Human Resources Senior Business Partner

The Buckle, Inc.•Kearney, NE

3h•Onsite

About The Position

Buckle is expanding its Human Resources team and is seeking qualified candidates for both the Senior Human Resources Business Partner (Sr. HRBP) and the Human Resources Business Partner (HRBP) positions. This posting outlines the core responsibilities and expectations for the Senior Human Resources Business Partner (Sr. HRBP) role. The Human Resources Business Partner (HRBP) position carries similar responsibilities, but less leadership expectations and focus on strategic decision-making and organizational development. This is a leadership position in the Human Resources department responsible for providing guidance to Teammates and Leadership across the Company. This position evaluates and executes Human Resources goals and objectives and is involved with policy development and adherence. This role will focus on the functional areas of HR – Teammate Experience, Talent Development and Learning, Teammate Relations, and Technology. HR Business Partners will be cross-functional and able to perform in each area successfully.

Requirements

Bachelor’s degree from four-year college or university; five to seven years related experience; or equivalent combination of education and experience required.
Knowledge of HR systems is preferred.
Aligns HR Initiatives with business objectives, understands organizational priorities, and helps drive business performance through people strategies.
Develops strategies for attracting, retaining, developing, and succession planning for top talent to meet current and future business needs.
Builds trusted relationships with leaders and executives and effectively influences decision-making without direct authority.
Leads and supports organizational transformations, helping leaders and employees navigate change while minimizing disruption and maximizing adoption.
Addresses complex employee issues, conducts investigations, manages risk, and fosters a positive and compliant work environment.
Uses HR metrics, workforce analytics, and business insights to identify trends, solve problems, and recommend strategic actions.
Drives leadership effectiveness, team performance, culture initiatives, and organizational design to support long-term business success.
Regularly required to sit; use hands to finger, handle, or feel and talk or hear.
Occasionally required to stand; walk; reach with hands and arms and stoop, kneel, or crouch.
Must frequently lift and/or move up to 25 pounds.
Specific vision abilities required by this job include close vision, distance vision, color vision, peripheral vision, depth perception and ability to adjust focus.
Ability to operate a motor vehicle and complete errands based on business needs.

Nice To Haves

PHR or SHRM-CP certification is preferred.

Responsibilities

Partner with leaders on day-to-day employment matters, team challenges, and workforce planning.
Provide guidance on promotions, internal movement, and talent development opportunities.
Support leaders in assessing team structure, organizational effectiveness, and workforce needs.
Coach leaders on performance management, teammate development, and difficult workplace conversations.
Lead or support organizational changes, helping leaders and teams navigate transitions effectively.
Analyze workforce data and trends, including turnover, engagement, promotions, and staffing levels, to support informed decision-making.
Identify risks, opportunities, and areas for improvement related to talent, retention, and team effectiveness.
Serve as the primary point of contact for teammate relations concerns and workplace issues.
Conduct and document workplace investigations in a thorough, fair, and timely manner.
Partner with leaders to address performance concerns, attendance issues, policy violations, and conflict resolution.
Provide guidance on company policies, employment practices, and appropriate corrective actions.
Identify trends and recommend proactive solutions that support a positive work environment and reduce risk.
Facilitate meetings and/or training programs geared toward leader and teammate improvement on topics such as performance management, workplace expectations, company policies and procedures, and employment law compliance.
Support onboarding, leadership development, and ongoing learning initiatives.
Identify opportunities to strengthen leadership effectiveness, teammate development, and team performance.
Develop and maintain training materials, resources, and tools that support organizational needs.
Partner with leaders to proactively support teammate engagement, growth, and retention.
Serve as a subject matter expert for HR systems, processes, and programs.
Maintain accurate employee data and records within UKG, WFM, Case Central, and other HR systems.
Support system updates and implementations, testing, reporting, and process improvements.
Identify opportunities to streamline processes and improve the overall teammate and leader experience.
Ensure consistent application of company policies, employment practices, and HR procedures.
Maintain confidential teammate information and investigation documentation.
Support compliance with applicable employment laws, regulations, and company standards.
Assist with audits, reporting requirements, and recordkeeping activities.
Promote fair, consistent, and compliant employment practices across the organization.