Are you an experienced in working with Manufacturing Operations employees? Do you enjoy helping managers build skills and engage their teams? We are growing our team! Starkey is seeking a dynamic Human Resources Business Partner to support our Operations Group. This position with report the Operations HRBP Director here in Eden Prairie.

At Starkey, we are in the business of connecting people and changing lives. As a world leader in the manufacturing and delivering of advanced hearing solutions, we go to work each day to ensure every person on the planet has the opportunity to hear their very best. Founded in 1967, Starkey is known for its innovative design, development and distribution of comprehensive digital hearing systems.

Headquartered in Eden Prairie, Minnesota, Starkey has more than 5,000 employees globally, operates 29+ facilities and does business in more than 100 markets worldwide.Here's a video about the people behind Starkey's groundbreaking innovation:

The HR business partner (HRBP) position is responsible for aligning business objectives with employees and management in designated business units. The position serves as a consultant to management on human resource- related issues. The successful HRBP acts as an employee champion and change agent in support of key business strategies. This position will support our manufacturing and operations front-line management team and their employees.

JOB RESPONSIBILITIES/RESULTS

1. Support strategic decision-making

• Facilitate business planning meetings
• Offer insights about human resource implications of strategic decisions
• Add value during discussions of strategic options and models
• Share information about strategic practices of other organizations
• Help ensure alignment of structure, governance, and policies with organizational strategy

2.Enable effective change

• Help leaders/managers determine if/how to introduce change
• Identify and resolve obstacles
• Support employees during change
• Prepare first-line supervisors to "re-energize" their teams after significant change
• Help develop change and communication plans
• Support post change actions to ensure all transitions are complete

3. Design and structure organizations, and jobs to optimize effectiveness

• Support leaders and teams tasked with re-design
• Explain pros/cons of various options (e.g., matrix, regional)
• Partner with business to map work-flow and processes
• Establish design principles to guide re-structuring
• Build communication and execution plans

4. Establish measures to inform and guide business and HR decisions

• Support the development of "balanced scorecards" and other metrics for teams and business units
• Evaluate the effectiveness and ROI of various HR programs and practices
• Support benchmarking efforts
• Develop measures of HR effectiveness to guide HR decision making
• Evaluate progress and guide adjustments during organizational change

5. Provide expertise on organizational pay philosophy and supporting processes

• Partner with the Total Rewards function for expertise on plan design, market data, and analysis.

6. Introduce, support and use effective performance management processes, practices, tools, and metrics

• Diagnose and help managers diagnose performance problems
• Ensure clear performance expectations throughout the organization
• Develop and introduce performance management processes, practices, tools, and metrics
• Ensure clear "lines of sight" from individual to unit to organizational goals
• Coach managers on how to deal with poor performers
• Provide guidance on employee relations issues; apply employment law expertise and consult.

7. Foster optimal team effectiveness

• Diagnose obstacles to team effectiveness
• Accelerate team learning and development
• Assimilate new leaders quickly
• Facilitate cross-team coordination
• Teach teams how to "de-brief" and self-correct

8. Support Employee Retention/Motivation - keeping and energizing talent

• Help identify "high priority" retention needs
• Recommend and implement best practices and policies to retain talent
• Introduce practices and coach managers how to motivate and reward effectively
• Diagnose obstacles to motivation and retention
• Provide insights into the use of reward systems to motivate "winning" behaviors

9. Foster learning and building capabilities [Partnership with OD and/or training function; may act as a facilitator between client group and specialist function]

• Develop/identify training, mentoring, coaching and other options to address key developmental needs
• Identify individual, unit, and organizational training and learning needs
• Introduce/facilitate effective talent management/succession planning processes
• Identify competency requirements for new jobs
• Accelerate integration of new employees and foster continuous learning

10. Support HR processes

• Responsible for the execution of internal HR processes with assigned client groups
• Participate in the recruitment process to ensure accuracy of job profiles and candidate fit [Partner with recruitment function; may participate in the interview process for final candidates]
• Ensure client teams are in compliance with all Starkey policies and procedures
• Conduct exit interviews of all voluntary terminations

JOB REQUIREMENTS

• Education
  • Bachelor's degree in Human Resources, business or related field or equivalent experience
• Experience
  • 5-7 years of HR experience required in a manufacturing environment
  • Experience working at all levels of the company; executive to associate level

Knowledge / Technical Requirements

• Strong understanding of employment law and compliance; knowledge of OFCCP, AA, Wage and Hour, FLSA, Non- Compete/Non-Solicit, NDA's and other relevant topics related to recruitment

Competencies, Skills & Abilities

• Strength with Organizational Design, Compensation and Employee Relations
• Must be able to manage and prioritize competing demands; accept criticism and constructive feedback, while being extremely adaptable and flexible
• Exceptional communication and presentation skills, interpersonal, and written
• Confidential Information:
  • This position has access to personnel files, performance management information, salary information and termination information
• Required Communication:
  • External: Communicates with outside agencies, vendors, and government agencies
  • Internal: Communicates regularly with managers and employees at all levels of the company

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