HR Business Partner Manager - Tribal Operations

Shakopee Mdewakanton Sioux Community (SMSC); Prior Lake (MN); On-site; USD 100,000 - 150,000; Full time

Job summary

Shakopee Mdewakanton Sioux Community (SMSC) is seeking a Human Resources Business Partner Manager to provide strategic and operational HR guidance across the organization. You will supervise the HR team and collaborate with Benefits, Talent Acquisition, Compensation, and Leadership Development to support leaders and drive culture and engagement.

You will lead the execution of HR processes, develop metrics, and coach leaders on people strategies, performance management, and employee development

Qualifications

• Bachelor’s degree in Human Resources, Business, or a related field.
• 7+ years of progressive experience in exempt level HR roles and 3+ years leading HR Business Partners.
• Experience in organization design, change management, talent acquisition, employee relations, and compensation/benefits.

Responsibilities

• Serve as the primary HR contact for assigned enterprises and departments.
• Provide guidance on complex HR issues and conflict resolution.
• Partner with leaders to enhance structure, team effectiveness and performance.
• Oversee cyclical HR processes (compensation, performance, talent reviews, succession).
• Guide talent acquisition support and process improvements.
• Advise on change management during organizational transitions.
• Lead programs for business and HR continual improvement.
• Drive employee engagement, retention, and recognition initiatives.
• Facilitate teambuilding and development with Leadership Development.
• Stay current on HR trends and best practices, sharing metrics with leaders.
• Develop and inspire a high‑performing HR Partner team and cultivate accountability and trust.

Skills

Leadership

Communication

Change management

Talent development

Employee relations

Performance management

Organizational design

Project management

Education

Bachelor’s degree in Human Resources, Business, or related field

Job description

Job Summary

The Human Resources Business Partner Manager supports the organization by providing strategic and operational HR advice to leaders and team members. This position is responsible for delivering across HR disciplines, including employee relations, performance management, talent management, organizational development, compliance activities, onboarding and integration, rewards and recognition, and continuous improvement initiatives. The HR Business Partner Manager collaborates with HR team members in Benefits, Talent Acquisition, Compensation, and Leadership Development to deliver options and counsel to leaders. This position is also responsible for championing culture and engagement. This role will supervise HR team member(s) and provide support and guidance on professional development.

The Human Resources Business Partner Manager supports the organization by providing strategic and operational HR advice to leaders and team members. This position is responsible for delivering across HR disciplines, including employee relations, performance management, talent management, organizational development, compliance activities, onboarding and integration, rewards and recognition, and continuous improvement initiatives. The HR Business Partner Manager collaborates with HR team members in Benefits, Talent Acquisition, Compensation, and Leadership Development to deliver options and counsel to leaders. This position is also responsible for championing culture and engagement. This role will supervise HR team member(s) and provide support and guidance on professional development.

Primary Job Duties

• Serve as the primary HR contact for assigned enterprises and departments.
• Provide directions and advice on complex HR issues, offering guidance on conflict resolution.
• Partner with leaders to create high-performing organizations with a focus on structure and team effectiveness.
• Facilitate the execution of cyclical processes (e.g., compensation, performance management, talent review and succession planning, etc.) and prioritized initiatives across the assigned enterprises and departments.
• Partner with leaders to ensure effective talent acquisition support and processes are in place.
• Advise on change management processes to help the organization navigate through transitions or organizational changes.
• Lead and develop programs and processes to support both the business and HR continual improvement path.
• Lead initiatives around team member engagement, retention, and recognition to enhance work experience.
• Facilitate teambuilding, development, and training initiatives in partnership with the Leadership and Development team.
• Continuously stay abreast of emerging trends and best practices in the HR space.
• Develop HR reports and metrics and proactively share with leaders.
• Lead, develop, and inspire a high-performing HR Business Partners team. Hire, coach, mentor, and develop team members; set clear goals and expectations; manage performance; and build a culture grounded in accountability, trust, continuous learning, and innovation, while fostering an engaging, positive, and productive team environment.

MINIMUM EDUCATION, TRAINING, CERTIFICATION and EXPERIENCE required to meet the expectations of this job:

• Bachelor’s degree in Human Resources, Business, or a related field.
• 7+ years of progressive experience in exempt level positions in Human Resources and 3+ years of leading HR Business Partners team.
• Demonstrated competence and experience in broad fields of human resources including organization design, restructuring and change management, talent acquisition, employee engagement and relations, talent and organization development, performance management, compensation, and benefits.
• Experience supporting both team members and various levels of leadership.
• Experience supporting and driving project management initiatives.
• Proven experience interacting and influencing all levels of an organization with confidence, building trust and rapport.
• Capable of providing courageous and decisive advice, including advanced team member relations.
• Advanced interpersonal, listening and communication skills, including presentation and facilitation skills, and a record of effectively communicating with and influencing at all levels, including providing critical feedback and the ability to help executives, leaders, and team members navigate through difficult situations.
• Have a point of view and the confidence and courage to constructively challenge assumptions even when unpopular, coupled with a high level of professionalism and the sophistication and finesse to push through issues while maintaining relationships.