HR Business Partner

Summus Group LLC•Minneapolis, MN

12d•$80,000 - $105,000•Onsite

About The Position

The HR Business Partner (HRBP) serves as a strategic advisor and trusted partner to leaders, aligning people strategies with business objectives. This role provides both strategic guidance and hands-on HR support across employee relations, performance management, talent staffing and planning, and organizational effectiveness. HRBP works closely with leaders and other members of HR to deliver consistent, compliant, and high-impact HR solutions that support employee engagement, retention and business performance.

Requirements

Bachelor’s degree in Human Resources, Business Administration, or related field required.
Minimum of 5 years of Human Resources experience required, including experience in HRBP, HR Generalist or similar role.
Prior experience in manufacturing environment.
Excellent verbal and written communication skills.
Excellent interpersonal, negotiation, and conflict resolution skills.
Strong time management skills with a proven ability to meet deadlines.
Analytical and critical thinking skills.
Ability to prioritize activities and delegate them when appropriate.
Demonstrate integrity, professionalism, and confidentiality.
Knowledge of employment laws, regulations and HR policies.

Nice To Haves

Experienced with multi-state entities is a plus.
Experience working with HR Information Systems, Paylocity is a plus.
SHRM-CP or SHRM-SCP Certification and/or SPHR/PHR Certification preferred.

Responsibilities

Partner with business leaders to understand operational goals and translate them into effective people strategies.
Serve as a trusted advisor to leaders on workforce planning, organizational design, talent needs, and change initiatives.
Provide coaching to leaders on people leadership, decision-making, and effective management practices.
Manage and resolve complex employee relations matters, including performance issues, policy interpretation, investigations, and corrective actions.
Ensure consistent and fair application of HR policies, practices, and employment laws.
Guide leaders through performance management processes, including goal setting, feedback, performance improvement plans, and annual review cycles.
Partner with leaders to support hiring needs, strategies, background checks, onboarding, offboarding, and workforce planning. Meet with leaders regularly one on one, provide proactive guidance.
Participate in talent reviews, succession planning, and development discussions to strengthen internal pipelines.
Support employee development initiatives.
Support organizational change initiatives, including restructuring, role changes, and process improvements.
Analyze HR metrics and trends (e.g., turnover, engagement, performance data) to identify risks and recommend proactive solutions.
Partner with leaders to drive employee engagement, retention, and culture initiatives.
Collaborate effectively and professionally with all HR teams and cross functionally across the organization, to ensure aligned and effective delivery of HR programs.
Provide guidance to leaders on compensation-related decisions in partnership with Total Rewards.
Maintain data integrity with timely and accurate updates and enhancements to HR technology systems.
Ensure compliance with all federal, state, and local employment laws and internal policies.
Support unique projects, audits and litigation related to employees or HR functions.
Contribute to the development, communication, and continuous improvement of HR policies and practices.