HR Business Partner

E.A. Sween•Eden Prairie, MN

8d•Onsite

About The Position

The Human Resources Business Partner (HRBP) contributes to company performance by executing the day-to-day HR People Strategy for assigned functional groups. The role covers talent acquisition, employee relations, policy interpretation and application, performance and compensation management, and talent management. Additional responsibilities may include organizational design, employee development initiatives, and training. The HRBP partners with functional leaders to understand business needs, provide guidance, and align people strategies with business objectives. The position also supports recruitment and onboarding, workforce and succession planning, employee relations matters, safety and wellness initiatives, and continuous improvement across HR. This role works in the office Monday through Friday and requires some flexibility to provide coverage on second shift.

Requirements

At least 5 years of human resources experience with increasing levels of responsibility.
At least 1 year of HRIS experience.
Strong computer skills and proficiency in Microsoft Word, Excel, Outlook, and PowerPoint.
Strong presentation, communication, interpersonal, and customer service skills.
Ability to convey information professionally, listen actively, and develop healthy working relationships.
Detail-oriented with strong organizational skills.
Good judgment and decision-making skills, and ability to maintain confidentiality.
Ability to work and communicate effectively with people at all levels inside and outside the company.
Some flexibility to provide coverage on second shift.
Must work in the office Monday through Friday.

Nice To Haves

Bachelor’s degree in Human Resources, Psychology, Business, or relevant industry experience.
Previous experience in a manufacturing or operations setting.
Bilingual ability in a prominent regional language, such as Spanish or Hmong.
Previous experience with UltiPro/UKG.
People management certification such as SPHR, PHR, or SCP.

Responsibilities

Understand business strategies and activities, assess needs and barriers, and drive performance through people strategies such as leadership development, succession planning, acquisitions, and integrations.
Advocate for the needs of assigned functional groups and advise and guide their leaders.
Ensure leaders are aligned with and exemplify company values; provide ongoing feedback and support.
Support talent acquisition as needed, including sourcing, recruiting, interviewing, and extending offers.
Participate in intake calls to clarify business needs.
Facilitate pre-hire onboarding and New Hire Orientation for assigned functional groups.
Partner with managers on short-term people plans and annual goal setting aligned with strategic priorities.
Monitor and report on workforce and succession planning.
Lead or support annual HR cycle deliverables, including performance and talent management, for assigned functional groups.
Coach employees and leaders on employee relations, policy interpretation, and talent development.
Resolve complex employee relations issues and manage grievances.
Strengthen work relationships, morale, productivity, and retention.
Support the unemployment process, including claim responses and appeal hearings as needed.
Serve on the Safety Program Steering Committee.
Support Workers’ Compensation claims for individuals and functional groups, collaborating with the HR Specialist for Safety and Wellness.
Promote cultural change and continuous improvement within HR to deliver consistent, collaborative service.
Gather and act on employee feedback to improve service delivery and employee experience.
Stay current on trends and best practices to align people strategies with business objectives.
Foster alignment with HR team objectives and model effective leadership behaviors.
Provide feedback and coaching to HR team members and collaborate across teams to support growth and development.