Senior HR Business Partner

Keenfinity•Burnsville, MN

1d•$118,000 - $130,000•Onsite

About The Position

The Senior HR Business Partner serves as the primary onsite Human Resources partner for the Burnsville, MN location as well as the Lincoln, NE office, and general support for the Americas. The HRM supports leaders and employees across the full employee lifecycle. This role acts as a trusted advisor to managers, coaching and influencing them to deliver consistent, fair, and legally compliant people management practices. The HR Manager plays a critical role in talent management, organizational effectiveness, employee engagement, and culture—especially during periods of change—while also handling day-to-day HR needs and partnering with HR Operations on annual core HR processes.

Requirements

Bachelor’s degree in Human Resources, Business Administration, or a related field (or equivalent experience).
8+ years of progressive HR experience, preferably in a generalist or HR Business Partner role.
Experience partnering directly with managers and leaders on performance management, talent development, and employee relations.
Strong working knowledge of employment laws and HR best practices.
Ability to operate independently as the sole onsite HR representative while collaborating with centralized HR teams.
Strong coaching, influencing, and communication skills.
Comfortable balancing strategic initiatives with hands-on, operational work.

Nice To Haves

HR certification (PHR, SPHR, SHRM-CP, or SHRM-SCP) is preferred.
Experience supporting organizations through growth, transformation, or cultural change preferred.
Experience using HR data and metrics to drive insights and decision-making preferred.
Regular travel is not required. May travel up to 1-2 times per year, domestically or internationally.

Responsibilities

Serve as a strategic HR partner to leaders and managers, providing guidance on performance management, employee relations, and people decisions.
Coach and influence managers on best practices for performance concerns, corrective action, and development conversations to ensure consistency, fairness, and legal compliance.
Partner with leaders on talent reviews, including 9-box assessments, succession planning, and individual development plans.
Support organizational design discussions, role clarity, and team structure as the business evolves.
Gather and analyze HR data to provide key metrics and insights, including turnover, hiring, and workforce trends.
Use data to inform recommendations and improve people practices over time.
Partner with hiring managers to assess hiring needs and workforce plans.
Collaborate closely with the Talent Acquisition team to ensure timely, high-quality hiring outcomes.
Act as a culture steward during company transition, helping leaders and employees navigate change effectively.
Lead and support employee engagement initiatives, including surveys, action planning, and follow-through.
Partner with leaders to reinforce company values and desired behaviors across the organization.
Identify skill gaps and development needs for managers and either deliver training or connect leaders to appropriate tools and resources.
Equip managers to be effective people leaders through coaching, education, and practical guidance.
Ensure compliance with all local, state, and federal employment laws and regulations.
Partner with managers to address employee relations issues and mitigate risk appropriately.
Maintain accurate documentation and ensure HR practices align with company policies and legal requirements.
Partner with internal consultant teams and HR Operations to implement annual HR processes such as performance reviews, salary planning, and related communications.
Support and execute ad hoc HR projects as business needs arise.