Human Resources Business Partner

Primary Work Location:

Dousman with weekly travel to Milwaukee.

Position Purpose

The HR Business Partner serves as a strategic people partner to Lad Lake leaders across the organization.

The HRBP helps leaders build healthy, accountable, capable, and sustainable teams and ensures workforce challenges are identified and addressed at their source.

This position is not simply responsible for responding to employee problems. The HRBP uses workforce information, employee feedback, organizational observation, and business knowledge to help leaders understand why workforce problems are occurring and what needs to change.

Primary Outcomes

• Leaders are equipped to lead people effectively.
  Managers understand their responsibility for employee experience, performance, accountability, retention, and team culture and have the coaching and tools necessary to lead successfully.
• Workforce problems are identified before they become crises.
  Emerging patterns in turnover, absenteeism, employee relations, engagement, staffing, leadership, or team health are recognized and addressed proactively.
• Employees experience consistent, fair, and respectful people practices.
  Employee concerns are addressed with appropriate consistency, empathy, confidentiality, and accountability.
• Retention improves because root causes are addressed.
  HR and leaders understand why employees stay or leave and implement targeted strategies to improve retention in critical roles and programs.
• Teams become healthier and more effective.
  Leaders have clarity around expectations, accountability, communication, roles, and team effectiveness.
• HR has a meaningful presence in the operation.
  Employees and leaders view HR as a trusted partner who understands the realities of their worknot simply as a corporate support function.

THRIVE in This Role

The HRBP is a day-to-day culture partner .

The HRBP:

• Coaches leaders using THRIVE as a common language.
• Helps leaders distinguish between being supportive and avoiding accountability.
• Ensures employee concerns are handled with both compassion and consistency.
• Identifies when workplace practices are inconsistent with THRIVE.
• Uses employee feedback and workforce data to identify opportunities for improvement.
• Helps leaders create environments where employees can do meaningful work and succeed.

Key Areas of Accountability

• Leader coaching and consultation
• Employee relations
• Workplace fact-finding and investigations
• Performance management
• Retention and engagement
• Stay interviews
• Workforce analysis
• Organizational effectiveness
• Team effectiveness
• Leadership effectiveness
• Organizational change
• Talent reviews
• Succession and development planning
• Partnership with Learning & Development

Qualifications

• Bachelor's degree in Human Resources, Business, Organizational Development, or related field required; master's preferred.
• 7+ years of progressive HR experience.
• Strong employee-relations and leadership-coaching experience.
• Experience in a regulated or complex operating environment strongly preferred.
• High emotional intelligence and sound judgment.
• Demonstrated ability to influence leaders without relying on authority.
• Strong analytical and problem-solving skills.
• SHRM-CP or SHRM-SCP strongly preferred.

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