HR Business Partner

GENERAL PURPOSE OF JOB

The Human Resources Business Partner (HRBP) serves as a trusted and strategic advisor to leadership and employees within assigned business areas, providing guidance and support across a broad range of human resource disciplines. This role partners with leaders to translate business priorities and enterprise HR strategies into practical plans, enhance leadership effectiveness, strengthen employee engagement, and support organizational performance. The HRBP combines business understanding and HR expertise to address talent and workforce challenges, influence decision-making, and help deliver people-first and sustainable solutions that support business success. This position works independently on a wide range of HR initiatives while collaborating with HR Centers of Excellence and other internal partners. This HRBP role will have an initial primary partnership focus supporting the Red Wing Shoe Company owned, historic, St. James Hotel

ESSENTIAL DUTIES AND RESPONSIBILITIES

• Serve as a strategic advisor to leadership, providing candid counsel and perspective on the people, organizational, and talent implications of business decisions.
• Develop and execute people strategies that strengthen organizational and leadership capabilities, and support business objectives, workforce needs, and organizational priorities.
• Build strong, credible relationships with leaders and employees by providing practical guidance, fostering trust, and serving as a valued business partner.
• Anticipate and address complex employee relations, engagement, performance, policy, and workplace matters, providing recommendations that reflect sound judgment, consistency, company policy, and employment law.
• Consult with managers performance management, talent development, organizational effectiveness, communication, and workforce planning matters while balancing employee and business needs.
• Guide and support talent management processes including succession planning, talent reviews, career development, retention planning, and identification of talent risks and opportunities.
• Partner with leaders and HR teams to deliver integrated HR solutions and programs, implement organizational design and change initiatives, and drive continuous improvement efforts that enhance team effectiveness and employee experience.
• Analyze workforce trends, metrics, and business information to identify opportunities, provide recommendations, and support informed decision-making.
• Champion company culture, values, engagement, inclusion, and employee experience initiatives across assigned business areas.
• Participate in the development, implementation, and continuous improvement of HR programs, processes, tools, and practices that enhance organizational effectiveness and operational efficiency.

EDUCATION AND EXPERIENCE

• 4-7 years of progressive Human Resources experience, including experience supporting leaders and employees in a business partner, generalist, employee relations, talent management, organizational development, or related role.
• Demonstrated experience partnering with leaders to address talent, workforce, employee relations, organizational effectiveness, and business challenges.
• Experience supporting the execution of HR initiatives and programs across multiple HR disciplines.
• Professional certifications (e.g., PHR, SPHR, SHRM-CP, SHRM-SCP), relevant college degrees, specialized training, continuing education, and or other relevant professional development activities are beneficial but not required.
• Human Resources experience within a hospitality, hotel, restaurant, guest-service, or related service environment is preferred.

KNOWLEDGE, SKILLS AND ABILITIES

• Strong business acumen and understanding of organizational, operational, and financial drivers.
• Ability to use data, trends, and insights to identify issues, develop recommendations, and support decision-making.
• Working knowledge of employee relations, performance management, talent management, organizational effectiveness, workforce planning, and employment law.
• Strong consulting, coaching, communication, and influencing skills with the ability to build trusted relationships at all organizational levels.
• Demonstrated ability to develop leaders, strengthen team effectiveness, and support employee growth and engagement.
• Results-oriented with healthy accountability, judgment, and ability to manage multiple priorities in a fast-paced environment.
• Ability to drive continuous improvement through process enhancement, innovation, and effective use of technology.
• Adaptable and resilient with a commitment to continuous learning, professional growth, and organizational success.

Red Wing Shoes is an Equal Opportunity Employer.

Equal Opportunity Employer/Protected Veterans/Individuals with Disabilities.
Individuals with disabilities needing assistance in completing an application may contact rwsc.recruitment@redwingshoes.com or call 651-388-8211.

Please view Equal Employment Opportunity Posters provided by OFCCP at https://www.dol.gov/ofccp/regs/compliance/posters/ofccpost.htm

All offers of employment are contingent on satisfactory results of a background check.

Red Wing Shoe Company, Inc. is a drug-free workplace.

Red Wing Shoe Company will not be using recruitment agencies or firms to fill this position and we will not accept unsolicited resumes or candidate information. No agency calls please.

The contractor will not discharge or in any other manner discriminate against employees or applicants because they have inquired about, discussed, or disclosed their own pay or the pay of another employee or applicant. However, employees who have access to the compensation information of other employees or applicants as a part of their essential job functions cannot disclose the pay of other employees or applicants to individuals who do not otherwise have access to compensation information, unless the disclosure is (a) in response to a formal complaint or charge, (b) in furtherance of an investigation, proceeding, hearing, or action, including an investigation conducted by the employer, or (c) consistent with the contractor's legal duty to furnish information. 41 CFR 60-1.35(c)