Human Resources - HR Business Partner

1900 18th St, Spirit Lake, IA 51360, USA Req #178
Friday, February 12, 2021



The Human Resource Business Partner (HRBP) will work collaboratively within the HR function, as well as across the business to help individuals and teams meet company objectives. This position is responsible for aligning business objectives with employees and management on various teams and within different functional areas. The incumbent will form partnerships across the HR function to deliver value-added service to management and employees which reflects the business objectives of the organization. The HRBP will work across a variety of Human Resource disciplines, and also maintain an effective level of business literacy about the financial position of the company, mid-range plans, culture, and competition.




·         Conducts daily and weekly meetings with respective team members and business leaders, partnering to set strategy, identify opportunities and solutions, and resolve problems.

·         Coaches, leads and mentors team members, employees, and leaders to meet objectives.

·         Consults with line management, providing HR guidance when appropriate.

·         Analyzes trends and metrics in partnership with the HR team to develop solutions, programs and policies.

·         Manages and resolves complex employee relations issues. Conducts effective, thorough and objective investigations.

·         Maintains in-depth knowledge of legal requirements related to day-to-day management of employees, reducing legal risks and ensuring regulatory compliance. Consults appropriately with outside counsel as needed/required.

·         Provides day-to-day performance management guidance to line management (e.g., coaching, counseling, career development, corrective actions).

·         Works closely with management and employees to improve working relationships, build morale, and increase productivity and retention.

·         Provides HR policy guidance and interpretation.

·         Helps to establish and evaluate terms for new hires, promotions and transfers.

·         Provides guidance and input on functional area structure, workforce planning, and succession planning.

·         Assists in identifying training needs for individuals, leaders, and functional areas, etc.

·         Participates in establishing effective onboarding and offboarding processes; supports/follows accordingly.

·         Routinely evaluates and monitors onboarding and training programs to ensure success. Follows up to ensure training objectives are met.

·         Drives and upholds company culture & values in parallel with accountability and high-performance focus.

·         Performs other related duties as assigned.




·         Excellent verbal and written communication skills.

·         Excellent interpersonal and customer service skills.

·         Excellent organizational skills and attention to detail.

·         Ability to comprehend, interpret, and apply the appropriate sections of applicable laws, guidelines, regulations, ordinances, and policies.

·         Ability to acquire a thorough understanding of the organization's hierarchy, jobs, qualifications, compensation practices, and the administrative practices related to those factors.

·         Excellent time management skills with a proven ability to meet deadlines.

·         Able to establish, review, and revise processes; demonstrates a continuous improvement mindset.

·         Strong analytical and problem-solving skills.

·         Proficient with Microsoft Office Suite or related software; experience with HRIS Systems (Dayforce)




·         Minimum of 8 years of experience in HR & resolving complex employee relations issues.

·         Working knowledge of multiple human resource disciplines, including compensation practices, organizational design, staffing and recruitment, employee relations, diversity, performance management, and federal and state respective employment laws.

·         Bachelor's degree preferred.

·         SHRM Certified Professional (SHRM-CP) or SHRM Senior Certified Professional (SHRM-SCP) credential preferred.




Communication: Strong communication skills are a requirement as a Human Resource Business Partner. HR Business Partners communicate with all levels of the company. In addition to understanding management needs, the HR Business Partner must also be able to convey those needs effectively to other employees. Verbal, nonverbal and written communication skills are all important in this role.

Project management: HR Business Partners are often in charge of projects. Strong project management skills like organization and time management will assist the HR business partner in effectively leading projects to completion.

Problem-solving: HR Business Partners often have to solve problems. It is the role of the HR Business Partner to identify problems and then, to come up with possible solutions to overcome it.

Leadership: Strong leadership skills will assist HR Business Partners in understanding their team's needs, motivating them to complete tasks and to meet the overall objectives of the company.

Pure Fishing is THE global leader in the fishing tackle industry, with a portfolio of iconic brands that includes Abu Garcia, Berkley, Fenwick, Penn, Pflueger, Shakespeare, SpiderWire, and Ugly Stik. Our team of industry-leading experts and our global network of operations and innovation hubs produce world-class products designed to delight our customers and exceed the needs of anglers worldwide.   But fishing to us is not just about business, it is about time shared with family and friends, time on the water, excitement and the environment. We are a passionate team dedicated to creating memorable experiences by helping anglers everywhere have more fun catching more fish.

Other details

  • Job Family Human Resources
  • Job Function Human Resources
  • Pay Type Salary
  • 1900 18th St, Spirit Lake, IA 51360, USA