HR Business Partner

Perforce•Minneapolis, MN

8d•$109,850 - $155,000

About The Position

Perforce is seeking an HR Business Partner to serve as a trusted advisor and thought partner to designated business leaders and their leadership team. This role sits at the intersection of people strategy and business strategy – the HRBP earns a seat at the leadership table by deeply understanding the business’s goals, metrics, and challenges, then translating that understanding into people solutions that move the business forward. This is a hands-on, individual contributor role for an HR professional who wants to be judged not just on HR execution, but on business impact.

Requirements

5-8 years of progressive HR experience, including at least 3 years in an HR Business Partner or generalist role supporting a client group directly.
Demonstrated ability to build credibility with business leaders – you can sit in a business review and contribute beyond the “HR update.”
Experience across the core HRBP toolkit: performance management, talent planning, employee relations, organizational design, and change management.
Strong data literacy: comfortable pulling and interpreting people data (attrition, engagement, headcount) to build a business case, not just report a metric.
Strong working knowledge of US employment law (FLSA, ADA, EEO, state-specific requirements) and demonstrated ability to apply it to real-time employee relations and policy decisions.
Comfort using AI tools (e.g. Copilot, Claude) for data analysis, drafting, or research in an HR context.
Excellent judgement and discretion in handling confidential and sensitive matters.

Nice To Haves

Experience supporting a technology or software business unit.
Prior experience in a global, fast-growth or matrixed organization.
Exposure to international employment practices (e.g. Canada, LATAM), given Perforce’s global employee footprint.
PHR, SHRM-CP or equivalent HR certification.

Responsibilities

Serve as the primary HR point of contact for assigned business leaders and their leadership teams, understanding their goals, KPIs, and challenges well enough to proactively bring solutions, not just respond to request.
Attend business team meetings regularly to build fluency in the business’s priorities, market pressures, and org dynamics.
Advise managers on org structure, role design, and workforce planning aligned to business priorities.
Actively collaborate with HRBPs, Generalists and COEs across functions and geographies, sharing insights and patterns seen in your business units.
Guide leaders through performance management cycles, calibration, and talent reviews for their client group.
Partner with Talent Acquisition to align hiring plans with business growth and headcount needs.
Support succession planning and identification of high-potential talent within the client group.
Manage employee relations matters – including investigations, coaching, and performance concerns – with sound judgement and appropriate escalation.
Ensure consistent application of HR policy and compliance with employment law across the business unit.
Apply hands-on employment law experience to navigate complex or high-risk employee relations situations.
Use people data (attrition, engagement survey results, headcount trends) to identify risks and opportunities within the client group and bring recommendations to leadership.
Translate engagement survey and exit interview themes into targeted action plans.
Apply AI tools to analyze people data and surface patterns faster (e.g. identifying attrition risk signals, summarizing engagement themes, or spotting trends across large business units).
Actively look for ways to incorporate AI into day-to-day HRBP work (data analysis, drafting, research, prep for leadership conversations) to work smarter.
Support change management for org changes, restructures, or growth within the business units.
Champion Perforce’s culture and values throughout the employee lifecycle for the business units.