A Human Resources Business Partner acts as a liaison and strategic support between lines of business and human resources. Provides guidance on hiring, employee relations, talent management and other HR strategy and tactics to business leaders and hiring managers.
Human Resources Business Partner Loram Maintenance of Way, Inc. United States, Minnesota, Hamel 3900 Arrowhead Drive (Show on map) Aug 15, 2026
Job Title:
Human Resources Business Partner FLSA Status:
Exempt Department:
Human Resources Reports to: Director, Human Resources
GENERAL DESCRIPTION / PURPOSE
Responsible for guidance and coordination of daily Human Resource (HR) operations for a given department or departments. This includes providing input to all relevant policies and programs, consultative services on organizational performance, and relevant HR data to help establish and review performance goals. Through collaboration, guidance, and strategic agility, this position ensures department(s) have the HR support required to build strong teams with attention to continued development that will drive continued growth and improvement.
ESSENTIAL JOB FUNCTIONS
Talent Management and Compensation Translates business strategy and organizational needs into progressive organizational performance solutions including organizational design, talent management, leadership development, change management, and culture change.
Provide guidance to leadership on performance management and career development. Identify, develop, and implement talent processes to improve employee development, talent retention, and succession planning.
Support the planning and delivery of a strategic compensation approach that supports business priorities, and pay-for-performance philosophy and is equitable.
Partner with hiring managers on the recruitment process, participating in interviews, and advising on offers.
Assists international employees with expatriate assignments and related HR matters. Employee Relations Build engagement through all levels of the organization by creating a respectful and inclusive work environment while modeling the Company's ICARE values and fostering cultural diversity.
Manages and resolves complex employee relations issues by conducting thorough and objective investigations, providing recommendations for corrective action, and supporting leaders during employee performance management discussions.
Maintains in-depth knowledge of legal requirements related to day-to-day management of employees, reducing legal risks and ensuring regulatory compliance. Partners with the legal department as needed/required. Strategy and Training Support senior leaders on key areas such as building an inclusive and diverse team, creating a culture of belonging, and acting as a sounding board for all employees to encourage cross-pollination, collaboration, and high performance
Translates the business priorities of their leaders into relevant HR strategies and monitors the effectiveness of organization performance programs using metrics and analytics in a way that brings value to the business.
Analyzes key data and trends to drive organizational effectiveness and the development of a workforce plan aligned with business strategy and objectives.
Identify and implement processes and solutions to improve the capability of leaders, managers, and employees through training and development initiatives.
