HRBP - Pilot Plant Network (PPN)

BioMADE•Minneapolis, MN

12d•$95,000 - $115,000•Hybrid

About The Position

The HR Business Partner (HRBP) serves as the primary Human Resources advisor to leaders and employees within the Pilot Plant Network (PPN) Business Unit. The role builds strong relationships with managers, provides strategic and operational HR support, and partners closely with People Operations to deliver consistent, reliable employee experiences. The HRBP provides guidance in workforce planning, performance management, employee relations, organizational design, and manager capability. The HRBP helps ensure that the business unit’s talent priorities are executed effectively and aligned with BioMADE’s mission, strategy, and enterprise operating model.

Requirements

5+ years of HR generalist or HRBP experience required.
Strong working knowledge of employment laws across multiple states.
Demonstrated ability to build strong relationships and coach managers effectively.
Experience navigating sensitive employee relations matters with sound judgment.
Ability to analyze data, identify trends, and propose actionable solutions.
Strong communication, facilitation, and organizational skills.
Ability to work in a fast-paced, evolving organization.
Proficiency with HRIS platforms.

Nice To Haves

Bachelor’s degree in Human Resources, Business Administration, Organizational Development, or related field preferred.
Experience supporting technical, manufacturing, advisory, or multidisciplinary departments preferred.
Experience in a multi-site, multi-state manufacturing environment preferred.
Experience with California labor law is a plus but not required.
UKG experience preferred.
SHRM-CP/PHR or SHRM-SCP/SPHR strongly preferred.

Responsibilities

Serve as the dedicated HR advisor to leaders within PPN, building trust-based relationships that enable effective coaching and aligned decision-making.
Support organizational planning by partnering with leaders on role design, job scoping, workforce forecasting, and growth planning.
Provide guidance on department-specific talent needs and escalate workforce or staffing risks appropriately.
Provide day-to-day HR support, including performance coaching, corrective action guidance, conflict resolution, and interpretation of policies and procedures.
Conduct or support investigations related to employee concerns, partnering with the Director of People as needed.
Deliver manager support for performance conversations, development planning, and compensation discussions.
Partner with Talent Acquisition and hiring managers to ensure clarity on role needs, competencies, and selection criteria.
Support interview processes for PPN roles and collaborate with TA on offer calibration and hiring decisions.
Assist leaders with workforce planning tied to business objectives and future staffing needs.
Coordinate with People Operations to ensure new hires receive high-quality onboarding experiences tailored to the needs of PPN.
Engage new employees early in their tenure, conduct check-ins, and assist managers with integration plans.
Support engagement initiatives, team development, and culture-building efforts within the business unit.
Facilitate performance review and career conversations processes for assigned departments.
Help managers identify development opportunities, training needs, and skill gaps within their teams.
Partner with internal stakeholders on learning paths and role-based competency needs.
Ensure the business unit complies with BioMADE policies, employment laws, and labor practices across multiple states.
Partner closely with People Operations to maintain accurate job data, organizational charts, personnel files, and HRIS information.
Support implementation of enterprise HR programs, including compensation changes, benefits processes, required training, and HR reporting.
Serve as the liaison between PPN and People Operations, Talent Acquisition, Legal, Finance, and other enterprise functions for HR-related matters.
Escalate systemic issues or cross-functional needs to People Operations or the Director of People to ensure consistent enterprise-wide solutions.
Participate in department-wide and organization-wide projects and initiatives.
Support continuous improvement of HR programs and processes.
Handle other responsibilities as assigned.

Benefits

100% employer-paid medical insurance options for employees, with low-cost buy-up options also available.
Generous cost-sharing for medical insurance for spouses and children.
Health Savings Account option for medical insurance.
100% employer-paid dental and vision insurance for employees.
Low-cost dental insurance for spouses and children, including child orthodontia coverage.
Employer-paid vision coverage for employees, with spouse and child coverage.
Section 125 Flexible Spending Plan options for medical, dependent care, and commuter pre-tax benefits.
Employer-paid life insurance: one times annual salary for exempt staff and a flat $50,000 benefit for hourly staff.
Employer-paid Short Term Disability insurance and low-cost voluntary Long Term Disability insurance available.
401(k) retirement plan with up to 6% match on plan compensation and no vesting period.
Discretionary Incentive Plan based on organizational and individual performance.
Paid Time Off (PTO) that begins accruing from the hire date.
13 paid holidays, including a winter break between Christmas Eve Day and New Year’s Day.
Up to 8 weeks of paid parental leave for new parents.
Full access to LinkedIn Learning’s Suite for professional development.
Hybrid Work Policy for most positions; stipend for internet and personal cell phone use.
Free parking.
Casual dress code.
Free snacks and beverages at California and Minnesota office locations.
On- and off-site employee activities sponsored by the Employee Engagement Committee.
On-site gym access.
Pet-friendly office space.