Human Resources Business Partner

The HR Business Partner (HRBP) is a strategic internal consultant who partners collaboratively with business leaders to align human resources processes, policies, and solutions to meet business objectives. The person in this role will be deeply embedded in the business units theysupport, providing coaching and guidance to managers regarding organizational change, employee relations, performance issues, and talent processes. The HRBP will proactively support the strategic direction of the company, ensuring alignment with the mission and objectives while ensuring legal compliance to minimize risk. This person also leads projects related to the strategic development and administration of human resource policies, procedures, and programs to ensure organizational effectiveness and continuous development. The person in this position forms partnerships across the HR function to deliver value-added service to leadership and employees that reflects the business objectives & culture of the organization. The HRBP maintains an effective level of business literacy about the business unit's financial position, its growth forecast, its culture and its competition.

Position: Human Resources Business Partner

Salary: $79,000 - $85,000 annually, depending on experience

Service Area: Lifespark Corporate Office, St. Louis Park 55416

Schedule: 1.0 FTE, Full - Time / Monday - Friday, 8:00am-5:00pm

Lifespark Benefits Include:

• Annual Reviews/Raises
• Paid Time Off - Vacation Time
• Mileage reimbursement
• Medical, Dental, Vision benefits for Full Time Hires
• Short-Term Disability & Long-Term Disability Insurance
• Life Insurances
• 401k + Company Match for full-time and part-time employees
• Referral bonuses
• Career path to other positions within our growing company!

• Develops and maintains strong knowledge of the business and marketplace to better support the assigned business units and provides insight into ways to improve the business
• Provides coaching, problem resolution and guidance to all levels of employees and managers regarding employee relations, policies and procedures, grievance, discipline, conflict and career growth
• Analyzes business unit data to identify trends and recommend innovative solutions to improve performance, retention, engagement and employee experience
• Supports leaders in areas such as leadership development, performance management, employee relations, compensation, and career development
• Provides guidance and input on business unit restructures, workforce planning and succession planning
• Effectively manages employee relations issues
• Leads investigations and conflict resolution or mediation activities.
• Maintains in-depth knowledge of legal requirements related to day-to-day management of employees, reducing legal risks and ensuring regulatory compliance, and seeks legal guidance as needed/required
• Manages key HR programs and services, with subject matter experts, including compensation, benefits, talent management and organizational design
• Consults with business unit managers in the strategic planning process and development of HR strategies that support the unit's business needs
• Assists in building a culture which inspires and motivates employees
• Initiates and designs strategic HR projects and leads project teams as assigned
• Assesses the organization's training needs and leverages our Employee Experience organization to meet those needs
• Builds employee-friendly processes and understanding the value of being a service organization
• Provides HR policy guidance and interpretation, educating annually on revisions to the employee handbook
• Performs other related duties as assigned

1. Bachelor's degree in human resources, Management, or Business Administration
2. SHRM Certified Professional (SHRM-CP) or SHRM Senior Certified Professional (SHRM-SCP) credential preferred
3. Minimum of 3 years of experience in a Human Resources Generalist role or related experience, specifically working with employment law and employee relations issues

1. Working knowledge of compensation practices, employee relations, diversity, performance management, and federal and state respective employment laws
2. Comfortable navigating challenging forces in a dynamic, fast-paced environment with significant change; employing only the necessary HR processes that enable the organization to innovate and grow
3. Committed to a high degree of service-orientation and consultative interaction
4. Business Acumen: Ability to explore and understand the business processes, financial metrics and organizational systems and structures
5. Organizational Design: Demonstrated ability to use a systems perspective to diagnose an organization and facilitate process improvements, including the right org design to meet the needs of the business
6. Employee Effectiveness: Demonstrated ability to keep in touch with the workforce, anticipating employee reaction and impact of business decisions
7. Performance Management: Knowledge of the process of performance management that includes defining success, establishing measurements, providing feedback and rewarding performance
8. Workforce Planning: Demonstrated ability to identify the HR implications of the business plan and develop and implement solutions to meet identified needs
9. Talent Management: Ability to effectively manage talent via core people processes such as succession planning; experience designing and implementing career paths
10. Ability to influence and partner with all levels of the organization to achieve results
11. Ability to understand business strategies and translate it to people strategy