Human Resources Business Partner
DuraMark Technologies · St Paul, MN
Department: Human Resources Reports To: Director of Human Resources Location: St. Paul, Minnesota FLSA Status: Exempt Position Type: Full-Time, On-Site
Position SummaryThe Human Resources Business Partner (HRBP) is a key member of DuraMark’s shared-services Human Resources team. Based at the St. Paul operation, this position serves as the primary on-site HR resource for St. Paul while supporting employees and leaders across DuraMark locations as business needs require.
This is a hands-on HR role with a strong emphasis on employee relations, workplace investigations, company-wide leave and accommodation management, manager support, performance management, training, employee engagement, and consistent application of company policies and practices.
The successful HRBP will be structured but adaptable—someone who values consistency, documentation, and compliance without becoming unnecessarily rigid or procedural. This individual must be comfortable independently assessing situations, making sound recommendations, respectfully challenging others when appropriate, and finding practical solutions within legal and company requirements.
The HRBP works closely with the Director of Human Resources and other HR team members as part of a shared-services function supporting DuraMark operations in Minnesota, Indiana, Michigan, Texas, Oklahoma, and Washington.
Essential Duties & ResponsibilitiesEmployee Relations & Workplace Investigations
- Serve as the primary on-site HR resource for employees and leaders at the St. Paul location.
- Build trusted relationships with employees and managers while maintaining appropriate objectivity and confidentiality.
- Conduct timely, thorough, and objective workplace investigations involving employee complaints, misconduct, harassment, policy violations, and other workplace concerns.
- Gather and evaluate facts, interview employees and witnesses, assess credibility, document findings, and make appropriate recommendations.
- Provide guidance to supervisors and managers regarding employee relations, conduct, policy interpretation, and workplace concerns.
- Coach managers through difficult employee situations and conversations.
- Support corrective action and termination decisions, including documentation, consistency, and compliance review.
- Respectfully challenge proposed management actions when the facts, company policy, consistency, or compliance considerations warrant a different approach.
- Evaluate employee situations individually rather than relying on a one-size-fits-all approach.
Leave & Accommodation Management
- Administer employee leaves and workplace accommodations for employees across all DuraMark locations, including applicable federal, state, and local leave requirements, from initial request or identification through return to work or final resolution.
- Administer applicable Minnesota leave requirements, including Minnesota Paid Leave, Earned Sick and Safe Time, Pregnancy and Parenting Leave, and other applicable state or local protected leave.
- Administer FMLA and ADA accommodation processes and appropriately coordinate overlapping leave and accommodation requirements.
- Recognize potential leave or accommodation triggers even when an employee does not specifically request a particular type of protected leave or accommodation.
- Maintain accurate and confidential leave and accommodation documentation.
- Coordinate with the appropriate HR, payroll, benefits, and external resources regarding pay, benefit deductions, employment status, and other administrative impacts of leave.
- Recognize when an issue requires escalation to the Director of Human Resources or outside resources.
Performance, Attendance & Policy Administration
- Coach managers on employee performance, attendance, conduct, and accountability.
- Assist with coaching documentation, written warnings, performance improvement plans, and other corrective actions.
- Review proposed employee actions for appropriate documentation, consistency, and compliance.
- Apply company policies consistently while considering the individual facts and circumstances of each situation.
- Maintain accurate employee relations and performance documentation.
- Follow issues through to resolution and ensure appropriate closure.
- Identify recurring employee-relations or performance trends and recommend process, policy, or training improvements.
- Partner with the Director of Human Resources to administer DuraMark’s performance review process, including review cycles, manager support, completion follow-up, and identification of performance and development trends.
- Track and analyze relevant HR trends, including employee relations, attendance, leave, performance, and training, and provide information and insights to support HR reporting and dashboards.
Training & Manager Development
- Identify training needs based on employee-relations trends, compliance requirements, operational needs, and manager capability.
- Develop and facilitate practical training for managers and employees.
- Provide manager training on documentation, performance management, attendance, respectful workplace expectations, investigations, leaves, and company policies.
- Partner with the Director of Human Resources to identify and assign required employee and manager training and follow up on completion.
- Help managers understand not only what is required, but why.
- Reinforce manager accountability and consistent application of company expectations.
Employee Engagement & BEES Committee
- Serve as HR’s regular representative and coordinator for DuraMark’s BEES Employee Engagement Committee, working with employee committee members across locations.
- Help coordinate committee meetings, the annual engagement calendar, employee recognition activities, and communication of BEES initiatives.
- Support balanced representation and participation in employee engagement activities across St. Paul, Westfield, and other DuraMark locations as appropriate.
- Coordinate the employee newsletter, including birthdays, service anniversaries, new hires, promotions, employee recognition, company and committee updates, and other relevant employee communications.
- Partner with the Director of Human Resources and BEES Committee members to strengthen employee communication, recognition, connection, and engagement while maintaining employee ownership of committee activities.
HR Operations & Shared Services
- Provide responsive HR support to employees and managers.
- Support employees and leaders across DuraMark locations as business needs require.
- Serve as a visible HR presence and identify recurring employee concerns, workplace themes, and engagement opportunities; elevate relevant trends and recommendations to the Director of Human Resources.
- Conduct or support exit interviews and identify turnover, retention, and employee-experience themes for review with the Director of Human Resources.
- Partner with hiring managers and the Director of Human Resources on workforce needs, candidate selection, and hiring decisions as appropriate.
- Coordinate the HR portion of employee onboarding, including orientation, company information, required policies, and HR processes.
- Support employee status changes, transfers, promotions, and other employment transactions.
- Maintain accurate employee records and HR documentation.
- Participate in HR process improve