Manager, HR Business Partner

Graco•Minneapolis, MN

12d•Hybrid

About The Position

The Manager, HR Business Partner contributes at both a hands-on and strategic level to enable their client groups to deliver and achieve critical business and people priorities. The individual in this position will be part of the division/function leadership to translate our business objectives into our people plans and priorities, while delivering strategic HR support and guidance. Commercial support experience is preferred, with the ability to partner closely with business leaders to ensure HR solutions drive performance, engagement, and business outcomes. This role is currently based at our Minneapolis office and will transition to our new headquarters in Dayton, MN, in 2027.

Requirements

Bachelor’s degree in Human Resources, Business Administration, or a related field
6+ years’ progressive HR experience, with significant depth in strategic HR business partnering or organizational development.
Demonstrated experience partnering with senior leaders to translate business strategy into talent, workforce, and organizational actions that drive measurable outcomes.
Deep expertise in global HR practices, labor laws, and regulations.
Excellent interpersonal and communication skills, with the ability to build relationships and influence at all levels of the organization.
Strong analytical skills and experience with HR metrics and data-driven decision-making.
High sense of urgency and decisiveness, along with sound problem-solving and negotiating skills.
Applicants must be legally authorized to work in the United States. This role is not eligible for immigration sponsorship now or in the future (e.g., H-1B, TN, F-1 OPT).

Nice To Haves

Global experience, preferably supporting commercial (Marketing & Sales) teams.
Master’s degree and/or HR certification (e.g., SHRM-SCP, SPHR).
HR Business Partner team leadership experience.

Responsibilities

Translate business strategy into people plans aligned to growth and business objectives.
Analyze data and trends, identify people and culture needs and partner effectively with Regional HR and Centers of Excellence teams to design, recommend and deliver relevant talent solutions; develop and implement workforce planning strategies.
Identify critical talent and capability gaps and lead integrated talent strategies—including talent reviews, succession planning, and performance calibration processes to ensure strong leadership pipelines.
Serve as a strategic advisor to leadership by providing candid insights on organizational culture, development, and talent dynamics.
Coach leaders on talent, organizational, and culture-related priorities, including complex people and performance issues.
Guide leaders through key transitions, including onboarding, development, and offboarding.
Diagnose organization effectiveness challenges, recommend solutions and lead organization design initiatives, including restructuring, job design, team effectiveness and acquisitions.
Optimize organizational design to increase productivity and improve business performance.
Support change initiatives including assessing change impacts, risks, and readiness along with designing and leading execution of change strategies and action plans.
Leverage workforce analytics and sound judgment to identify risks, uncover root causes, and inform high-quality decisions in complex environments.
Facilitate execution of cyclical talent processes (compensation, performance management, etc.) with assigned business areas ensuring clear communication, high quality decisions, timely completion and a positive stakeholder experience.
Design and enable workforce listening strategies; proactively identify and address risks related to engagement, retention, and overall employee experience.
Ensure a consistent approach to HR activities and compliance with regional/global policies and legal requirements whilst adhering to local statutory requirements under employment legislation. Partners closely with Regional HR and Global ER on relations cases as needed.
Serve as an escalation and/or direct resolution point for complex employee relations and ethical issues, providing sound judgment and risk mitigation.
Lead and mentor, a matrixed HR team, ensuring alignment with organizational goals and promoting a culture of excellence.
Drive matrixed team performance by setting clear goals, providing ongoing feedback, and facilitating professional growth opportunities.
Support the development of the broader people agenda for specific partner groups and contribute to key projects as needed.
Lead or support M&A due diligence and integration activity as required.