Human Resources Advisor

Hub Group•Bloomington, MN

6d•Hybrid

About The Position

The HR Advisor serves as the primary Human Resources partner for assigned business units, providing guidance and support to leaders and employees across a broad range of HR functions. This role is responsible for managing employee relations matters, supporting performance management, driving employee engagement initiatives, and ensuring the consistent application of company policies and practices. The HR Advisor operates independently, partnering directly with site leaders and department managers to address workforce challenges, support talent development, and foster a positive employee experience. This position requires strong judgment, the ability to navigate complex employee situations, and a proactive approach to supporting business objectives while maintaining compliance with employment laws and company policies.

Requirements

Bachelor's Degree in Human Resources, Business Administration, or equivalent work experience.
5+ years of progressive HR experience, including demonstrated expertise as an HR Generalist, HR Business Partner, or HR Advisor.
Proven track record managing complex employee relations matters independently.
Strong proficiency in Microsoft Office Suite (Word, Excel, PowerPoint).
Experience with HRIS platforms, such as Oracle HCM, preferred.
Ability to analyze HR data and translate metrics into actionable insights for leadership.
Thorough knowledge of HR governance and employment law (EEOC, FLSA, FMLA, HIPAA, ADA, state-specific regulations).
Demonstrated ability to oversee confidential matters with discretion and sound judgment.
Operates independently with minimal oversight on complex issues; exercises sound judgment on matters with significant organizational exposure.
Strong consultative presence — credible, trusted, and influential with managers at all levels.
Excellent written and verbal communication skills; able to convey complex topics clearly and persuasively.
Strong listening, coaching, and interpersonal skills; capable of building genuine relationships across diverse employee populations.
Comfortable managing competing priorities in a dynamic, fast-paced environment.
Up to 25% of travel is required to support assigned business locations.

Nice To Haves

PHR or SPHR certification preferred; SHRM-CP or SHRM-SCP also valued.

Responsibilities

Partner directly with site leaders and department managers to provide day-to-day HR support and guidance.
Build strong working relationships with leaders to understand workforce needs and operational challenges.
Coach managers on employee performance, engagement, attendance, accountability, and development.
Support workforce planning, succession planning, and talent review discussions.
Assist leaders in addressing employee concerns and developing effective solutions to workplace challenges.
Provide recommendations on organizational and people-related matters to support business objectives.
Gather business insights and partner with HR Centers of Excellence to develop solutions that meet organizational needs.
Serve as the primary resource for employee relations matters within assigned business units.
Conduct comprehensive investigations, making fact-based recommendations to support Company policy, procedures, and expectations.
Recommend and support corrective actions, the performance management process, and other employee interventions.
Partner with leaders to resolve employee issues in a fair, consistent, and timely manner.
Maintain thorough documentation of investigations, employee relations matters, and employment actions.
Escalate sensitive, complex, or high-risk matters to HR leadership, as appropriate.
Support leaders throughout the performance management process, including coaching, documentation, and performance reviews.
Assist with talent identification, development planning, and succession planning efforts.
Ensure consistent administration and application of HR policies, procedures, and programs.
Provide guidance on company policies, benefits, leave administration, accommodations, and employment practices.
Maintain knowledge of federal, state, and local employment laws and regulations.
Analyze workforce data and trends, including turnover, attendance, and employee relations activity, to identify opportunities for improvement.
Support compliance initiatives, audits, and reporting requirements.
Champion a positive, inclusive workplace culture by advising leaders on engagement strategies and employee experience initiatives.
Support organizational change efforts, including restructures, role transitions, and workforce communications.
Support employee engagement initiatives designed to improve retention, morale, and workplace culture.
Assist leaders in interpreting employee feedback and developing action plans to address identified opportunities.
Participate in employee meetings, site visits, and engagement activities to maintain visibility and accessibility.
Promote and reinforce company values and a positive employee experience.