Human Resources Lead (Hybrid)

Barr Engineering Co • Minneapolis, MN

1d • $115,000 - $165,000 • Hybrid

About The Position

The Human Resources (HR) lead is a key member of the leadership team of one of Barr’s business units. They work closely with fellow BU leaders, BU and business support group (BSG) peers, and corporate HR staff to provide strategic HR guidance, services, and support. The HR lead fosters collaboration to assure that best practices and process improvements are gathered and shared, along with ensuring consistency and excellence in HR activities that meet company and team needs. The HR lead is an advocate and role model for fostering a diverse, equitable, and inclusive work environment. This person will be the manager of a team of HR generalists, recruiters, and HR associates. We are looking for a collaborative, solution-oriented leader who excels at building relationships and strongly emphasizes client service. They enjoy collaborating with a wide variety of people and using their problem-solving, consensus-building, and conflict-resolution skills to help others navigate complex HR matters. They also bring extensive knowledge of competitive internal and external people practices, which they use collaboratively to clarify priorities, raise issues, and help move ideas forward.

Requirements

• Education : bachelor’s degree in human resources or a related field. A degree in an engineering or science discipline related to Barr’s work may be considered if coupled with significant HR/staffing leadership experience.
• Experience : 10+ years of progressive HR experience, or 10+ years at Barr with at least five years of HR leadership experience.
• Providing strategic HR partnership to senior leaders.
• Leading employee relations investigations, advising on complex personnel matters, and ensuring compliance with employment law and internal policies.
• Drawing on a working knowledge of employment law and HR best practices.
• Project or program management experience.
• Demonstrated integrity and proven ability to build relationships.
• Skilled in solving problems, building consensus, and resolving conflicts.
• Knowledge of competitive internal and external people practices.
• Demonstrated ability to collaborate and work with others to clarify priorities, raise issues, resolve conflicts, and help move ideas forward.
• Ability to develop, manage, engage, and support team members.
• Ability to assert influence without authority.
• Embraces Barr’s core values.
• Travel : ability and willingness to travel periodically to other Barr offices.
• Communication : strong interpersonal, oral, and written communication skills.
• Driver’s license : possession of a current, valid driver’s license and acceptable driving record.
• Must be legally authorized to work in the United States without the need for sponsorship by Barr, now or in the future.

Responsibilities

• Strategic HR leadership: responsible for strategic direction, overall planning, and performance of the BU HR function; collaborates with BU leaders and corporate HR staff to ensure alignment of BU HR activities with company-wide goals; responsible for fostering development and use of consistent HR processes across the BU.
• People: ensure immediate and future subunit talent needs are addressed by developing, overseeing, and implementing robust HR strategies and talent management activities in line with Barr’s talent management framework.
• HR operations and engagement: act as primary representative for the BU on activities to develop, implement, and refine HR policies, practices, and programs, assuring that the policies take into account BU needs and concerns; guide salary and bonus-setting processes to promote equity and alignment with company policy and objectives; oversee BU HR operational activities, including recruiting, training, budgeting, and compliance with company practices and employment laws; review and advise on performance management activities and termination decisions to assure compliance and consistency.
• Communication: maintain strong communication with the BU leadership team and corporate HR teams, represent the BU in company-wide forums, gathering input to inform broader HR decision-making.
• Risk management: develop, implement, and maintain processes to identify critical people risks, including talent gaps or compliance issues, and establish strategies to mitigate them; work to maintain an equitable and compliant work environment.

Benefits

• Competitive, affordable insurance plans: Medical, dental, vision, life, disability, accidental death insurance, and flexible spending accounts for medical and dependent care
• Retirement benefits: 401(k) retirement savings plan with company contribution and an Employee Stock Ownership Plan (ESOP) with company contribution in Barr stock
• Profit distribution: Barr has a "no retained earnings" model and distributes all profit to our employees through our annual bonus distribution plan, ESOP, and dividends to shareholders
• Professional development benefits: Annual time and expense allowances, mentorship program, and many internal training opportunities
• Work/life balance: Paid time off, holidays, overtime for non-exempt/hourly staff, and compensatory time for exempt/salaried staff (time off or pay for extra time worked), paid family leave
• Wellness focus: Ergonomic analysis and equipment, Personal Protective Equipment allowance, wellbeing-focused educational opportunities

What This Job Offers

• Job Type: Full-time
• Career Level: Manager
• Number of Employees: 251-500 employees