Human Resources Business Partner

About Us

"Inspired by Spaces, Empowered by People." At Enclave, we don't just build structures; we cultivate environments where our partners, team members, and communities flourish. Our very name reflects our essence - creating distinct spaces that inspires growth and success. As a unified real estate investment firm, Enclave brings together exceptional development, construction, and property management expertise to specialize in multifamily, industrial, and commercial developments across the Midwest and Mountain West.

Our Growth Story: Since our founding in 2011, we've expanded to over 250 team members, completing more than 150 projects and managing assets exceeding $1.75 billion. Our rapid growth is a testament to the innovative and collaborative spirit that drives everything we do. For six consecutive years, Enclave has been recognized as one of the 50 Best Places to Work. This accolade reflects our commitment to fostering an environment where everyone feels valued, supported, and inspired to excel.

The Human Resources Business Partner (HRBP) serves as a trusted advisor to assigned leaders and team members, providing practical guidance across employee relations, performance management, manager coaching, talent planning, workforce support, and employment compliance. This role partners closely with leaders to support effective teams, strengthen leadership effectiveness, address workplace matters, and contribute to workforce strategies and HR initiatives that align with business objectives.

• Build Trust and Influence
  :
  You earn credibility with leaders and team members and provide thoughtful guidance on complex people matters.

• Partner with Leaders
  :
  You bring experience in employee relations, workplace investigations, performance management, manager coaching, and employment compliance while balancing people and business needs.

• Drive Meaningful Impact: You look beyond immediate issues, identify opportunities to add value, and help leaders make decisions that support team and business success.

• Adapt and Solve Problems: You can manage competing priorities, navigate change, and approach challenges with a practical, solutions focused mindset.

• Primary
  
  Work Location:
  
  West Fargo, ND

• Work Environment: On-Site

• Work Schedule: Monday - Friday | standard hours

• Work Type: Full Time (40 hours/week)

• Serve as the primary HR partner for assigned business units and managers, building an understanding of their teams, operations, and workforce needs.

• Partner with leaders to assess team effectiveness, organizational needs, and workforce challenges, helping identify practical solutions that support business goals.

• Provide practical guidance and coaching to managers on employee communication, accountability, performance expectations, engagement, and day-to-day people matters.

• Partner with managers on employee lifecycle decisions, including promotions, transfers, organizational changes, performance improvement plans, and separations.

• Identify people-related risks and opportunities and involve senior HR leadership when matters require additional review or guidance.

• Provide guidance on employee relations matters, including workplace concerns, conflict resolution, policy interpretation, attendance, performance, and corrective action.

• Conduct or support workplace investigations and employee relations reviews, ensuring matters are handled objectively, consistently, and with appropriate documentation.

• Coach managers on setting clear expectations, providing timely feedback, documenting concerns, and addressing performance issues.

• Support managers through corrective action and separation processes, including reviewing documentation, preparing for employee conversations, participating in termination discussions when appropriate, and ensuring matters are handled consistently and professionally.

• Support employees and managers through sensitive workplace situations while maintaining confidentiality and exercising sound judgment.

• Partner with leaders on talent discussions, retention risks, employee development, and internal mobility or growth opportunities.

• Support career development and retention efforts by helping managers identify team member strengths, development opportunities, and engagement concerns.

• Support talent review and…