Human Resources Business Partner

This position can be located in Sioux Falls, SD; Minneapolis, MN; or Fargo, ND. Job Summary: As a Human Resources Business Partner, you will serve as a trusted partner to leaders and teams, supporting the execution of people strategies that align with business objectives and organizational priorities. You will provide consultation and guidance in workforce planning, talent management, leadership development, team effectiveness, performance coaching, organizational change, and team member engagement. In partnership with HR Centers of Excellence and business leaders, you will help foster a healthy, inclusive, high‑performing culture while supporting Midco's long‑term talent and organizational effectiveness goals. Responsibilities Partner with leaders across the organization to support people strategies that drive business results and prepare teams for current and future workforce needs. Provide day‑to‑day consultation and guidance related to workforce planning, performance management, career development, team effectiveness, organizational change, and leadership support. Collaborate with leaders to support talent planning, succession planning, career development, and internal mobility efforts that strengthen organizational capability and promote team member growth. Support leadership onboarding, leadership development initiatives, and team effectiveness efforts to enhance leader capability and team performance. Partner with leaders on engagement and retention efforts that promote a positive team member experience and support organizational health. Assist leaders with organizational changes, workforce transitions, communication planning, and change implementation activities. Coordinate with Talent Acquisition, Employee Relations, Learning & Development, Total Rewards, and other HR Centers of Excellence to deliver effective and aligned people solutions. Connect leaders with the appropriate HR resources, expertise, and programs to support business and talent needs. Oversee internship and early talent development initiatives, including intern programming, professional development workshops, leadership exposure, networking opportunities, presentation events, and experiential learning activities that enhance participant development and support future workforce needs. Use workforce data, trends, and best practices to provide insights and recommendations that support business decisions and talent outcomes. Coordinate and support talent management processes, including talent reviews, succession planning follow‑up, development planning, workforce analytics, and reporting. Develop an understanding of business operations, organizational priorities, and workforce strategies to provide informed recommendations and support business outcomes. Collaborate with HR team members to assess, create, and implement solutions that support organizational effectiveness, engagement, development, and belonging initiatives. Build strong partnerships with leaders, peers, and stakeholders while representing the HR team in a professional, collaborative, and solutions‑oriented manner. Apply personal ethics, honesty, flexibility, and confidentiality in all areas of responsibility. Model Midco’s mission, vision, values, ethos, and Leadership Success Drivers, and inspire others to do the same. Ensure customer privacy by adhering to Midco’s privacy guidelines while actively following Midco policies and procedures. Maintain reliable and predictable attendance as required by the position. Perform other duties as assigned. Note: Management reserves the right to assign or reassign functions and responsibilities to this job description at any time. Required Qualifications Bachelor's degree in Human Resources, Business Administration, Organizational Leadership, Communications, Psychology, or related field; or equivalent experience. Minimum of 5 years of experience in human resources, leadership consulting, talent management, organizational development, workforce planning, employee development, operations leadership, business partnership, or related field. Experience partnering with leaders to support talent initiatives, organizational change, workforce planning, performance management, leadership development, or team effectiveness. Demonstrated ability to build relationships, influence outcomes, manage competing priorities, and maintain confidentiality. Strong verbal, written, analytical, and facilitation skills. Preferred Qualifications PHR or SPHR certification. Experience supporting talent review, succession planning, workforce planning, organizational effectiveness, or leadership development initiatives. Experience partnering with leaders in operational, technical, customer experience, sales, technology, manufacturing, telecommunications, or service‑oriented environments. The hiring range for this position is $90,000 - $115,000. The actual base salary offered will be determined based on multiple factors including internal equity, location, and the individual’s job‑related knowledge, skills and experience. In addition to the base salary, this position is eligible for an annual bonus based on company and/or individual performance. Work Environment The noise level in the work environment is moderate. Work is primarily performed in a professional office environment and/or remote work setting, depending on business needs. May be required to work in excess of 40 hours per week and outside normal business hours, such as holidays, evenings, and weekends, as business demands. Physical Demands May occasionally be required to reach with hands and arms, stoop, kneel, or crouch. May be required to remain in a seated position for extended periods. May occasionally lift or move items such as materials, equipment, or supplies. Heavy keyboard/mouse usage required with repetitive movements. Mental Demands Work effectively in a fast‑paced environment while managing multiple priorities and deadlines. Strong organizational skills and attention to detail, including prioritization of competing demands. Critical thinking and sound judgment when evaluating situations and making recommendations. Analysis and interpretation of information, trends, and data to support business decisions. Adaptability to changing priorities, organizational needs, and business demands. Professional handling of confidential and sensitive information. Resilience and effectiveness when working through ambiguity, organizational change, and competing priorities. Initiative and accountability when working independently and as part of a team. Retention, interpretation, and application of job‑related information, policies, procedures, and business practices. Professionalism and composure when supporting leaders and team members through complex or sensitive situations. #J-18808-Ljbffr Midcontinent