People Partner (HR Business Partner)

Job Information

Join Our Team of Groundbreakers & Be Part of Creating the Future

 

At Bobcat, we're not just a company; we're a force for innovation, and our diverse team of groundbreakers is at the heart of our success. With a legacy of excellence and a commitment to empowering people to accomplish more, we're seeking passionate individuals who want to be part of our mission.

 

Our company culture thrives on collaboration and creativity. We're a tight-knit, collaborative team that believes in turning dreams into reality. We've built a workplace that fosters personal and professional growth and offers competitive benefits to support your life outside of your career. If you’re looking for an opportunity to make an impact at the forefront of the industry, we have a place for you! 

 

The People Partner will play a key role in shaping our company culture by working closely with senior leaders to develop and implement workforce strategies that support business objectives and drive organizational effectiveness. People Partners will serve as a consultant to business leaders, managers and employees on HR-related matters, and work collaboratively with other members of the HR team to ensure that HR initiatives and programs are aligned with business objectives. The People Partner is the service delivery owner for assigned business functions and the HR liaison for the functional areas of Human Resources. 

 

This position may be located in either Bismarck, ND,  West Fargo, ND or Statesville, NC

Role & Responsibility

•    Develop workforce strategies for assigned business functions in alignment with overall business strategy and growth objectives. 
•    Act as a trusted strategic advisor and business partner to business leaders in the areas of talent management, organizational design and capability, employee engagement, leadership development, and change management to strengthen overall business performance and organizational health. 
•    Advise and guide all levels of management to develop employee engagement strategies and action plans that are consistent with the company culture and values.
•    Coach leaders and partner with them to build engaged, high-performing teams.
•    Provide expertise and guidance on organizational design, restructuring, and business integrations to ensure effective transitions.   
•    Serve as an HR thought leader who is willing to speak up and challenge when necessary to grow our leaders and the business. 
•    Resolve problems and concerns with agility and professionalism, addressing concerns responsively, using appropriate influencing and negotiating skills.
•    Leverage the subject matter expertise within People Programs & People Operations to deliver effective and timely HR solutions, annual processes, programs, and policies to assigned business functions.
•    Identify learning and training gaps as part of functional workforce strategy development and partner with People Programs to develop and implement training and development programs that support the growth and development of our employees and leaders.
•    Partner with the Talent Acquisition team to ensure the business has the necessary talent to meet current and future needs.
•    Support and participate in special HR projects and initiatives led by the People Projects team. 
•    Ensure compliance with all federal and state employment laws and regulations.
 

Job Requirement

•    Bachelor's Degree – Human Resources, Business Administration, or related field.  Master’s Degree-Preferred 
•    7-10 years of HR business partner/generalist experience in roles of increasing complexity and scope, partnering directly with senior leaders. 
•    Strong business acumen with the ability to maintain an understanding of the overall business and a deep understanding of assigned functions including financial position, mid and long-range plans, business value drivers, key environmental factors, competitive indicators, and the implication of business growth and change on talent.  
•    Must possess and convey a strong leadership presence with the ability to communicate to effectively influence outcomes and drive change.
•    Previous experience in developing workforce/human capital strategies addressing business needs in the areas of workforce planning, succession planning, organizational design, change management, employee engagement and/or leadership development. 
•    Ability to remain flexible and agile in an ever-changing environment, handle ambiguity with ease, and a willingness to always be learning 
•    Capacity to simultaneously manage several issues and initiatives, while ensuring prompt and effective support. 
•    Aptitude to work strategically and tactically, when necessary