Human Resources Business Partner

Deluxe•Lenexa, KS

3d•Onsite

About The Position

The role of an HR Business Partner (HRBP) serves as a key link between the Human Resources department and business units, providing both strategic consultation and hands-on HR expertise. The HRBP aligns business objectives with employees and management, acting as a change agent and advisor to leaders. By developing deep knowledge of the business, the HRBP ensures HR strategies support the organization's mission, vision, and goals, fostering a high-performance culture and supporting employee engagement, development, and retention. This role will be supporting 2 manufacturing locations with 185 employees and three shifts. This is a part-time position with 24-32 hours per week providing human resources support.

Requirements

High School Diploma and 8 years HR experience or Bachelors Degree in Human Resources, Business Administration and 5 years HR experience

Nice To Haves

Bachelor’s Degree in Human Resources or similar
5 years experience in HR Principles and practices
2 years experience in HR role supporting client groups
Excellent communication and interpersonal skills
Proficiency in HR software and Microsoft Office Suite
Strong problem-solving and decision-making skills

Responsibilities

Collaborate with leadership to design and implement HR strategies that align with business objectives and drive organizational results. Advise on workforce planning, organizational design, and talent management.
Provide guidance to managers and employees on employee relations issues, conflict resolution, performance management, and disciplinary action. Ensure fair and consistent application of company policies, procedures, and employment laws. Conducts Investigations of medium complexity and risk level.
Support the performance management process, including goal setting, coaching, feedback, and annual reviews. Support leaders in identifying and addressing performance issues, as well as recognizing high performers.
Partner with Talent Acquisition teams and hiring managers to anticipate staffing needs, identify talent gaps, and support the recruitment and onboarding process. Participate in workforce planning to ensure future talent needs are met.
Support leaders and employees through periods of organizational change, ensuring effective communication, minimizing disruption, and fostering resilience. Provide tools, resources, and coaching to help manage transitions.