Human Resource Business Partner

Summus; Fridley (MN); Presencial; USD 90.000 - 120.000; Jornada completa

Descripción de la vacante

Summus is seeking an HR Business Partner (HRBP) to act as a strategic advisor to site leaders, translating business goals into people strategies across engagement, performance, and talent planning. You will work with Total Rewards, HRIS, and compliance to deliver high-impact HR solutions that support manufacturing operations and workforce optimization.

Responsibilities include coaching leaders, managing employee relations, leading change initiatives, and driving organizational effectiveness

Formación

• Bachelor’s degree in Human Resources, Business Administration, or related field required.
• Minimum of 5 years of Human Resources experience, including HRBP or HR Generalist roles.
• Experience in manufacturing environment; multi-state experience a plus.

Responsabilidades

• Partner with business leaders to translate operational goals into people strategies.
• Coach leaders on people leadership, decision-making and management practices.
• Manage complex employee relations issues and ensure policy compliance.
• Lead workforce planning, onboarding, and succession planning efforts.
• Drive organizational effectiveness and change initiatives with data-driven insights.

Conocimientos

Communication skills

Interpersonal skills

Time management

Analytical thinking

Confidentiality

Employment law knowledge

Educación

Bachelor’s degree in HR/Business Administration

Herramientas

HRIS

Paylocity

Descripción del empleo

The HR Business Partner (HRBP) serves as a strategic advisor and trusted partner to leaders, aligning people strategies with business objectives. This role provides both strategic guidance and hands-on HR support across employee relations, performance management, talent staffing and planning, and organizational effectiveness. HRBP works closely with leaders and other members of HR to deliver consistent, compliant, and high-impact HR solutions that support employee engagement, retention and business performance.

ESSENTIAL DUTIES and RESPONSIBILITIES:

Strategic Business Partnership

• Partner with business leaders to understand operational goals and translate them into effective people strategies.
• Serve as a trusted advisor to leaders on workforce planning, organizational design, talent needs, and change initiatives.
• Provide coaching to leaders on people leadership, decision-making, and effective management practices.

Employee Relations & Performance Management

• Manage and resolve complex employee relations matters, including performance issues, policy interpretation, investigations, and corrective actions.
• Ensure consistent and fair application of HR policies, practices, and employment laws.
• Guide leaders through performance management processes, including goal setting, feedback, performance improvement plans, and annual review cycles.

Talent Management & Workforce Planning

• Partner with leaders to support hiring needs, strategies, background checks, onboarding, offboarding, and workforce planning. Meet with leaders regularly one on one, provide proactive guidance.
• Participate in talent reviews, succession planning, and development discussions to strengthen internal pipelines.

Organizational Effectiveness & Change

• Support organizational change initiatives, including restructuring, role changes, and process improvements.
• Analyze HR metrics and trends (e.g., turnover, engagement, performance data) to identify risks and recommend proactive solutions.
• Partner with leaders to drive employee engagement, retention, and culture initiatives.
• Collaborate effectively and professionally with all HR teams and cross functionally across the organization, to ensure aligned and effective delivery of HR programs.
• Provide guidance to leaders on compensation-related decisions in partnership with Total Rewards.
• Maintain data integrity with timely and accurate updates and enhancements to HR technology systems.
• Ensure compliance with all federal, state, and local employment laws and internal policies.
• Support unique projects, audits and litigation related to employees or HR functions.
• Contribute to the development, communication, and continuous improvement of HR policies and practices.

COMPETENCIES:

• Excellent verbal and written communication skills.
• Excellent interpersonal, negotiation, and conflict resolution skills.
• Strong time management skills with a proven ability to meet deadlines.
• Analytical and critical thinking skills.
• Ability to prioritize activities and delegate them when appropriate.
• Demonstrate integrity, professionalism, and confidentiality.
• Knowledge of employment laws, regulations and HR policies.

PHYSICAL AND MENTAL DEMANDS:

Working Conditions:

Standard business hours are 8:00 a.m. to 5:00 p.m. or as aligned with manager and site needs.

Travel:

Up to 20% travel to designated sites.

WORKING ENVIRONMENT:

• Work typically performed in an indoor office setting.
• Frequently required to sit at a desk/workstation for extended period of time.
• Must be able to lift 15 pounds at times.

The work environment characteristics described here are representative of those an individual encounters while performing the essential functions of this position.

Requirements

Education/Experience:

• Bachelor’s degree in Human Resources, Business Administration, or related field required.
• Minimum of 5 years of Human Resources experience required, including experience in HRBP, HR Generalist or similar role.
• Prior experience in manufacturing environment. Experienced with multi-state entities is a plus. Experience working with HR Information Systems, Paylocity is a plus.

Licenses/Credentials/Certifications:

• SHRM-CP or SHRM-SCP Certification and/or SPHR/PHR Certification preferred.