Human Resources Business Partner

Human Resources Business Partner (HRBP)

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.

We're Seeking Individuals Who:

• 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.

Position Logistics

• Primary
  
  Work Location:
  
  St. Louis Park, MN
• Work Environment:
  On-Site
• Work Schedule:
  
  Monday - Friday | standard hours
• Work Type:
  Full Time (40 hours/week)

Position Responsibilities

• HR Partnership & Manager Support:
• 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.
• Employee Relations & Performance Management:
• 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.
• Talent Management & Workforce Planning:
• 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 succession planning discussions by helping identify critical roles, development opportunities, and retention considerations within assigned business areas.
• Contribute to workforce planning activities, including staffing needs, succession considerations, and organizational changes that support evolving business needs.
• Employment Compliance &
  
  Risk Management:
• Promote compliance with applicable employment laws and internal policies, elevating complex or higher risk matters as appropriate.
• Support managers and team members through leave, accommodation, and interactive process matters, partnering with Benefits, senior HR leadership, and legal counsel as appropriate.
• Manage unemployment insurance claim processes for assigned business areas, including reviewing relevant documentation, preparing and submitting employer responses, coordinating with managers and internal partners, and representing the company in unemployment hearings as needed.
• Maintain accurate, timely, and confidential documentation related to employee matters and HR…