Principal HR Business Partner

Our client is a well-established Minneapolis-based organization, is seeking multiple Principal HR Business Partners to join their HR Business Partner team. These roles support a specialized technical division and Distribution/Operations, reporting to a Director of HR Business Partners. This is a high-visibility opportunity for a strategic HR leader ready to influence at the senior leadership level and help elevate an already strong team. This isn’t an order‑taking HRBP seat. With direct access to senior business leaders and a mandate to shape talent strategy rather than just execute it, this role is built for someone who wants to operate as a true consultant and change agent, not a transaction processor. Add in a collaborative, high‑retention culture and real runway to influence at the executive level, and this is the kind of seat strategic HR leaders don’t often get the chance to step into. Responsibilities Design and drive alignment between HR strategy and business area strategy in partnership with senior business and HR leaders Serve as a strategic talent advisor and thought partner to business area leadership, not simply an execution-focused generalist Partner with Centers of Excellence (COE) to improve and implement organization design, workforce planning, performance management, and total rewards strategy Identify, assess, and develop key talent within the business area; own succession pipeline planning Devise leadership development and coaching solutions tailored to business area leadership needs Maintain strong connections with HR Generalist staff to keep visibility into the broader employee population Desired Skills and Experience 7+ years of HR experience, including 3+ years consulting directly with senior leadership on HR/talent strategy Experience operating within a mature COE (Centers of Excellence) model Background at a mid-to-large, complex organization within a heavily regulated industry (e.g., healthcare, food manufacturing, financial services, energy/utilities) Demonstrated ability to partner with senior leaders on business priorities, drive org and talent strategy, and navigate ambiguity while influencing without formal authority Extensive knowledge across HR disciplines: organizational effectiveness, talent management, employee relations, performance management, total rewards, and employment law #J-18808-Ljbffr