HR People Business Partner

Bethel University•Saint Paul, MN

5d•Onsite

About The Position

We’re looking for an experienced HR professional who is energized by building meaningful connections, championing a flourishing employee experience, and contributing to a culture where people feel valued, supported, and equipped to do their best work at Bethel. In this role, you’ll serve as a trusted People & Culture partner—walking alongside supervisors and employees to strengthen relationships, support teams, and foster a healthy, Christ-centered workplace. Our Business Partners play a vital role in aligning the needs of employees and leaders with Bethel’s mission and strategic goals. The ideal candidate loves building strong relationships, brings solid HR expertise, and finds energy in supporting others toward growth and effectiveness. If you are passionate about developing people, strengthening teams, and nurturing a flourishing community grounded in faith, we’d love to meet you.

Requirements

Must be able to handle multiple tasks and work well in pressure situations.
Must be proficient in Google and/or Microsoft Office products.
Experience using an HRIS system.
Ability to handle confidential information in a mature and professional manner.
Proven coaching skills.
Knowledge of mediation techniques.
Must have excellent integrity.
Must have excellent interpersonal skills
Must have excellent verbal and written communication skills.
Must be detail-oriented.
5+ years of experience in a business partner role or HR generalist role with a focus on employee relations.
Bachelor’s degree in human resources, business or a related field.

Responsibilities

Support Department Leaders – 50%
Works closely with supervisors and employees to improve work relationships.
Responsible for talent acquisition process within designated departments, including recruiting, screening applicants, guiding hiring manager interview process, and making job offers.
Partners closely with department managers to help them with candidate selection.
Provides recommendation for compensation adjustments.
Partners with supervisors to build morale and increase team effectiveness.
Establishes regular touchpoints with managers to drive efforts to build upon our culture, values, and overall employee experience.
Performance Management Process - 25%
Oversees the performance management process.
Manages and resolves complex employee relations and performance issues.
Supports supervisors with employee offboarding.
Ensures compliance with employment laws and best practices.
Maintains professional working knowledge of the application of FMLA, ADA, disability, workers’ compensation, and other related laws to ensure compliance.
Employment Policies - 10%
Partners with Director and AVP of People and Culture to create and maintain employment policies.
Coordinates with internal and external partners to ensure organization stays compliant with state and federal laws.
Organizational Development -15%
Provides insight on organizational development needs.
Uses Best Christian Workplace (BCW) data to help managers focus on key culture drivers.
Partners with colleagues in OPC (Human Resources) to create training and development opportunities to meet those needs.
Regular facilitator in manager and employee training and development offerings.