Human Resources Businses Partner

 

Who We Are

At CPC (Colder Products Company), we’re not just connecting fluid lines – we’re connecting people, ideas, and possibilities. For nearly 50 years, we’ve been engineering cutting-edge fluid connection technologies that power industries from biopharmaceutical, thermal management (liquid cooling of electronics), medical, industrial, and chemical handling markets.

 

But what sets us apart? Our people.

 

We’re a team of problem-solvers, innovators, and forward thinkers who thrive in a culture that values collaboration, creativity, and continuous improvement. Headquartered in Minneapolis/St. Paul, with over 700 employees in 14 countries, we’re growing fast, and we want you to grow with us!

 

Your Role

Are you ready to make an impact and work with a company that values your expertise, ideas, and career growth? As our next Human Resources Business Partner, you’ll be at the forefront of shaping our organization’s success. This isn’t just a job – it’s a career move where you’ll thrive, learn, and enjoy coming to work.

The Human Resources Business Partner is responsible for partnering with CPC’s HR team on driving and supporting specific HR programs, projects, and initiatives broadly across CPC’s business. This position will support the team by enhancing current programs and processes and delivering on annual HR projects that align with CPC’s employer of choice strategy. This position will also serve as the day-to-day HR point of contact for leaders and employees within an assigned department.

 

Responsibilities:

 

Human Resources Business Partner (25%):

• Serves as main day-to-day HR point of contact for leaders and employees within assigned department related to HR policies and procedures including, but not limited to, onboarding and offboarding, payroll, timekeeping, benefit administration, FMLA and leaves of absence, employee relations, and policy interpretation. Takes responsibility and ownership to ensure appropriate action and follow-up is taken.
• Serves as a trusted and credible partner, providing strong employee relations and consultative services to leadership and employees, including performance management, corrective/disciplinary action, and investigations.
• In partnership with Talent Acquisition Center of Excellence, manages full cycle recruiting process for open requisitions within business unit including job description creation, job requisition approval and posting process, managing recruitment, and interview process, presenting offer letters, and pre-employment screening.
• Support HR team in various projects and day-to-day priorities in HR Business Partner capacity as needs and requests arise including, but not limited to, coverage for leave of absences, vacations, or supporting high-demand business priorities.
• Promote an environment of positive employee relations, maintaining confidentiality, establishing trust and credibility, and demonstrating high-level integrity. 
• Maintain knowledge of legal requirements and government reporting regulations affecting human resources’ functions and ensure policies, procedures, and reporting compliance.

 

HR Project Lead (75%):

• Partner with CPC’s HR team to support annual road map events (annual enrollment, performance and compensation cycle, engagement survey, talent review, etc.) Includes assisting in execution activities of each program, developing tools, refining processes, and delivering enhancements that improve key initiatives.
• Ownership of assigned HR projects and department initiatives ensuring assigned deliverables are met and providing progress updates on project execution. Includes developing and enhancing HR standards, processes, and tools to ensure a consistent employee experience across all functions within HR. 
• Partner with Center of Excellence leads and/or designated internal subject matter experts on HRIS and other HR system enhancements and implementations from data testing to implementation. Supports and drives communication and change management efforts throughout the organization.
• Support diverse assignments including, but not limited to, employee relations, full-cycle talent acquisition, compensation, organization design, benefit & leave administration, training, organization and individual development, talent management, reward & recognitions, change management, HRIS and system support, onb