Senior HR Business Partner

About MN Custom Homes

Founded in 2011 by two Bellevue locals, we have grown to become the preeminent Eastside luxury home builder today. Since Day 1 we have been driven by innovation and obsessed with setting our homes apart through their overall design and functionality. We truly get a thrill doing what we love most: building thoughtful homes that inspire community. Learn more about us and see our work at: https://mncustom.com
 

Why MN?

We pride ourselves on our empowered team environment and dedication to taking care of our people. We believe in setting you up to succeed with clear career progression, learning opportunities, and ownership of your role from the get-go. Accountability is huge for us, and we place a lot of trust in our employees to do the right thing. We believe that a supportive and inclusive culture yields happy people, and happy people are the most successful at what they do.

About This Role

As a Senior HR Business Partner, your role is pivotal in shaping and implementing strategic HR initiatives, working closely with leadership to foster a culture of inclusivity, collaboration, and excellence. The ideal candidate is a creative problem-solver who thrives in a dynamic environment, capable of addressing complex people operations issues with innovative solutions. As a Senior HR Business Partner, you will oversee key aspects of the employee lifecycle, lead HR projects, and collaborate with the VP of People & Culture to drive initiatives that align with our strategic objectives and mission. This position requires a blend of hands-on involvement and strategic insight, with the ability to navigate ambiguity and maintain a keen eye for detail.

On a Given Day, Your Work Might Include

• Lead and manage a team of Sr. People Operations Specialists, providing guidance, support, and professional development to ensure high performance and achievement of department goals
• Owns the overall team performance and pacing towards business goals. Establishes and manages team to goals and metrics to drive accountability. Inspires, motivates and leads assigned direct reports
• Work with the leadership teams to proactively identify organizational needs, evaluate options, and develop and drive needed change
• Oversees and owns team performance and supports policy, program, and process development for all facets of People Operations, including onboarding, benefits & total rewards, compensation, performance management, employee relations, offboarding, standard work, and other areas as assigned or needed
• Design, implement, and regularly update job family structures and classification criteria to ensure alignment with organizational goals and industry standards
• Strives for operational excellence and execution of people operations activities while identifying opportunities for efficiency, innovation, and automation wherever possible to scale delivery
• Owns the performance management software platform, processes, and administration. Delivers performance management coaching and provides guidance to employees and managers on a wide range of topics and issues
• Models and reinforces actions and behaviors consistent with the Company's values, mission, and culture
• Participates in employee relations activities, including investigations in response to employee relations issues. Recommends and implements courses of action based on investigation results
• Oversees onboarding process and participates in orientation as necessary
• Oversees offboarding process, ensuring a smooth experience for all stakeholders. Advises on separation decisions and participates in terminations
• Oversees Payroll to make sure non-exempt and exempt payroll are run accurately and on time
• Oversees Recognition and Wellness Programs
• Handles employee and contractor injury reporting, interfaces with injured employee/contractor and manager, and submits L&I/worker’s compensation follow up as required
• Advises on employee leave options and assists with tracking
• Maintains and expands knowledge and understanding of existing and proposed federal and state laws/regulations affecting human resource management. Identifies trends that could affect organizational objectives and/or operational resources. Interprets appropriate laws and policies and advise management and employees accordingly
• Lead company trainings as needed, meetings, or presentations as P&C SME or representative <