Human Resources Business Partner

J. F. Ahern•Des Moines, IA

7d•Hybrid

About The Position

Ahern is seeking a Human Resources Business Partner based in Des Moines, Iowa, to serve as a strategic partner to business unit leaders across several locations. The role provides consultative guidance and coaching to managers and employees on talent acquisition, talent management, performance management, and employee relations, while aligning HR priorities with business needs. The position is based out of the Des Moines location and requires regular travel between Midwest offices.

Requirements

Bachelor’s degree or higher in Business, Human Resources, or a related field.
At least 3 years of demonstrated experience in strategic Human Resources.
Good business acumen and consultative skills, with the ability to establish credibility, trust, and partnerships at all organizational levels.
Ability to work independently and influence others while collaborating effectively with teams.
Ability to plan, organize, and lead multiple tasks and projects.
Strong interpersonal skills, including exceptional written and oral communication and conflict-resolution skills.
Ability to handle multiple complex and diverse issues simultaneously.
Ability to resource, organize, and deploy a project team and foster teamwork.
Must be based out of the Des Moines, Iowa location and travel regularly between Midwest-based offices.

Nice To Haves

Prior experience in a construction setting is highly preferred.

Responsibilities

Lead business units’ strategies for succession, development, and organizational design.
Conduct regular talent reviews with managers to identify successors and facilitate career-planning conversations.
Identify opportunities to increase productivity through organizational design and help define appropriate roles and responsibilities.
Ensure employees receive appropriate performance assessments and feedback regularly.
Provide input on employee performance reviews, coach managers on performance conversations, and help managers implement, monitor, and improve employee performance.
Partner with organizational development, learning and development, and other HR specialty resources to advance talent and performance management.
Be accessible to employees with questions and concerns, interpret policies, and answer general questions.
Assist managers with exit strategies, conduct exit interviews, and support communication to business units.
Help develop a pipeline of top talent by assisting with interviews and supporting managers’ hiring decisions.