Human Resources Business Partner - Manager Job DescriptionEmployment Type: Full TimeLevel: Manager - ExemptLocation: Hybrid - Minneapolis - St. Paul, MNCompensation: $95,000 - $115,000 based on experience with a 10% annual bonus targetAbout the HR Business Partner Role: The Manager, Human Resources Business Partner (HRBP) serves as a trusted advisor to leaders and employees across assigned business areas. Working closely with senior HR leaders, this role helps implement people strategies that support business objectives, employee engagement, leadership effectiveness, and organizational growth.
The HRBP provides consultation on employee relations, performance management, talent development, workforce planning, and organizational effectiveness. This role is ideal for an HR professional who has a strong generalist foundation and is ready to expand their strategic business partnership capabilities in a fast-paced, mission-driven healthcare environment.
Location Requirements:This is a remote position with a home-based work location. Preference will be given to Minnesota-based candidates given the partnership required with local clinic leaders and teams. Applicants must be legally authorized to work in the United States and able to travel from time to time to our Minneapolis-area clinics.
Essential Functions:Strategic Business Partnership- Partner with leaders to understand business priorities and develop people strategies that support organizational objectives.
- Provide coaching and consultation on workforce planning, organizational design, talent development, succession planning, and employee engagement.
- Serve as a trusted advisor to leaders regarding organizational effectiveness, team dynamics, change management, and culture initiatives.
- Support leaders in navigating growth, transformation, and evolving business needs.
Employee Relations & Performance Management- Guide leaders through complex employee relations matters, investigations, performance concerns, corrective actions, and workplace conflict.
- Partner with leaders to ensure consistent application of company policies, employment practices, and performance expectations.
- Identify emerging employee relations trends and proactively recommend solutions.
- Reduce organizational risk by ensuring compliance with federal, state, and local employment laws.
Talent, Engagement & Retention- Analyze turnover, engagement, retention, and workforce data to identify trends and recommend action plans.
- Partner with Talent Acquisition to address hiring challenges, workforce shortages, and retention barriers.
- Support employee listening strategies, engagement initiatives, and action planning efforts.
- Collaborate on talent review, succession planning, and career development programs.
- Support onsite New Hire Orientation sessions with incoming hires.
Leadership Development & Organizational Effectiveness- Coach leaders at multiple levels on people leadership, change management, team effectiveness, and employee development.
- Design and facilitate leadership training and development programs.
- Support implementation of leadership expectations, performance management processes, and culture initiatives.
- Recommend and implement interventions that strengthen leadership capability and team performance.
Workforce Planning & Change Management- Support organizational restructuring, role design, workforce planning, and strategic growth initiatives.
- Provide change management consultation during organizational transformations.
- Assist leaders in developing communication and implementation plans for organizational changes.
- Partner with Finance and business leaders on workforce planning activities and organizational forecasting.
Cross-Functional HR Partnership- Collaborate closely with Talent Acquisition, Total Rewards, Learning & Development, Payroll, Benefits, HRIS, and Compliance teams.
- Support Talent Acquisitions in New Hire Orientation and onboarding efforts during first week of new hire employment.
- Lead or participate in enterprise-wide HR initiatives and special projects.
- Utilize data, metrics, and reporting to support decision-making and measure effectiveness of people programs.
- Promote a positive employee experience across the organization.
Must-have Qualifications and Skills:- Bachelor's degree in Human Resources, Business Administration, Healthcare Administration, Organizational Development, or a related field.
- Minimum of three (3) years of Human Resources experience in one or more of the following areas:
- Human Resources Business Partnership
- Employee Relations
- Talent Management
- Employee Engagement
- Organizational Development
- Performance Management
- Working knowledge of federal, state, and local employment laws and HR best practices.
- Experience supporting leaders with employee relations, performance management, and workforce matters.
- Strong communication, consulting, and relationship-building skills.
- Ability to analyze data, identify trends, and recommend practical solutions.
- Proficiency with Microsoft Office Suite and HR systems.
- Strong business acumen and critical thinking capabilities.
- Ability to balance employee advocacy with business needs.
- Excellent coaching, consulting, influence, and relationship-building skills.
- Advanced conflict resolution and problem-solving skills.
- Skilled in facilitating difficult conversations and navigating ambiguity.
- Demonstrated project management and execution skills.
- Ability to manage competing priorities and meet deadlines in a fast-paced environment.
- Strong collaboration skills across multiple departments and stakeholder groups.
- Commitment to maintaining confidentiality and handling sensitive matters with discretion.
- Travel requirements - Candidates based in Minnesota area expected to visit clinics throughout the Minneapolis-St. Paul metro area at least monthly to build relationships with leaders and team members, support business needs, and maintain connection with clinic operations. For candidates outside of the Minnesota area travel may be required for meetings, training, and company events a couple of times a year.
Preferred Qualifications- Healthcare, physician practice, value-based care, or multi-site healthcare experience.
- Experience supporting a geographically dispersed or remote workforce.
- Exposure to organizational change management, workforce planning, or leadership development initiatives.
- One of the following certifications is preferred at hire and may be required within one year of employment:
- SHRM Certified Professional (SHRM-CP)
- Professional in Human Resources (PHR)
- SHRM Senior Certified Professional (SHRM-SCP)
- Senior Professional in Human Resources (SPHR)
Work Environment- Remote position within the United States, preferably in the Minneapolis-St. Paul metro area.
- Occasional travel (up to 15%) for leadership meetings, team gatherings, training sessions, and company events.
- Standard business hours Monday through Friday, with flexibility to support business needs across multiple time zones.
