HR Business Partner

Muse Group•Winona, MN

9d•Hybrid

About The Position

We're looking for an HR Business Partner to join our US HR team and work closely with business leaders as a strategic partner embedded within our business units. You’ll be part of a distributed, global HR team, working closely with colleagues across the US, UK, Cyprus, and other countries. This role requires strong cross-functional and cross-cultural collaboration, as well as the ability to build effective partnerships across geographies and time zones. The role will focus on driving business outcomes through organisation design, talent management, workforce planning, and leadership effectiveness — rather than running day-to-day HR processes. You’ll help leaders build high-performing teams, make thoughtful people decisions, and ensure that how their departments operate is aligned with the broader goals of the company. This is a hybrid role, with an expectation to visit the Winona office at least once per week. More frequent in-office presence may be required during onboarding. Occasional travel may also be required to meet with the US leadership team.

Requirements

4+ years as an HR Business Partner or similar strategic HR role.
Experience in org design, succession planning, and performance management cycles.
Strong coaching skills for senior managers and Department Heads, including complex/escalated ER cases.
Comfortable using people data/analytics for workforce insight.
Experience leading or supporting organisational change.
Familiarity with AI tools for HR analysis and process work.
Strong stakeholder management, able to build trust quickly across levels.

Responsibilities

Act as the dedicated HR partner for assigned business units, building trusted relationships across all levels — from managers to Department Heads.
Partner with managers and senior leaders on workforce planning, organisation design, role clarity, and team structure.
Bring data-driven diagnosis and actionable options to leadership when people challenges arise, rather than simply executing HR processes.
Own the talent strategy for assigned business units, including succession planning, retention of high-performing talent, and development of the leadership pipeline.
Lead performance management cycles for assigned units, including goal-setting, performance reviews, calibration, and feedback quality.
Guide managers through performance improvement plans (PIPs) and support them in navigating challenging performance conversations.
Lead complex organisational changes, including reorganisations, leadership transitions, and periods of rapid scaling.
Design practical frameworks to support effective implementation and build change-management capability across the organisation as managers grow in seniority.
Conduct regular 1:1s with managers and proactively identify disengagement and attrition risks.
Lead or contribute to engagement and pulse surveys, translating insights into actionable plans at the business-unit level.
Recommend and implement targeted retention actions in partnership with CB and business leadership.
Coach managers through sensitive and complex people decisions and act as an escalation point for high-complexity ER cases, including restructuring, senior-leader matters, and situations with legal or employee-relations implications.
Translate people data from People Operations into strategic workforce insights for managers and senior leadership.
Identify organisational risks and opportunities before they become critical and use data to inform people and business decisions.
Use AI tools for analysis, diagnosis, decision support, and workflow design.
Champion AI-first and MuseOS ways of working within assigned business units and across the wider People function.