Talent Management Partner - Environmental Solutions

About the role

Compensation : anticipated base salary range of $65,000-$101,000 USD annually. Compensation will vary based on relevant experience, education, skill level, and other compensable factors. Employees in this position may also be eligible for a discretionary cash bonus based on team and individual performance. This position is classified as exempt (salaried) under the Fair Labor Standards Act. Hybrid and travel: this position is designated as one with a hybrid work arrangement, which refers to splitting time worked between a Barr office and a home office. This position may be based out of Barr's Minneapolis or Duluth offices. Physical requirements: candidates must be able to perform job duties with or without reasonable accommodation. About you - necessary qualifications Education : bachelor's degree in human resources or a related field Experience : three years of experience as an HR generalist or in roles covering a variety of HR-related disciplines is needed; five years is preferred Demonstrated integrity and ability to build and sustain positive, collaborative working relationships across multiple levels and geographic locations Knowledge of U.S. employment laws Consultative approach to problem-solving Travel : ability and willingness to travel periodically to other Barr offices Communication : strong interpersonal, oral, and written communication skills Driver's license : possession of a current, valid driver's license and acceptable driving record Must be legally authorized to work in the United States without the need for sponsorship by Barr, now or in the future Helpful additional experience (not required) Certification in HR (e.g., SHRM-SCP, SPHR) Experience working within a professional services or consulting firm environment Knowledge of Canadian employment laws Experience in an employee-owned company Open positions at Barr Engineering Co. do not have application deadlines. Barr Engineering Co. is an equal opportunity employer, and all applicants will receive consideration for employment witho

Benefits

Additional Information

The role - what you'll do The business unit (BU) talent management partner is a member of the BU HR team who coordinates and implements BU-level human resources (HR) services that support business priorities and company values, ultimately enabling staff success. This person administers key components of Barr's talent management framework within assigned areas, as directed by the BU HR lead and in collaboration with BU staff and corporate HR. Individuals in this role also share best practices and business insights to help provide candidates and employees with consistent experiences. Your impact - key responsibilities Workforce strategy and planning : partner with BU leaders to develop and maintain an understanding of talent needs and strategies for meeting those needs in the short and long term and support staff-based revenue projection process for assigned practice areas (coordinating inputs and timelines, for example) Talent acquisition/recruiting: administer and coordinate effective, consistent recruiting and selection processes in collaboration with BU hiring and recruiting teams Onboarding/integration: coordinate integration planning and implementation for new hires and conduct new employee follow-ups, communicating themes and needs to appropriate stakeholders Project/function staffing: support and advise the PAL and PG leaders in addressing workload issues and imbalances, including coordinating efforts to identify staff for project roles and align skills with needs Growth and development: administer BU and/or practice-level coaching program activities, including ensuring appropriate coach pairings are established; implement and facilitate the talent review process in support of leadership development in the BU Engagement and retention: support practice area staff in understanding engagement survey results; facilitate action planning and support implementation follow-through Performance management: support and advise on development of performance improvement/success plans, as needed Transition and succession planning: implement and facilitate the talent review process for assigned practice areas and support retirement transitions and other forms of succession planning Employee relations: advise, inform, and educate staff on HR policies and practices; support a respectful and inclusive workplace, including coordinating or supporting investigations and follow-up actions, when necessary; connect staff with corporate HR resources for support with benefits, leaves, learning and development (e.g., IEA), Workday, and other topics, as needed Compensation and billing rate process administration: coordinate the salary-setting and bonus processes for staff within assigned practice areas, including conducting edge-matching as needed to support internal equity; work with practice area leads and officers to set initial billing rates for staff within assigned practice areas

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