Human Resources Business Partner

CSM Corporation•Minneapolis, MN

21d•$90,000 - $105,000•Onsite

About The Position

The Human Resources Business Partner (HRBP) understands business objectives and uses an inquisitive, consultative approach to solve problems with people-oriented strategies. The role is aligned with and supports one or more business areas—Lodging, Residential, Commercial, and Corporate—as part of the Human Resources team. The HRBP develops collaborative, proactive, and well-rounded solutions that support the employee experience, leadership, and business goals. This position requires working onsite in the company’s downtown Minneapolis offices. As the primary HR contact for employees and leaders, the HRBP acts as a liaison between supported business areas and HR Centers of Excellence, including Payroll, HRIS, Benefits, Compensation, and People Development and Engagement. The role also supports Talent Acquisition strategy and execution, including interviewing, compensation recommendations, hiring, onboarding, and retention. The HRBP contributes to business performance and receives a performance bonus based on business results and individual performance. The position works to improve engagement, retention, and recruiting while reducing people, legal, and financial risks. Travel is up to 25%. The stated rate is $90,000–$105,000 USD per year, plus bonus.

Requirements

Bachelor’s degree in Human Resources or a related field.
At least 3 years of Human Resources, Operations, or Leadership experience.
Resourcefulness in using internal and external resources.
Strong facilitation and written and verbal communication skills.
Professional maturity to influence at all levels, provide critical feedback, resolve conflict, and diffuse situations.
Ethics, integrity, sensitivity, and confidentiality.
Ability to identify opportunities for continuous improvement.
Ability to prioritize and reprioritize workload while balancing competing responsibilities.
Ability to promote collaboration and a positive, professional work environment.
Ability to think strategically and execute details.

Responsibilities

Identify and promote the intended organizational culture and ensure decisions align with it; support employees and people leaders without favoritism.
Identify underlying causes and address performance and talent management, coaching, corrective action, and succession planning.
Use HR expertise to minimize risk, assess and develop leaders, and conduct thorough investigations.
Manage communications, tasks, and recommendations related to labor relations, formal complaints, investigations, and consistent application of federal, state, and local compliance requirements.
Support employee experience and workplace health and well-being; listen to employees and help strengthen attraction, retention, and engagement.
Analyze workforce, operational, and financial data and trends to make decisions and provide strategic recommendations.
Collaborate with leaders on organizational structure, staffing, and practices; establish clear expectations and accountability consistent with CSM’s Values.
Support organizational change by preparing, supporting, and equipping people to adopt changes in business processes, structures, and other areas.
Serve as the primary HR contact for employees and leaders and liaise with HR Centers of Excellence.
Partner with Talent Acquisition on interviewing, compensation recommendations, hiring, onboarding, and retention.
Improve engagement, retention, and recruiting strategies and help reduce people, legal, and financial risks.

Benefits

Medical insurance
Dental insurance
Vision insurance
Company-paid life insurance
Short-term disability coverage
Long-term disability coverage for eligible employees
401(k) plan with company match
Tuition reimbursement
Voluntary benefits, including critical illness, hospital indemnity, accident insurance, pet insurance, and identity theft coverage
Time off
Scholarship program
Hotel discounts
Performance bonus based on business results and individual performance