Human Capital Business Partner I

Harris Computer; Saint Paul (MN); On-site; USD 57,000 - 85,000; Full time

Benefits offered by this job

Medical insurance

Dental insurance

Vision insurance

Life insurance

401(k) with company match

Paid vacation & holidays

Job summary

Harris is seeking a Human Capital Business Partner to collaborate with business units on talent management, workforce planning, employee relations, and performance management. The role emphasizes data analytics, policy guidance, and change management to support organizational goals.

The HC team partners with People Leaders, BULs, Talent Acquisition, and Learning & Development to implement programs, ensure policy compliance, and drive employee engagement across the organization.

Qualifications

• Knowledge of talent management, workforce planning, employee relations, performance management, compensation, organizational effectiveness, and employee development.
• Experience partnering with leadership and cross-functional teams to implement Human Capital programs.
• Data-driven with ability to analyze trends and recommend actions.

Responsibilities

• Partner with People Leaders and Business Unit Leaders to develop and implement HC strategies.
• Analyze HC data and trends to advise on performance, engagement, recruitment, training, and compensation.
• Support onboarding, workforce planning, and integration activities across acquisitions.

Job description

Job Description:

The Human Capital Business Partner (HCBP) partners with assigned business units to provide human capital consultation, guidance, and support aligned with business objectives. This role applies knowledge of talent management, workforce planning, employee relations, performance management, compensation, organizational effectiveness, and employee development to support leaders and employees throughout the employee lifecycle.

The HCBP works closely with People Leaders (PLs), Business Unit Leaders (BULs), Talent Acquisition, Learning & Development, and other Human Capital team members to implement Human Capital programs and initiatives. This role analyzes human capital data, identifies trends, and provides recommendations to support employee engagement, talent development, organizational effectiveness, and business performance.

The HCBP serves as a primary Human Capital contact for assigned business units and supports employee relations, talent management, performance management, onboarding, workforce planning, and acquisition integration activities.

Key/Essential Function/Responsibility

Strategic Alignment + Organizational Effectiveness

• Assists People Leaders (PLs) and Business Unit Leaders (BULs) in developing and implementing team strategies that support long and short-term organization goals.
• Partners with PLs and BULs to understand business objectives and support implementation of Human Capital strategies that align with organization goals.
• Uses data and analytics to identify trends and make informed decisions and recommendations on performance, engagement, recruitment, training, and compensation.
• Monitors team and organizational structure to identify areas for improvement; recommends and implements solutions to optimize team performance.
• Serves as a key point of contact between business units and HC Leadership; reports regularly on business unit needs, performance, and outcomes.
• Advise PLs and BULs of recommendations on HC policies and procedures to support the business and ensure legal compliance.
• Supports business units through organizational changes, workforce transitions, and new initiatives by providing guidance, communication support, and change management assistance.

Employee Relations (ER) + Communications:

• Assists leaders in administering policies and programs meant to foster a positive and productive work environment.
• Analyzes ER data and trends to identify and report on potential issues, develop preventative strategies, and advise HC Leadership on recommended solutions.
• Provides guidance and coaching to managers and employees on human capital-related matters, ensuring alignment with corporate policies, goals, and objectives.
• Conducts employee relations investigations and partners with Human Capital leadership and legal counsel as needed on complex or high-risk matters.
• Develops communication cascades regarding employee status changes; partners with Marketing + Communication to develop communication strategies for information dissemination and messaging to Harris employees.
• Remains current on the company’s organization structure, personnel and employment policies, and federal and state laws regarding employment practices.
• Assists BULs in analyzing, interpreting, and delivering Employee Engagement survey results; Partners with BULs on strategy development and implementation for improving employee engagement.

Talent Management, Succession Planning + Performance Management:

• Partners with leaders on performance management opportunities; assists in developing a performance improvement plan (PIP) where appropriate.
• Supports implementation and continuous improvement of the performance management process and provide feedback regarding effectiveness and opportunities for enhancement.
• Partners with business unit leaders to conduct and implement team organization development, workforce or succession planning conversations and plans, performance management strategies and talent development initiatives as developed by the HC team.
• Assists in identifying BU skill gaps and forecasting future talent needs; aligns with Talent Acquisition team to develop strategies for recruitment
• Identifies development and training needs within assigned business units and partners with Learning + Development to address capability gaps.
• Collaborates with Learning + Development team to provide regular updates on and feedback for high-needs training and employee development opportunities.
• Manages scheduling and distribution of reviews in the Human Capital Management System (HCMS) for employees each year. Partners with Employee Experience Manager (EEM) to create and implement needed communication plan, timeline, and deadlines for team members.
• Monitors and tracks completion of employee reviews, assisting leaders as needed throughout the performance management process.

Acquisition Integration + Workforce Transitions

• Supports Human Capital due diligence activities for acquisitions, including collection and review of employee-related information and documentation.
• Assists in identifying workforce-related risks, integration needs, and compliance considerations during acquisition activity.
• Partners with acquisition leaders and Human Capital team members to support employee onboarding, communication planning, data collection, policy alignment, and transition activities.
• Assists with integration of acquired employees into Human Capital programs, systems, benefits, performance management processes, and company culture.
• Supports retention planning and change management efforts to promote successful workforce integration.

Job Descriptions + Compensation Analysis:

• Evaluates Harris’s job descriptions, documenting responsibilities and requirements. Collaborates with and provides guidance to Employee Experience Team to ensure alignment with all jobs across the company.
• Conducts market analysis of company jobs to determine competitive positioning within the organization’s pay programs.

New Hire + Employee Onboarding:

• Keeps up to date and knowledgeable regarding company benefits and operations.
• Oversees HC Support Assistant as needed to ensure support through the New Hire process; provides process oversight to ensure efficiency and effectiveness.
• Partners with leaders to develop and implement New Hire processes that support business goals and improve new hire experience.
• Supports leaders as needed in development of Employee Onboarding Plans.
• Remains current on the company’s organization structure, personnel and employment policies, and federal and state laws regarding employment practices
• Works with hiring managers, IT, location office managers and administrative staff to ensure office space, computer, phone, etc. are ready for new hire upon their first day at work.

This is not a comprehensive list of duties. Duties may change without notice at management’s sole discretion.

Your life at Harris

As one of the country’s leading mechanical contractors, Harris offers you the best of both worlds: the stability, resources and opportunities of a national company, and the team culture, creative spirit and customer loyalty of a local business. If you thrive on variety and new challenges, we want to meet you!

From stadiums to manufacturing facilities, power plants to hospitals, concert halls to classrooms, we handle projects of all sizes and complexity from multiple regional locations across the country.

Harris Benefits + Compensation

• Medical, dental, vision, and life insurance
• 401K with company match
• Vacation time, sick time, and paid holidays
• Paid Parental leave
• Short-Term Incentive Plan

Visit our Careers Page for additional benefit details: https://www.harriscompany.com/careers/employee-benefits-at-a-glance

Pay Range:

$56,863.05 - $85,294.57

The actual salary offer will vary by candidate based on a wide range of factors such as specific skills, qualifications, experience, and location.

Equal Opportunity Employer/Protected Veterans/Individuals with Disabilities

This employer is required to notify all applicants of their rights pursuant to federal employment laws. For further information, please review the Know Your Rights notice from the Department of Labor.