Human Resources Business Partner - Assurance

Baker Tilly•Minneapolis, MN

8d•$72,000 - $157,560

About The Position

The Human Resources Business Partner (HRBP) acts as a strategic partner to our Assurance Service Line, Region and ESO Leaders, aligning business objectives with people strategies across the organization. The HRBP will support the Assurance practice, and provides expert guidance on workforce planning, leadership coaching and consulting, talent development, performance management, organizational design, and change management.

Requirements

Bachelor’s degree in Human Resources, Business Administration or a related field required
5 years minimum of progressive HR experience, preferably in a business partner or generalist role supporting a diverse workforce.
HR Expertise: In-depth knowledge of employment law, HR policies and best practices, employee relations, talent management, and organizational development.
Business Acumen: Ability to understand business operations and align HR strategies with organizational objectives.
Communication Skills: Excellent verbal and written communication skills; ability to influence and build relationships at all levels of the organization.
Problem-Solving: Strong analytical and problem-solving skills with a proactive approach to resolving issues.
Confidentiality: High degree of professionalism and discretion in handling sensitive information.
Change Management: Experience supporting and driving organizational change, with the ability to adapt in a fast-paced environment.
Technology: Proficiency in HRIS systems, Microsoft Office Suite, and data analytics tools.

Nice To Haves

HR certification (e.g., SHRM‑CP, PHR) preferred.

Responsibilities

Strategic HR Partnership: Collaborate with business leaders to understand organizational goals and develop HR strategies that support business objectives.
Talent Management: Support succession planning, talent reviews and leadership development.
Performance Management: Facilitate and support the performance management and compensation review process; serving as a coach and advisor to managers and leaders.
Organizational Development: Support organizational change initiatives, workforce planning, and employee engagement programs to foster a positive workplace culture.
Data Analysis and Reporting: Analyze HR metrics (e.g., turnover, engagement, absenteeism) to identify trends and recommend data-driven solutions.
Learning and Development: Support training and development initiatives to enhance employee skills and leadership capabilities.
Diversity, Equity, and Inclusion (DEI): Promote DEI initiatives and foster an inclusive work environment.