Human Resources Business Partner - Energy Division

Knobelsdorff Enterprises•Goodhue, MN

3h•$94,320 - $117,900

About The Position

Reporting directly to the Director of Human Resources, the Human Resource Business Partner plays a critical role within the HR department by serving as a strategic partner to a designated division and its leadership team. This position ensures that HR strategies and practices are aligned with divisional goals, enabling effective talent management, organizational performance, and employee engagement.

Requirements

Bachelor’s degree in Human Resources, Business Administration, or related field.
5+ years of progressive HR experience, including direct support to business leaders.
Strong knowledge of employment laws, compliance, and HR best practices.
Proven ability to manage and coach employee relations, performance management, and talent development.
Proficient in using HR metrics and data to inform decisions and identify trends.
Excellent interpersonal, verbal, and written communication skills.
Experience with HRIS systems (e.g., Workday, SAP, ADP).
Proficiency in Microsoft Office Suite, especially Excel and PowerPoint

Nice To Haves

HR certification (e.g., SHRM-CP/SCP, PHR/SPHR).
2+ years of leadership experience
Bilingual (Spanish)
Familiarity with change management and organizational effectiveness strategies.
Strong critical thinking, conflict resolution, and decision-making skills.
Experience in supporting a manufacturing, industrial, or construction industry

Responsibilities

Strategic HR Partnership (20%): Collaborate with divisional leadership to align HR initiatives with business objectives, providing guidance on workforce planning, organizational design, and change management.
Compliance & HR Data Integrity (20%): Ensure adherence to employment laws, company policies, and regulatory requirements while leveraging HR data and analytics to support decision-making and identify trends.
Point of Contact & HR Team Leadership (20%): Serve as the primary HR Business Partner and Point of Contact (POC) for the Division, with full accountability for the leadership, performance, and development of assigned Human Resource Generalists. Provide direct oversight and direction to the HR Generalist team, ensuring consistent, timely, and high-quality HR support across all HR functions and policies. Establish clear expectations, monitor workload and effectiveness, and mentor HR Generalists to deliver compliant, business-aligned outcomes. Act as the escalation point for complex or high-risk HR issues and ensure alignment between HR execution and divisional leadership needs.
Talent Management & Development (15%): Lead divisional efforts in talent acquisition, succession planning, and employee development to build a high-performing, future-ready workforce. Serve as the primary liaison between Talent Acquisition and Learning & Development to ensure alignment across hiring, onboarding, and growth strategies.