HR Business Partner

The HR Business Partner plays a key role in aligning HR strategies with business objectives across our Operations organization. This position partners closely with leaders and the HR team to support organizational effectiveness, workforce planning, leadership development, employee engagement, retention, and overall business performance.

Operating at both a strategic and hands-on level, the HR Business Partner is expected to be visible and engaged in the business, build strong relationships with employees and leaders, identify needs and opportunities proactively, and help drive issues through resolution. This role supports a broad Operations environment that includes manufacturing, warehouse/distribution, Quality, Engineering, and other Operations functions.

This position reports to the Director of Human Resources, Operations.

According to the FLSA (Fair Labor Standards Act), this position is classified as:

Exempt, based on the Professional/ Exemption       

This is a great opportunity for someone who enjoys being close to the business, building strong relationships, solving problems, and making a meaningful impact across Operations.

• →Serve as a strategic advisor and primary HR partner for assigned Operations functions, including manufacturing, warehouse/distribution, Quality, Engineering, and other Operations teams.
• →Build strong relationships throughout the business by maintaining a visible, approachable, and accessible HR presence for employees and leaders.
• →Collaborate with leaders to understand business priorities, workforce needs, organizational challenges, and employee concerns, and align HR strategies with business goals.
• →Partner with leaders on workforce planning activities such as headcount planning, staffing needs, organizational structure, forecasting, and talent pipeline development.
• →Use HR metrics, employee feedback, turnover, attendance, retention, stay interviews, and other workforce information to identify trends and recommend actions.
• →Provide guidance and coaching to managers on employee relations, performance management, talent development, recognition, retention, communication, and conflict resolution.
• →Coach leaders to take appropriate ownership of employee performance, attendance, conduct, and other people-related issues while providing HR guidance and support.
• →Manage and support employee relations matters, investigations, corrective action, performance management, accommodations, and other sensitive HR activities.
• →Ensure thorough and timely documentation of employee relations matters, investigations, performance management, and other HR activities.
• →Identify issues and opportunities proactively and remain engaged through resolution, including following up with leaders, challenging when appropriate, and escalating concerns when additional support is needed.
• →Participate in plant leadership meetings, operational meetings, and other business rhythms to maintain strong visibility into business needs and emerging issues.
• →Partner with Recruiting and Operations leaders to understand staffing challenges, hiring needs, onboarding effectiveness, and retention opportunities. Recruiting may own the recruiting process, but the HR Business Partner is expected to understand barriers and help drive solutions.
• →Support organizational changes, workforce changes, career pathing, job responsibilities, and other organizational effectiveness efforts.
• →Identify manager needs and design and deliver manager training and leadership development programs.
• →Assess employee and future leader skill gaps and partner with Training & Development manager to implement targeted learning solutions.
• →Collaborate with HR leaders to support succession planning, talent reviews, stay interviews, and leadership development.
• →Partner with HR Generalist and other HR team members to ensure effective HR support across the facility and Operations organization.
• →Support compensation planning and market benchmarking in partnership with Total Rewards.
• →Ensure compliance with employment laws and internal policies while applying sound judgment based on the needs of the business.
• →Lead or contribute to cross-functional HR and Operations projects and initiatives.
• →Track and report on metrics and progress, ensuring visibility of outcomes and follow-through on identified actions.
• →Maintain accurate HR data and ensure integrity across systems.
• →Help identify opportunities to improve HR processes, systems, and workflows.
• →Maintain strict confidentiality of employee information and HR-related data, exercising sound judgment and discretion in all interactions and communications.
• →Other duties as assigned.

• →This position has no direct supervisory responsibilities but is expected to coach, mentor, lead projects, and coordinate efforts across departments and the HR team.

To perform this job successfully, you must be able to perform each essential duty satisfactorily, and regular attendance is required. The requirements listed below are representative of the knowledge, skill, and/or ability required to perform this job. Reasonable accommodation may be made to support individuals with disabilities.

• A minimum of 5 years of progressive HR experience, including experience in an HR Business Partner or similar role.
• Bachelor’s degree in Human Resources Management, Business Administration, or related field. Equivalent experience may be considered.
• Proven ability to influence, coach, and build relationships with leaders at all levels.
• Strong employee relations, investigation, and performance management experience.
• Strong analytical, problem-solving, judgment, and communication skills.
• Demonstrated ability to identify needs proactively, work independently, and move issues forward without requiring detailed direction.
• Ability to balance employee needs, business needs, risk, policy, and practical judgment.
• Demonstrated success leading HR initiatives and managing multiple priorities.
• Solid understanding of U.S. employment laws and HR best practices.
• Ability to adapt communication style and approach based on the leader, employee, and situation.

• Experience supporting manufacturing, distribution, Operations, or another fast-paced employee environment.
• Experience partnering with manufacturing and technical leaders, including Engineering and Quality.
• Proficiency in HR platforms such as UKG Pro.
• Familiarity with digital collaboration tools such as Teams and OneDrive.
• Experience using workforce metrics and employee feedback to identify trends and drive action.
• Experience supporting organizational change, workforce planning, and leadership development.

The physical demands described here must be met by an employee to successfully perform the essential functions of this job. Reasonable accommodations may be made to support individuals with disabilities.

• Sit for portions of the workday.
• Regular walking through office, manufacturing, and warehouse/distribution areas.
• Some standing for meetings, employee interactions, and time spent within Operations areas.
• Exposed to a computer screen for extended periods.
• May require repetitive motions such as use of a computer mouse, keyboard, computer, and other standard office equipment.
• Communicate with employees and leaders frequently throughout the workday.
• Ability to work onsite in an office, manufacturing, and distribution environment.

The work environment characteristics described here are representative of those you may encounter while performing the essential functions of this job.

• Combination of office, manufacturing, and warehouse/distribution environments.
• Regular interaction with employees and leaders throughout the facility, ranging from frontline employees to executive leadership.
• Frequent presence in Operations areas and participation in plant and leadership meetings.
• Exposure to typical manufacturing and warehouse conditions, including noise and moving equipment, when working within Operations areas.
• Personal protective equipment may be required in designated areas.
• Standard business hours Monday through Friday; occasional overtime or schedule flexibility may be required based on business needs.

If you excel in a dynamic, collaborative environment and are looking for meaningful challenges and opportunities to grow, you’ll find a great fit here. Banner Engineering is a premier employer headquartered in MN, offering competitive compensation, comprehensive benefits, and opportunities for professional development as we rapidly grow in the Industrial Automation industry.

Banner Engineering is an equal opportunity employer that considers all qualified applicants without regard to race, color, religion, sex, sexual orientation, national origin, disability, or protected veteran status.

Equal Opportunity Employer (EOE) M/F/D/V

This job description reflects management’s assignment of key responsibilities;

it does not prescribe or restrict the tasks that may be assigned.