Human Resources; HR Manager

Human Resources Business Partner (HRBP) Manager

Millerbernd Manufacturing is growing its HR team and seeking a Human Resources Business Partner (HRBP) Manager. In this role you will support our manufacturing operations by championing the employee experience and delivering both strategic and hands‑on HR leadership. You will serve as a trusted advisor on employee relations, talent development, organizational design, culture, and more, while leading a small team of HR Business Partners.

$101,000 – $127,000 per year (Exempt role). In compliance with Minnesota Pay Transparency Law, this range reflects the anticipated compensation for this role; actual pay may vary based on experience, education, and other factors.

Onsite in Winsted, MN

1st shift, Monday – Friday Business Hours. Shift differential: N/A.

• Lead and mentor the HR Business Partner team, fostering a collaborative and high‑performance culture.
• Collaborate with leaders to develop and implement HR strategies aligned with business goals.
• Design and utilize organizational development strategies to enhance effectiveness.
• Ensure compliance with legal requirements, reduce legal risks, and consistently execute company policies, programs, and processes.
• Drive talent‑management initiatives, including succession planning, performance management, and leadership development.
• Provide expert advice on employee‑relations issues, ensuring compliance with labor laws and company policies.
• Design and implement strategies to create a thriving and growth‑oriented work environment.
• Support and guide employees and leaders through transitions, acting as a change agent.
• Conduct workforce planning and identify future talent needs to meet organizational goals.
• Analyze HR metrics to inform decision‑making and strategic planning.
• Participate in special projects and events, identifying business issues and recommending solutions using supporting data.
• Lead initiatives in areas such as employee communications, HRIS, and performance discussions.
• Demonstrate a sense of urgency in addressing HR issues and driving timely solutions.
• Interpret and explain HR policies and procedures to managers and employees.
• Offer advice and counsel on performance management, dispute resolution, and corrective actions.
• Administer HR programs, including disciplinary matters, disputes, investigations, performance, productivity, and morale.
• Manage grievance and disciplinary processes, recommending actions and drafting related documentation.
• Respond to inquiries from applicants, employees, and supervisors, and lead investigations of complex cases.
• Research and develop HR policies and technical solutions that support employee initiatives.
• Stay updated on employment laws and regulations to ensure compliance.
• Provide information on the ADA, FMLA, EEO, affirmative action, compensation, benefits, leave, recognition, and other programs to employees and managers.
• Act as process owner for select HR domains, including employee communications, HRIS, and onboarding.
• Promote a collaborative and inclusive work environment.
• Collaborate effectively with the Leadership Teams, Talent Acquisition, Benefits & Compensation, and Learning & Development.
• Consistently demonstrate and promote Millerbernd's core values.

• Bachelor’s degree in Human Resources Management or a related field.
• Minimum of 7 years of HR experience, with at least 3 years in a business‑partner role within a manufacturing environment.
• Strong knowledge of U.S. federal and state employment laws, including OSHA and Workers’ Compensation.
• Proven experience in talent management, organizational development, and employee relations.
• Excellent interpersonal and communication skills.
• Bilingual proficiency in English and Spanish is preferred.
• Strategic mindset with strong problem‑solving skills.
• Proficiency in Microsoft Office Suite.
• Exceptional attention to detail.
• Adaptable to changing priorities.
• Team‑player mentality, with a focus on collaboration and support.
• Ability to act with a sense of urgency when needed.
• High level of confidentiality and discretion in handling sensitive employee information.
• Ability to drive the HR strategic…