HR Business Partner

Hunt Electric is 100% employee owned and connected by our core values providing the perfect blend of big-company stability, resources, and opportunities, with the tight-knit team culture, creative spirit, and customer loyalty of a local business.

As a Human Resources Business Partner (HRBP), you will serve as a trusted advisor and strategic partner to leaders across the organization, championing our employee-owned culture and people-first values. This role blends strategic thinking with hands on HR support, ensuring that our employees feel seen, supported, and set up for success.

Our HRBP function is still new and has been part of our organization for less than a year. This is a great opportunity to help shape how we support the business while continuing to work closely with a collaborative HR team. It’s an ideal next step for an HR professional with Generalist or Specialist experience who’s ready to stretch into broader responsibilities, deepen their influence, and grow their business partnership capabilities.

If your work approach aligns with our Core Purpose, “Connecting People with Opportunity”, and you’re energized by relationship‑building, problem‑solving, and helping people thrive, this could be the right spot for you!

• Strategic Partnership: Collaborate closely with leaders to align HR strategies with business goals. Offer guidance on organizational design, workforce planning, and talent initiatives that strengthen team effectiveness and company performance.
• Employee Relations & Culture: Foster an inclusive and respectful workplace by building strong, trusted relationships with employees and managers. Serve as a key resource for addressing concerns, resolving conflicts, and promoting a positive and productive work environment.
• Internal Investigations: Lead and support fair, timely, and thorough internal investigations across all parts of the organization, including our home office, branch locations, jobsites, and union field teams when needed. Approach each situation with objectivity, care, and confidentiality, ensuring all employees feel heard and respected throughout the process. Provide guidance to leaders on appropriate next steps, balancing compliance, consistency, and our people‑first values.
• Employee
  
  Experience:
  
  Help shape and sustain a culture where people thrive. Support engagement efforts that reflect our employee‑owned mindset and prioritize well‑being, psychological safety, and open feedback.
• Leave Management: Manage all types of employee leaves with compassion, consistency, and compliance, ranging from medical and parental leave to personal, military, and job‑protected state and federal leaves, including Minnesota PFML. Serve as a key resource for employees and managers throughout the leave process, ensuring clear communication, accurate documentation, and a smooth transition before, during, and after leave.
• Talent Management & Onboarding: Partner with leaders and Talent Acquisition to support hiring, onboarding, employee development, and succession planning, ensuring a smooth and connected experience from day one through career growth.
• Performance Management: Guide leaders and employees through our performance management process, including goal setting, performance evaluations, and feedback that align with our feedback culture.
• Inclusion & Belonging: Drive initiatives and ensure that policies, procedures, and practices support an inclusive work environment.
• Leadership and Career Path Development: Partner with the Learning & Development team by sharing feedback, trends, and needs from leaders and employees to help inform the design of development programs. Support the implementation of learning initiatives that build leadership capabilities and create clear, meaningful career pathways aligned with our values and organizational goals.
• Change Management: Support leaders through organizational change initiatives, ensuring smooth transitions, clear communication, and continuous employee engagement.
• Compliance: Ensure compliance with all local, state, and federal employment laws, and act as a steward of company policies, particularly those that reinforce our…