People and Culture Business Partner

2. Essential Functions

• Partner with organizational leadership to assess workforce needs, staffing strategies, and support organizational planning that aligns with business goals.
• Provide consultation and support to leaders in managing performance concerns, corrective actions, and termination processes to ensure fairness, legal compliance, and alignment with organizational values.
• Maintain current knowledge of Minnesota and Wisconsin employment laws, HR best practices, and emerging trends. Apply these to ensure effective issue resolution, process improvement, and strong employee relations.
• Provide coaching and consultation on policies, regulatory requirements, and compliance matters throughout the employment cycle, including onboarding, performance management, and separation.
• Conduct thorough and timely investigations related to workplace harassment, code of conduct, discrimination, safety violations, and other compliance concerns.
• Identify patterns and themes across employee relations and performance matters and recommend systemic improvements to leadership practices and talent processes.
• Create and deliver HR related training to all programs and locations.
• Assist with maintaining the team member handbook, including developing and revising policies and communication plan for delivery.
• Maintain effective partnerships across People and Culture and with organization to ensure high quality service delivery.
• Other projects and duties as assigned.

3. Relationships

This position reports to the Vice President of People and Culture, who reports to the Executive Vice President and Chief Business Officer. The incumbent collaborates regularly with applicants, leaders and team members across all programs and locations.

4. Qualifications

Required:

• Bachelor’s degree in human resources, business, industrial relations, or related field; demonstrated experience may be considered of lieu of degree.
• Minimum three (3) years of progressive HR experience including talent acquisition, employee relations, advisory exposure, and policy development.
• Thorough understanding and application of employment law practices.
• Demonstrated ability to conduct investigations, deliver difficult messages, and provide objective feedback.
• Proven success coaching leaders to strengthen performance and mitigate risk.
• Curiosity and comfort leveraging AI-enabled tools and data insights to improve decision-making and operational effectiveness.
• Strong relationship building and advisory skills at all organizational levels.
• Demonstrated ability to influence without authority and operate effectively in ambiguous environments.
• Strong analytical, problem solving, and conflict resolution abilities.
• Excellent communication and interpersonal skills.
• Strong organizational skills and attention to detail with the ability to thrive in a fast-paced environment.
• Ability to work independently and collaboratively.
• Proficient in Microsoft Office, including word, outlook and excel.

Preferred:

• Bi/multilingual.
• Nonprofit experience.
• Training facilitation experience.
• PHR certification.
• Experience with HRIS systems and HR metrics.

6. Work Conditions

• Ability to travel to various branches and locations regularly.
• Ability to operate a computer keyboard and communicate via phone and email.
• Ability to work at a computer for extended periods.
• Ability to respond to emergency requests as needed
• Ability to participate in the afterhours on-call rotation for hotline support.

7. Additional Notes

This job description outlines major responsibilities and is not exhaustive. The incumbent may be assigned additional tasks or projects by the Vice President of People and Culture or their designee as needed for Association success.