Human Resources Business Partner

Human Resources Business Partner

Position Overview:

As an HR Business Partner (HRBP), you will collaborate closely with our clients to provide strategic HR support and deliver high-impact solutions that align with both business objectives and employee needs. You will act as a trusted advisor to client leaders on all HR matters, ensuring that HR programs, practices, and services support the business goals of client companies. This role requires a deep understanding of employment law, HR best practices, and the ability to effectively communicate with client leadership and employees.

The HR Business Partner will ensure human resources compliance and provide assistance to worksite clients, supervisors and employees regarding human resources policies and procedures (as directed). The HR Business Partner will assist with enhancing client’s human resources by planning, implementing, and evaluating human resources policies, programs and practices. This role must have the ability to manage multiple priorities, communicate effectively with clients, develop successful and strategic solutions, coordinate efficiently, meet deadlines, and closely monitor open projects to completion.

The HR Business Partner works directly with worksite clients and worksite employees assisting with human resources at the clients’ worksite and at PRO.

This role services multiple clients concurrently.

Key Responsibilities:

Client Relationship Management:

• Build strong, consultative relationships with our clients to understand their business needs, culture, and challenges.
• Serve as the main point of contact for client leadership, providing guidance on HR issues and ensuring the effective implementation of HR solutions.
• Collaborate with onsite client leadership teams to resolve employee issues and improve organizational effectiveness.
• Guides management and employee actions by researching, developing, writing and updating policies, procedures, methods and guidelines; communicating and enforcing organizational values.
• The HR Business Partner must be sensitive to company needs, client and employee goodwill, and the business needs. This role will provide supervisor and employee coaching regarding human resources policies and procedures. Provides and receives feedback on employee morale, indicating suggested corrective action to resolve any problem areas for the client.

HR Strategy and Advisory:

• Partner with client leadership to align HR strategies with business objectives, providing recommendations on talent management, workforce planning, and organizational development.
• Advise clients on HR trends, best practices, and changes in labor laws and regulations.
• Conduct regular HR reviews with clients to assess HR performance and suggest areas for improvement.

Talent Management & Employee Relations:

• Support clients in managing talent, including recruitment, onboarding, performance management, and retention strategies.
• Provide guidance on employee relations issues, helping clients address concerns and resolve conflicts effectively.
• Advise clients in employee engagement initiatives to foster a positive and productive workplace culture.
• Ensures planning, monitoring, and appraisal of employee work results by training managers to interview; coach and discipline employees (including documentation); scheduling management conferences with employees; hearing and resolving employee and client grievances; counseling employees, supervisors and clients.
• Manages, documents and tracks employee disciplinary actions.
• Recommends new approaches, policies, and procedures for continual improvements in efficiency of department and services performed. Upon approval by Management, the HRBP implements updates/changes.

Compliance and Risk Management:

• Ensure that our clients comply with all federal, state, and local employment laws, including regulations related to wage and hour, workplace safety, and employee rights.
• Assist in the handling of employee grievances and disciplinary actions while minimizing legal risks.
• Creates and modifies job descriptions as necessary; monitors performance evaluation program and revises as necessary.
• Develops, recommends, and implements personnel policies and procedures; maintains employee handbook changes and customizations (policies and procedures).
• Ensures legal compliance by monitoring and implementing applicable human resource federal and state requirements; conducting investigations; maintaining records; representing the organization at hearings.
• Maintains historical human resource records by designing a filing and retrieval system, keeping past and current records in compliance.
• Complete client reviews to ensure the type of work that the employees are doing is still accurate, the proper workers’ compensation codes are being utilized, and all codes have an employee tied to them.

Client Account Management

• Perform customer service functions by answering client questions and handling other requests and inquiries. Work closely with internal departments to explain the needs of the client and ensure deadlines are met.
• Ensure HRIS and other internal software programs are updated to ensure efficiency and accuracy as the client’s business evolves.
• Assist the Implementation Specialist with onboarding new employees (i.e. travel to client sites to meet with employees, etc.)
• Coordinate login maintenance requests and ensure proper paperwork/security authorization is given and are up to date.
• Update HRIS database records and CRM records (i.e. client name, contacts, address change, etc.) and ensure proper parties are notified of the changes/updates.
• Recommend customized solutions to improve the client's workplace efficiency.
• Complete client service plan for each new client and update as needed.

Training and Development:

• Complete HRIS client and/or employee training as needed.
• Support the development and implementation of training programs to address client-specific needs, such as compliance training, and employee skill-building initiatives.
• Guide clients on performance management best practices, including conducting performance reviews and developing employee growth plans.
• Proactively identifies client needs through meetings and assessments and coordinates other team members to connect with clients regarding services, training, compliance and best practices to increase client engagement and retention.

Workforce Planning:

• Partner and assist clients in identifying workforce needs and recommend appropriate staffing strategies, including temporary, part-time, or full-time hires.
• Partner with clients on succession planning, identifying high-potential employees, and developing strategies for internal talent mobility.

Metrics & Reporting:

• Provide clients with HR analytics and key performance indicators (KPIs) to track progress on HR initiatives, such as turnover rates, employee engagement, and performance metrics.
• Analyze client-specific HR data to identify trends and recommend proactive solutions to address any challenges.
• Monitor deliverables based on timelines, ensuring satisfaction of client expectations.
• Provide required report metrics and keep the client updated with their account, available features, etc.

Required Skills & Qualifications:

• Bachelor’s degree in human resources, Business Administration, or a related field (or equivalent experience). HR certification (SHRM-CP, PHR, or equivalent) required.
• Minimum of 5-7 years of HR experience, ideally in a PEO or manufacturing environment.
• Strong knowledge of federal, state, and local employment laws and regulations.
• Demonstrated experience and proficiency with HRIS systems.
• Organization: Strong organizational skills to manage multiple client accounts and prioritize effectively.
• Communication: Excellent verbal, written communication and interpersonal skills to effectively interact with all levels of the client organization, with the ability to build trust with client leadership and employees.
• Strong research skills with the ability to interpret complex information
• Customer/client service driven with a proven track record of working well in a team environment with minimal supervision.
• Attention to Detail: Ability to handle documentation and compliance accurately. Precision in data entry to ensure accuracy.
• Problem-Solving: Ability to address issues and find solutions quickly and efficiently. Strong troubleshooting skills to address system issues and user problems.
• Demonstrated critical thinking skills - using logic and reasoning to identify the strengths and weaknesses of alternative solutions, conclusions, or approaches to problems.
• Analytical Skills: Ability to analyze data, identify trends, and generate actionable insights.
• Ability to be adaptable and flexible and open to change.
• Demonstrated ability to maintain a professional demeanor in a setting with multiple interruptions.
• Proficiency in Microsoft Office Suite (Word, Excel, PowerPoint).

A Total HR Solution for Your Organization - PRO Resources is a Professional Employment Organization (PEO) established in 1991 and headquartered in Detroit Lakes, MN with offices in: Fargo, Grand Forks, Duluth, Minneapolis, and St. Cloud. We have over 400 Clients and service thousands of employees in 41 states across the US.

Pay: $70 - $80 / year

Benefits:

• Health insurance
• Dental insurance
• Vision insurance
• Paid time off
• 401(k)
• Other

Job Type: fulltime

Schedule:

• Monday to Friday
• 8 hour shift

Education: Bachelor's degree

Work location: On-site