HR Business Partner

ROLE AND RESPONSIBILITIES As an HR Business Partner (HRBP), you will work closely with leaders, managers, and employees to drive our company s mission of people-first excellence. You will be a trusted advisor and strategic partner, helping to shape HR initiatives that foster a positive and inclusive culture while aligning with business goals. This role focuses on performance management, leadership coaching and guidance, employee development, workforce planning, employee engagement, and ensuring that HR strategies contribute to a meaningful employee experience across all levels of the organization. Success in this role will be highly dependent on building relationships that drive operational effectiveness by using HR and industry knowledge to maximize results and manage change at our growing organization. Strategic Partnership: Partner with senior leaders to align HR initiatives with business objectives, acting as a consultant on human capital management and organizational design. Employee Relations: Build strong relationships with employees and leaders, serving as the primary HR contact to address concerns, resolve conflicts, and foster a supportive work environment. Culture & Engagement: Lead and support initiatives that enhance the employee-owned and people-first culture, promoting a workplace where employee input, well-being, and growth are prioritized. Talent Management: Collaborate with managers and Talent Acquisition Specialists on workforce planning, recruitment, employee development, onboarding and succession planning to ensure the organization is well-positioned for future growth. Employee Onboarding: Facilitate and enhance the onboarding process to ensure new hires feel welcomed, informed, and equipped for success. Collaborate with managers and teams to create a seamless transition into the company culture and set a strong foundation for long-term engagement and performance. Performance Management: Guide leaders and employees through performance management cycles, including goal setting, performance evaluations, and feedback processes that align with our feedback culture. Diversity, Equity, Inclusion & Belonging (DEIB): Drive DEIB initiatives and ensure that policies, procedures, and practices support a diverse and inclusive work environment. Leadership and Career Path Development: Collaborate with our Learning and Development team to support the design and delivery of training and development programs for managers and emerging leaders, aimed at fostering leadership skills that reflect our core values. Change Management: Support leaders through organizational change initiatives, ensuring smooth transitions, clear communication, and continuous employee engagement. HR Metrics: Use data to provide insights on trends, helping to inform decision-making in areas like retention, engagement, and workforce planning. Compliance: Ensure compliance with all local, state, and federal employment laws, and act as a steward of company policies, particularly those that reinforce our employee-owned ethos. Systems/Software: Assists in new HRIS system implementation. QUALIFICATIONS AND EDUCATION REQUIREMENTS – 5 years of progressive HR experience, with at least 3 years in a strategic HRBP role – Bachelor s or Advanced degree in Human Resources, Business Administration, Organizational Development or a related field preferred – Previous experience with an employee-owned (ESOP) or values-driven organization – HR Certification (e.g., SHRM-CP or PHR) or advanced HR related degree preferred – Must be able to operate in a demanding, fast-paced, people-oriented construction environment with frequent changes and interruptions, and multiple project assignments. – This role requires on-site presence at our Baer Manufacturing facility in Hudson, WI one day per week, with the ability to work remotely up to two days per week. KEY SKILLS AND COMPETENCIES – Strong understanding of HR best practices and employment laws across multiple states. – Excell nt communication and interpersonal skills, with the ability to build trust at all levels of the organization. – Ability to influence and coach leaders, providing strategic advice and guidance on HR matters. – Demonstrated success in building and sustaining a positive, inclusive company culture. – Experience with HR analytics and data-driven decision-making. – Comfortable working in a fast-paced, multi-location organization with a distributed workforce. – Strong analytical and problem-solving skills with the ability to make independent judgement. – Ability to act with integrity, professionalism, and confidentiality. – Must possess considerable initiative and ability to adapt to change. – Strong team mentality with a willingness to assist where needed to contribute to the group s success. – Exemplifies the desired culture, core purpose, BHAG, and core values of the organization.