Human Resources Business Partner

Department: Human Resources
Reports To: Director of Human Resources L
ocation: St. Paul, Minnesota
FLSA Status: Exempt
Position Type: Full-Time, On-Site

The Human Resources Business Partner (HRBP) is a key member of Dura Mark’s shared-services Human Resources team. Based at the St. Paul operation, this position serves as the primary on-site HR resource for St. Paul while supporting employees and leaders across Dura Mark locations as business needs require.

This is a hands‑on HR role with a strong emphasis on employee relations, workplace investigations, company‑wide leave and accommodation management, manager support, performance management, training, employee engagement, and consistent application of company policies and practices.

The successful HRBP will be structured but adaptable—someone who values consistency, documentation, and compliance without becoming unnecessarily rigid or procedural. This individual must be comfortable independently assessing situations, making sound recommendations, respectfully challenging others when appropriate, and finding practical solutions within legal and company requirements.

The HRBP works closely with the Director of Human Resources and other HR team members as part of a shared-services function supporting Dura Mark operations in Minnesota, Indiana, Michigan, Texas, Oklahoma, and Washington.

Employee Relations & Workplace Investigations

• Serve as the primary on-site HR resource for employees and leaders at the St. Paul location.
• Build trusted relationships with employees and managers while maintaining appropriate objectivity and confidentiality.
• Conduct timely, thorough, and objective workplace investigations involving employee complaints, misconduct, harassment, policy violations, and other workplace concerns.
• Gather and evaluate facts, interview employees and witnesses, assess credibility, document findings, and make appropriate recommendations.
• Provide guidance to supervisors and managers regarding employee relations, conduct, policy interpretation, and workplace concerns.
• Coach managers through difficult employee situations and conversations.
• Support corrective action and termination decisions, including documentation, consistency, and compliance review.
• Respectfully challenge proposed management actions when the facts, company policy, consistency, or compliance considerations warrant a different approach.
• Evaluate employee situations individually rather than relying on a one‑size‑fits‑all approach.

Leave & Accommodation Management

• Administer employee leaves and workplace accommodations for employees across all Dura Mark locations, including applicable federal, state, and local leave requirements, from initial request or identification through return to work or final resolution.
• Administer applicable Minnesota leave requirements, including Minnesota Paid Leave, Earned Sick and Safe Time, Pregnancy and Parenting Leave, and other applicable state or local protected leave.
• Administer FMLA and ADA accommodation processes and appropriately coordinate overlapping leave and accommodation requirements.
• Recognize potential leave or accommodation triggers even when an employee does not specifically request a particular type of protected leave or accommodation.
• Maintain accurate and confidential leave and accommodation documentation.
• Coordinate with the appropriate HR, payroll, benefits, and external resources regarding pay, benefit deductions, employment status, and other administrative impacts of leave.
• Recognize when an issue requires escalation to the Director of Human Resources or outside resources.

Performance, Attendance & Policy Administration

• Coach managers on employee performance, attendance, conduct, and…