Human Resources Business Partner - Minnesota, Hybrid

NMDP•Minneapolis, MN

7d•Hybrid

About The Position

The HR Business Partner will develop and implement HR processes, practices, and programs for the organization and client groups to maximize achievement of NMDP short- and long-term business goals. The business partner role includes, but is not limited to, ensuring proactive planning and effective execution of talent acquisition, performance management, talent management and development, total rewards & recognition, training, organization effectiveness, data and record management, and related programs. Supports Sr. HR Business Partners with large scale department and organization HR, organizational design and change management initiatives.

Requirements

Working knowledge of employment law.
Demonstrate excellent verbal and written communications.
Communicate clearly and effectively in all situations with strong interpersonal skills.
Strong customer service orientation and ability to establish strong working relationships with internal and external clients.
Demonstrate results orientation and a strong sense of urgency.
Demonstrate strong problem-solving skills.
Prioritize rapidly and manage multiple projects simultaneously.
Influence others.
Demonstrate strong attention to detail.
Analyze data and identify trends.
Handle and maintain confidential information.
Commit to minimal travel – one to two trips per year.
Bachelor’s degree in a related field.
Three years of experience working in a Human Resources Business Partner role.
On evaluation, an advanced degree in Human Resources or related field may be substituted for experience.

Nice To Haves

Bachelor’s degree in HR or Business preferred.
HR Generalist Experience preferred.
HR Business Partner experience supporting Information Technology (IT) and Product leaders and teams.

Responsibilities

Partners with leaders in managing the business and integrating the human resource function with business activities to provide value to the customer.
Assists leaders in promoting proactive changes which enables the organization to successfully address a rapidly changing external environment.
Researches, analyzes, and responds to leader and employee questions and/or issues regarding HR policies and processes.
Assists leaders with job description creation/updates and compensation analysis.
Works with the Sr. HR Business Partners in the development and implementation of HR projects/programs to proactively meet the needs of targeted client groups.
Conducts exit interviews for departing employees, reviews and assesses key reasons for separation, investigates concerns, identifies themes, and proactively works to address issues.
Supports the HR data/reporting needs for client groups and the organization, including analysis of HR Processes and programs and reporting findings and solutions for improvement.
Assists leaders in ensuring effective communication, problem analysis and resolution.
Partners with HR management to ensure that organization structure, design and staffing of positions, and utilization of human resources are effective and consistent with business needs.
Provides periodic reports and data on a timely basis.
Provides counsel in the design and implementation of new organization structures and processes to help increase overall organization effectiveness and customer satisfaction.
Supports or may lead change management initiatives.
Partners with Talent Acquisition to ensure the timely approval of position requisitions.
Acts as a point of contact for Talent Acquisition to answer questions regarding compensation, equity analysis, workflow, and hiring decisions for client groups.
Supports leaders in workforce planning including effectively identifying and planning for future talent needs and continually upgrading the talent brought into the organization, headcount budgeting and contingent worker engagement.
Partners with Talent Acquisition to complete immigration processes and answer questions for H1-B visa, and other work visas/work sponsorship issues.
Anticipates, identifies, and facilitates resolution of employee relations issues.
Partners with legal resources as appropriate and necessary.
Acts as internal consultant, identifying and partnering with others as appropriate, in addressing issues and facilitating resolution (e.g., employee morale, interpersonal problems, work conditions, etc.).
Counsels people leaders consistent with NMDP policies/practices, legal considerations, and company priorities—advocating both company and employee concerns.
Implements employee and leadership development strategy.
Coaches and mentors’ leaders regarding talent and the development of leadership competencies and accountabilities.
Consults with SR HRBP on people leader’s staff training and development needs.
In conjunction with Talent Management, develops strategies to improve leadership training and development needs.
Delivers training and development opportunities.
Implements and communicates NMDP compensation and benefits programs to successfully attract, motivate and retain required employees.
Partners with the Total Rewards function to develop innovative recognition systems which address the unique needs of the client organizations.
Completes data entry and document management for headcount/position management process.
Participates in and/or leads key projects and initiatives for HR Practice Area, i.e., Talent Management, HR Solutions.
Serves as representation on NMDP or divisional committees or task forces.
Participates in the development of the Human Resource department’s strategic, tactical, and financial plans.
Other duties as assigned.