HR Business Partner (Remote)

RainFocus•Minneapolis, MN

2d•Remote

About The Position

The HR Business Partner (HRBP) position is responsible for aligning business objectives with employees and management in designated business units. The position formulates partnerships across the HR function to deliver value-added service to management and employees that reflects the business objectives of the organization. The HRBP maintains an effective level of business literacy about the business unit's financial position, its midrange plans, its culture and its competition. This position has no direct supervisory responsibilities but does serve as a coach and mentor for other positions in the department.

Requirements

Excellent verbal and written communication skills.
Excellent interpersonal and customer service skills.
Excellent organizational skills and attention to detail.
Ability to comprehend, interpret, and apply the appropriate sections of applicable laws, guidelines, regulations, ordinances, and policies.
Ability to acquire a thorough understanding of the organization’s hierarchy, jobs, qualifications, compensation practices, and the administrative practices related to those factors.
Excellent time management skills with a proven ability to meet deadlines.
Strong analytical and problem-solving skills.
Proficient with Microsoft Office Suite or related software.
Bachelor's degree required.
Minimum of 8 years of experience resolving complex employee relations issues within a software technology company.
Working knowledge of multiple human resource disciplines, including compensation practices, organizational diagnosis, employee relations, diversity, performance management, and federal and state respective employment laws.

Nice To Haves

SHRM Certified Professional (SHRM-CP) or SHRM Senior Certified Professional (SHRM-SCP) credential or Master's level degree in one of the human resource disciplines.

Responsibilities

Work closely with the Chief People Officer and the HR team to help manage and guide the teams on all things connected to recruiting & onboarding, employee engagement, and performance management.
Conduct weekly meetings with respective business units.
Consult with line management, providing HR guidance when appropriate.
Analyze trends and metrics in partnership with the HR group to develop solutions, programs and policies.
Manage and resolve complex employee relations issues. Conduct effective, thorough and objective investigations.
Maintain in-depth knowledge of legal requirements related to day-to-day management of employees, reducing legal risks and ensuring regulatory compliance. Partner with the legal department as needed/required.
Provide day-to-day performance management guidance to line management (e.g., coaching, counseling, career development, disciplinary actions).
Work closely with management and employees to improve work relationships, build morale, and increase productivity and retention.
Provide HR policy guidance and interpretation.
Develop contract terms for new hires, promotions and transfers.
Assist international employees with HR matters.
Provide guidance and input on business unit restructures, workforce planning and succession planning.
Provide assistance and oversight on the talent acquisition activity for their areas of their responsibility.
Identify training needs for business units and individual executive coaching needs.
Participate in evaluation and monitoring of training programs to ensure success. Follow up to ensure training objectives are met.
Perform other related duties as assigned.