Corporate HR Business Partner

Corporate Burnsville, Minnesota



To proactively meet the Human Resource (HR) needs of assigned areas by serving as a first point of contact and consultant on a broad range of HR topics with primary focus areas including talent management, succession planning, employee engagement, performance management, and retention. To ensure organizational talent is prepared to deliver exceptional performance, through partnership with business leaders and by building strong organizational capabilities and culture in alignment with company and department strategy.


1. Ensures organizational talent is prepared to deliver exceptional performance, through partnership with business leaders and by building strong organizational capabilities and culture. Develops, implements, and manages organizational programs relative to employee development, employee engagement, retention, performance management, onboarding, career development, and succession planning, to ensure a talent pipeline that will successfully enable current strategies and future growth.

2. Partners with leaders and other Human Resources team members to proactively identify job/organization design opportunities that increase organization effectiveness and prepare the business to drive/support future growth.

3. Employs change leadership and team effectiveness principles to help teams better ensure success of new programs, structures, etc. Partners with communications function where need to facilitate change.

4. Partners with hiring managers to evaluate talent needs, create/revise job descriptions, and ensures acceptable staffing levels (current and future). Works closely with talent acquisition for interviewing and selection to ensure a consistent, high quality talent pipeline. Supports hiring managers with the effective use of selection processes, selection criteria and onboarding tools.

5. Responds to team member concerns and provide employee relations guidance to managers to ensure effective application of company policies/procedures and company culture and minimize legal risks, complaints, charges and turnover. Investigates root causes of employee relations issues and develop strategies to address/reduce them. Serves as a subject matter expert for federal and state regulations and ensure accurate and appropriate strategies and tactics are in place. Demonstrates balanced advocacy for employees and the business.

6. Understands stakeholder perspectives at multiple leadership levels and partners with organizational leaders and communications function to ensure proactive, effective communication strategies and processes for issues or situations of varying complexity.

7. Assesses alignment and support for company mission, values and strategies; provides recommendations to managers on how to respond to emerging workplace trends and or how to address employee needs or issues with balance for both legal compliance and culture. Leads implementation of employee engagement surveys, feedback sessions and action planning. Actively personifies and advocates for the company’s culture, brand and values.

8. Identifies, advocates for and implements Human Resources best practices across all areas of the business; simplifies or reduce non-value added processes. Helps the business identify and resolve opportunities for increased efficiency or decreased bureaucracy. Enables and ensures compliance in regulated practices pertinent to department. Advocates for employee involvement and empowerment in decision making.

9. Partner with leaders and the safety department to ensure compensation reports are filed in a timely manner and that Occupational Safety and Health Administration (OSHA) logs are complete and current. Follows through on case management to expedite return to work to minimize cost and monitors claims for problems and quick resolution.

10. Complies with all existing governmental and labor legal and reporting requirements including any related to the Equal Employment Opportunity (EEO), the Americans With Disabilities Act (ADA), the Family and Medical Leave Act (FMLA), Employee Retirement Income Security Act (ERISA), the Department of Labor, worker’s compensation, Occupational Safety and Health Administration (OSHA), and so forth.

11. Keeps supervisor informed of important developments, potential problems and related information necessary for effective management. Coordinates and communicates plans and activities with others, as appropriate to ensure a coordinated work effort and team approach.

12. Performs other duties as apparent or assigned.


• Bachelor’s degree in a behavioral science or related area.
• At least 5 years of related experience, preferably serving many levels of leaders and various employee populations.
• Senior Professional in Human Resources (SPHR) certification preferred, not required.
• Proven experience interacting and influencing all levels of an organization with confidence, building trust and rapport. Capable of providing courageous and decisive advice including advanced employee relations.
• Strong time management and project management abilities.
• Strong analytical skills including the ability to interpret people-related metrics in order to influence action.
• Experience and strength in managing change leadership in a fast-paced and changing environment.
• Demonstrated critical thinking and problem-solving ability, particularly in ambiguous or complex situations. Understands and considers broad implications of business needs or decisions.
• Remains calm under pressure and is able to lead thru difficult (i.e. emotional, complex, legal) situations.
• Intermediate to advanced computer skills (particularly Microsoft Office) as well talent management system experience.
• Handles confidential information with the utmost judgment and discretion.
• Ability to communicate effectively, both orally and in writing, with a wide variety of customers, Company personnel and others.
• Ability to travel to locations on short notice when necessary.
• Demonstrates Northern Tool + Equipment’s 12 Core Competencies.