Sr. HR Business Partner

Evergen•Eden Prairie, MN

4h•Onsite

About The Position

This position will act as a strategic advisor to all levels of management, aligning human resource strategies with overall business objectives by providing expert guidance on talent management, talent acquisition, employee relations, performance management, leadership development, and organizational change initiatives. This role will based out of our Eden Prairie location serving as the primary HR partner for our MN locations, and commercial team ensuring the workforce is equipped to achieve company goals.

Requirements

Bachelor’s degree in Human Resources, Business Administration, or a related field
Additional experience may substitute for education requirement.
8+ years of progressive HR experience with at least 5 years in an HRBP or similar role.
Ability to acquire a thorough understanding of the organization's hierarchy, jobs, qualifications, compensation practices, and the administrative practices related to those factors
Excellent mentorship and coaching skills
Strong experience in employee management and executive-level interactions
Excellent verbal and written communication
Experience with HR data analytics and proficiency in HRIS systems
Applicant Tracking System (ATS) software
Microsoft Office Suite
Recruiting
Employment Law
Strong analytical and problem-solving skills
Move or lift objects up to 25 pounds
Frequent (>75%) stationary position (standing or sitting) while utilizing digital displays
Frequent (>75%) fine manipulation using hands and fingers (typing, opening, writing, clicking, paper sorting, etc.)

Nice To Haves

Experience with post-acquisition integrations inclusive of creating and executing on integration plans that drive people alignment from a policy, process and cultural perspective preferred.
International HR experience preferred.
SHRM-SCP or PHR, preferred

Responsibilities

Maintains in-depth knowledge of legal requirements related to day-to-day management of employees, reducing legal risks and ensuring regulatory compliance.
Collaborate with business, leaders and teams to develop strategies that drive productivity and growth. Ensure that HR initiatives are aligned with overall business objectives.
Foster open communication channels to support global employees and promote an inclusive, high-performance culture.
Analyze performance metrics, including employee retention and experience data, to identify areas for improvement and drive enhancements.
Ensure compliance with local and international employment laws, staying up-to-date on labor regulations affecting the company’s global workforce.
Collaborate with managers to address and resolve workplace and employee relations issues.
Act as a cultural ambassador, promoting engagement and diversity programs that resonate across different regions and cultural backgrounds.
Lead and facilitate the performance management cycle, including coaching managers on goal-setting, feedback, and development plans for assigned areas
Counsels employees and leaders on communication, conflict/resolution, and fostering a positive work environment.
Processes changes in the Human Resources Information System (HRIS) and maintains digital employee records in compliance with privacy laws.
Coordinates and tracks all worker’s compensation and personal injury cases including the review of work restrictions with the functional lead and safety officer and communication to the employee.
Manages the location’s drug-free workplace compliance testing, preventative testing, work-related injuries, random or suspicion drug screening, and vaccinations.
Participates in the lean daily management process for HR and Site Leadership and provides support for lean events and initiatives.
Prepares and delivers training for new hire orientation, leadership development, and new leader training.
Collaborates with managers on screening, interviewing, and selecting candidates for applicable positions while proactively identifying future hiring needs.
Maintains the Applicant Tracking System, all job requisition tracking, and shares recruiting reports and data with leadership.
Sources potential candidates for through a variety of channels, such as job boards, social media, networking sites, local job fairs, schools, and industry events to source top talent and build company brand awareness.
Ensures pay equity by negotiating candidate job offers using salary guidelines.
Other related duties as assigned, inclusive of adding or changing the assigned business functions to the HRBP.