HR Business Partner - Transportation & Infrastructure

MILLERBERND MANUFACTURING COMPANY LLC•Winsted, MN

6d•$70,000 - $87,000•Onsite

About The Position

Millerbernd Manufacturing is hiring a Human Resources Business Partner to join our team in Winsted, MN! The Human Resources Business Partner is an onsite role responsible for strategically supporting a business team with multiple HR processes to promote a great employee experience. This role is significantly focused on providing trusted advice and expert counsel in the areas of employee relations, culture, talent management, compensation, organization design and other projects as necessary. We will be hiring either a HR Business Partner OR a Sr. HR Business Partner.

Requirements

Bachelor’s degree in human resources management or related field
1-4 years of progressive HR experience
At least 1 year of experience in a HR Business Partner or HR Generalist role in a manufacturing environment
Proficiency in Microsoft Office Suite and HRIS tools to manage employee data and process efficiently
Commitment to creating a positive, welcoming employee environment that fosters engagement and morale and organizational culture
Ability to work independently under limited supervision, following standardized practices and procedures
Solid understanding of US federal and state employment laws, including OSHA and Workers’ Compensation
Experience supporting key HR functions such as talent acquisition, performance management, employee relations, and organizational development
Strong interpersonal and communication skills, with the ability to build trust and credibility across all levels of the organization
Problem-solving mindset with the ability to assess situations and recommend practical solutions
High attention to detail and accuracy in handling HR documentation and processes
Flexibility and adaptability in managing multiple priorities in a fast-paced environment
Collaborative team player with a customer service orientation and a willingness to support broader HR team initiatives
Ability to respond with urgency and professionalism to employees and business needs
Maintains a high level of confidentiality and professionalism in handling sensitive employee matters
Ability to support the execution of HR initiatives aligned with business objectives, under guidance from the HR Director
Strong conflict resolution and active listening skills to address employee concerns effectively
Comfortable navigating change and supporting cultural initiatives led by the HR Director
Demonstrated ability to make sound decisions in routine HR matters and escalate complex issues appropriately

Nice To Haves

SHRM-CP/SCP or PHR/SPHR is a plus

Responsibilities

Interprets and explains HR policies and ensures compliance with federal, state, and local regulations, including OSHA and Workers’ Compensation, with a focus on safety and operational needs
Advises managers and employees on performance management, employee relations, dispute resolution, and corrective actions
Applies established practices and procedures to administer and execute human resource programs including but not limited to compensation, benefits, and leave; disciplinary matters; disputes and investigations; performance, productivity, recognition, and morale; occupational health and safety; and training and development
Responds to employment-related inquiries from applicants, employees, and supervisors, escalating complex cases
Supports the grievance and disciplinary processes by scheduling time with managers and employees on disciplinary matters, recommending appropriate disciplinary action, and drafting letters of discipline and supporting reports
Participates in special projects on various human resources topics, identifies business issues and recommends solutions using supporting data, documents methodology, and writes reports on findings
Explains and provides information on the Americans with Disabilities Act, Family Medical Leave Act, Equal Employment Opportunity, Affirmative Action, and other programs to employees and managers. Participate in the interactive process between managers and employees
Will act as a process owner on select HR domains (not entire list): employee meetings & communications, employee store, employee gifts, social media for HR, HRIS, time & attendance, lead investigator, performance discussions, translator services, incentive tracking, DOT compliance, awards & celebrations, onboarding
Performs additional tasks as assigned, supporting evolving HR needs across the organization

Benefits

Medical, Dental & Vision Insurance – Two medical plan options, with company HSA contributions
Health & Flexible Spending Accounts (HSA/FSA) – For medical and dependent care expenses
Life & Disability Insurance – Company-paid basic life, AD&D, and short-/long-term disability
Voluntary Benefits – Including optional life, legal & ID protection, accident & critical illness insurance
401(k) with 4% Match – Immediate vesting
Incentive Pay – Performance-based bonus programs depending on your role and shift
Short-Term Incentive Plan (STIP)
Unlimited Paid Time Off (PTO) + Paid Holidays
Tuition Reimbursement – Up to $5,250/year for job-related education
Employee Assistance Program (EAP) – Free, confidential support services
Onsite Training – Includes leadership, welding, and language courses
Uniform Subsidy – For eligible roles