.
Partner with HR Generalist and other HR team members to ensure effective HR support across the facility and Operations organization.
Support compensation planning and market benchmarking in partnership with Total Rewards.
Ensure compliance with employment laws and internal policies while applying sound judgment based on the needs of the business.
Lead or contribute to cross-functional HR and Operations projects and initiatives.
Track and report on metrics and progress, ensuring visibility of outcomes and follow-through on identified actions.
Maintain accurate HR data and ensure integrity across systems.
Help identify opportunities to improve HR processes, systems, and workflows.
Maintain strict confidentiality of employee information and HR-related data, exercising sound judgment and discretion in all interactions and communications.
Other duties as assigned.