Human Resources Business Partner

Enclave Career•West Fargo, ND

5d•Onsite

About The Position

The Human Resources Business Partner (HRBP) serves as a trusted advisor to assigned leaders and team members, providing practical guidance across employee relations, performance management, manager coaching, talent planning, workforce support, and employment compliance. This role partners closely with leaders to support effective teams, strengthen leadership effectiveness, address workplace matters, and contribute to workforce strategies and HR initiatives that align with business objectives.

Requirements

Bachelor’s degree in human resources, business administration, or a related field; equivalent combination of education and relevant experience may be considered.
5+ years of progressive human resources experience, including employee relations, performance management, manager coaching, workplace investigations and employment compliance support.
Working knowledge of employment laws, HR compliance requirements, employee relations practices, and HR documentation standards.
Experience with HR information systems and related technology; UKG experience preferred.

Nice To Haves

Professional HR certification, such as SHRM-CP or PHR, preferred.

Responsibilities

Serve as the primary HR partner for assigned business units and managers, building an understanding of their teams, operations, and workforce needs.
Partner with leaders to assess team effectiveness, organizational needs, and workforce challenges, helping identify practical solutions that support business goals.
Provide practical guidance and coaching to managers on employee communication, accountability, performance expectations, engagement, and day-to-day people matters.
Partner with managers on employee lifecycle decisions, including promotions, transfers, organizational changes, performance improvement plans, and separations.
Identify people-related risks and opportunities and involve senior HR leadership when matters require additional review or guidance.
Provide guidance on employee relations matters, including workplace concerns, conflict resolution, policy interpretation, attendance, performance, and corrective action.
Conduct or support workplace investigations and employee relations reviews, ensuring matters are handled objectively, consistently, and with appropriate documentation.
Coach managers on setting clear expectations, providing timely feedback, documenting concerns, and addressing performance issues.
Support managers through corrective action and separation processes, including reviewing documentation, preparing for employee conversations, participating in termination discussions when appropriate, and ensuring matters are handled consistently and professionally.
Support employees and managers through sensitive workplace situations while maintaining confidentiality and exercising sound judgment.
Partner with leaders on talent discussions, retention risks, employee development, and internal mobility or growth opportunities.
Support career development and retention efforts by helping managers identify team member strengths, development opportunities, and engagement concerns.
Support talent review and succession planning discussions by helping identify critical roles, development opportunities, and retention considerations within assigned business areas.
Contribute to workforce planning activities, including staffing needs, succession considerations, and organizational changes that support evolving business needs.
Promote compliance with applicable employment laws and internal policies, elevating complex or higher risk matters as appropriate.
Support managers and team members through leave, accommodation, and interactive process matters, partnering with Benefits, senior HR leadership, and legal counsel as appropriate.
Manage unemployment insurance claim processes for assigned business areas, including reviewing relevant documentation, preparing and submitting employer responses, coordinating with managers and internal partners, and representing the company in unemployment hearings as needed.
Maintain accurate, timely, and confidential documentation related to employee matters and HR activities.
Support consistent application of HR programs, employment practices, and manager resources across assigned business areas.
Assist with the implementation of HR programs, manager resources, process improvements, and related HR initiatives.
Review workforce metrics and trends, including turnover, attendance, engagement, and other people-related data, to identify opportunities, emerging risks, and practical recommendations for assigned business areas.