Associate HR Business Partner

at  Red Wing Shoe Company

Company Description
Watch here to see what it’s like to work at Red Wing Shoe Company.
Red Wing Shoe Company is based in Red Wing, Minnesota, just 40 minutes from St. Paul, where our corporate office sits along the Mississippi River in downtown Red Wing. We are a global company with 2300 employees around the world, but we maintain a close-knit family atmosphere that comes with being a privately-held company. We’re rich in history and tradition, but innovation drives us to deliver best-in-class product solutions and highly rated customer experiences. Focus on our employees and company culture results in meaningful employee engagement across the organization. Our Guiding Behaviors of Living our Values, Honoring our Brands, Inspiring our People, Centering on our Customers, and Preserving the long term success and legacy of our Company are the foundation on which we build our future.
Job Description
The targeted hiring range for this full-time position is $57,600 - $77,800 depending on qualifications; however, the expanded salary range provides opportunities for advancement. Our salary ranges are determined by role, level, and job location. Within the range, individual pay is determined by factors including job-related skills, competencies, experience, and relevant education, training or a combination of these things and market demand. Your recruiter can share more about the specific salary range and benefits for your location during the hiring process.
We are looking for an Associate HR Business Partner to join in support of our Revenue teams!
This role is responsible for supporting the execution of HR initiatives across designated business unit (s) that support related strategies and objectives. This role will assist the HRBP, Manager build leadership, enhance the employee experience, provide HR perspective to business decisions, and develop and integrate targeted people strategies. The Associate HRBP will provide operational support in areas such as onboarding, development, talent management, change and learning, employee/labor relations, performance management, and day to day leader and field support & communication.

EDUCATION & EXPERIENCE

• Bachelor’s degree in human resources or other business-related field (B.A./B.S.) with a minimum of two years of related experience preferably in HR; or an equivalent combination of education and experience.
• Experience supporting development and execution of HR initiatives and processes.

KNOWLEDGE, SKILLS, CAPABILITIES

• Utilizes critical thinking and analytical skills regularly to identify issues and trends, develop solutions and/or recommendations
• Strong interpersonal and communication skills with a flexibility of style that enables successful partnership with a variety of groups and personalities
• Excellent organizational skills with the ability to manage multiple priorities, projects and tasks ensuring results are delivered on time and of high quality
• Demonstrated ability to partner effectively in a team setting
• Ability to effectively analyze situations, and offer thoughtful and innovative solutions to business problems through data and visual dashboards
• Ability to leverage people, process and technology to drive improvements
• Working knowledge of areas such as organizational development, team dynamics, leadership development, employee relations, management/leadership effectiveness
• Demonstrated knowledge of employment law in various states, policies, practices and ability to apply said practices to various situations
• Strong computer skills including MS Office (Excel, Word, PowerPoint), and familiarity with use of HRIS systems

• Partner with internal team and customers to support and execute on corporate wide talent initiatives and business unit specific programs (e.g., workforce planning, talent acquisition, job evaluation, performance management, compensation planning, employee incentive planning, talent reviews, career and succession planning, etc.)
• Assist in the effective and timely implementation of HR processes across the business areas
• Coordinate and work to streamline HR workflow processes, standards and procedures in support of designated team
• Partner with HR team and business leaders to execute change leadership & organizational effectiveness solutions to drive continuous improvement of people processes (e.g., employee engagement, communications, organization design, coaching, learning and development, career development consultation, succession planning, etc.)
• Support designated business unit by participating in the identification, investigation and resolution of employee relations issues, anticipate problems whenever possible, and develop, recommend, and initiate appropriate steps for resolution.
• Partner with HRBPs and business leaders to provide input on strategic direction and overall talent strategies that support the culture, company direction, and the growth needs of the business and employees.
• Enhance HR services and effectiveness to the Business Unit(s) by establishing a strong partnership and keeping abreast of their leading business issues.
  Qualifications