Human Resources Business Partner

Hearing is key to our health and happiness. Starkey is much more than the hearing aids we produce. We are in the business of connecting people and changing lives. We believe being able to hear the world and the people around us is as essential to the human experience as breathing. Many recent advances are already being recognized as disruptive technologies that have positioned Starkey hearing aids as the industry's first devices that go beyond providing just audiological amplification. Our hearing aids now incorporate Artificial Intelligence, embedded activity sensors, language translation and transcription services, as well as an always-on personal voice assistant.

Starkey is a world leader in the manufacturing and distribution of advanced hearing technologies. We are in the business of connecting people and changing lives. Our teams come to work each day focused on ensuring people everywhere have the products and services they need to hear better and live better.

Founded in 1967 by Bill Austin, Starkey is known for our cutting-edge hearing health innovations, industry-leading research and development, and not being afraid to push the edge of what's possible.

We are headquartered in Eden Prairie, Minnesota, have over 5,000 employees in 29 facilities across the globe, and do business in more than 100 markets worldwide.

Watch this video to see more of what sets Starkey apart.

https : / / youtu.be / 9cUYwTlCepg?si=wkovx8_R_iINfrc6

JOB SUMMARY DESCRIPTION

The Human Resources Business Partner ("HRBP") is integral in aligning business objectives with HR initiatives. The HRBP serves as a strategic business partner to business leaders, providing guidance and support on various HR matters to drive organizational success. This role works closely with business / department management to oversee various HR functions such as performance management, talent acquisition, employee engagement, employee relations, and compliance. Acting as both an employee advocate and a change agent, the HRBP supports key business strategies and promotes a positive workplace culture. This position requires a strong understanding of HR best practices, business acumen, and excellent interpersonal skills.

JOB RESPONSIBILITIES

• Partner with managers and business leaders to align HR strategies with overall business objectives and drive organizational growth.
• Provide expert guidance and support on a wide range of HR matters, including talent management, employee relations, performance management, and organizational development.
• Act as a trusted advisor / coach to management and employees, offering insights and solutions to address people-related challenges and opportunities.
• Lead HR initiatives and projects to improve organizational effectiveness, employee engagement, and retention.
• Collaborate with cross-functional teams to implement HR programs and initiatives that support the company's goals and values.
• Conduct regular meetings with business leaders and people managers to access HR needs, provide updates on HR initiatives, and address any concerns or issues.
• Serve as a change agent by facilitation organization change and transformation efforts in line with key business strategies.
• Stay current on HR trends, laws, and regulations to ensure compliance and best practices are upheld within the organization.
• Drive continuous improvement in HR processes, policies, and systems to enhance efficiency and effectiveness.

JOB REQUIREMENTS

Minimum Education, Certification and Experience Requirements

Bachelor's degree in business or human resources.

3-5 years progressive HR experience, with at least 3 years in a business partner or strategic HR role.

LI-EB1

Equal Opportunity Employer / Protected Veterans / Individuals with Disabilities

The contractor will not discharge or in any other manner discriminate against employees or applicants because they have inquired about, discussed, or disclosed their own pay or the pay of another employee or applicant. However, employees who have access to the compensation information of other employees or applicants as a part of their essential job functions cannot disclose the pay of other employees or applicants to individuals who do not otherwise have access to compensation information, unless the disclosure is (a) in response to a formal complaint or charge, (b) in furtherance of an investigation, proceeding, hearing, or action, including an investigation conducted by the employer, or (c) consistent with the contractor's legal duty to furnish information. 41 CFR 60-1.35(c)