Human Resources Business Partner

J. F. Ahern•Minneapolis, MN

7d•Hybrid

About The Position

Ahern is seeking a Human Resources Business Partner based in Minnesota to serve as a strategic partner to business unit leaders across several company 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 requires regular travel between Midwest-based offices. The Human Resources Business Partner leads succession, development, and organizational-design strategies for assigned business units; supports talent reviews and career planning; and helps managers improve employee performance. The role also supports hiring, employee questions and concerns, policy interpretation, exit processes, and collaboration with HR specialty teams. Ahern describes itself as a family-owned mechanical and fire protection contractor with more than 145 years in business. The company offers hybrid and flexible schedules and a comprehensive benefits package.

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.
Demonstrated interpersonal skills, including exceptional written and oral communication and conflict-resolution skills.
Ability to handle many complex and diverse issues simultaneously.
Ability to resource, organize, and deploy a strong project team and foster teamwork.
Must be based at a Minnesota location and travel regularly between Midwest-based offices.

Nice To Haves

Prior experience in a construction setting is highly preferred.

Responsibilities

Lead business-unit strategies for succession, development, and organizational design.
Meet with managers for regular talent reviews to identify successors and facilitate career-planning conversations.
Identify productivity opportunities through organizational design and help define appropriate roles and responsibilities.
Ensure employees receive appropriate performance assessments and regular feedback.
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 for questions and concerns, interpret policies, and answer general questions.
Assist managers with exit strategies, conduct exit interviews, and help communicate with business units.
Support the development of a pipeline of top talent and its successful integration by assisting with interviews and helping managers make hiring decisions.