HR Business Partner/Sr. HR Business Partner

Summary

Buckle is expanding our Human Resources team and is seeking qualified candidates for both the Senior Human Resources Business Partner (Sr. HRBP) and the Human Resources Business Partner (HRBP) positions. We encourage applicants with varying levels of experience to apply. This posting outlines the core responsibilities and expectations for the Senior Human Resources Business Partner (Sr. HRBP) role. The Human Resources Business Partner (HRBP) position carries similar responsibilities, but less leadership expectations and focus on strategic decision-making and organizational development. The position level, qualifications and expectations will be discussed during the interview process.

This is a leadership position in the Human Resources department responsible for providing guidance to Teammates and Leadership across the Company. This is a position in the HR Business Partner series. This position evaluates and executes Human Resources goals and objectives and is involved with policy development and adherence. This role will focus on the functional areas of HR– Teammate Experience, Talent Development and Learning, Teammate Relations, and Technology. HR Business Partners will be cross-functional and able to perform in each area successfully.

Essential Duties and Responsibilities
This description intends to describe the general nature and level of work performed by Teammates assigned to this job. It is not intended to include all duties, responsibilities, and qualifications. To perform this job successfully, an individual must be able to perform each essential duty satisfactorily. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions.

Leadership Partnership & Organizational Effectiveness 

• Partner with leaders on day-to-day employment matters, team challenges, and workforce planning. 


• Provide guidance on promotions, internal movement, and talent development opportunities. 


• Support leaders in assessing team structure, organizational effectiveness, and workforce needs. 


• Coach leaders on performance management, teammate development, and difficult workplace conversations. 


• Lead or support organizational changes, helping leaders and teams navigate transitions effectively. 


• Analyze workforce data and trends, including turnover, engagement, promotions, and staffing levels, to support informed decision-making. 


• Identify risks, opportunities, and areas for improvement related to talent, retention, and team effectiveness. 

Teammate Relations & Investigations 

• Serve as the primary point of contact for teammate relations concerns and workplace issues. 


• Conduct and document workplace investigations in a thorough, fair, and timely manner. 


• Partner with leaders to address performance concerns, attendance issues, policy violations, and conflict resolution. 


• Provide guidance on company policies, employment practices, and appropriate corrective actions. 


• Identify trends and recommend proactive solutions that support a positive work environment and reduce risk. 

Learning, Development & Engagement 

• Facilitate meetings and/or training programs geared toward leader and teammate improvement on topics such as performance management, workplace expectations, company policies and procedures, and employment law compliance. 


• Support onboarding, leadership development, and ongoing learning initiatives. 


• Identify opportunities to strengthen leadership effectiveness, teammate development, and team performance. 


• Develop and maintain training materials, resources, and tools that support organizational needs. 


• Partner with leaders to proactively support teammate engagement, growth, and retention.  

HR Systems  

• Serve as a subject matter expert for HR systems, processes, and programs. 


• Maintain accurate employee data and records within UKG, WFM, Case Central, and other HR systems. 


• Support system updates and implementations, testing, reporting, and process improvements. 


• Identify opportunities to streamline processes and improve the overall teammate and leader experience. 

Compliance & Policy Administration 

• Ensure consistent application of company policies, employment practices, and HR procedures. 


• Maintain confidential teammate information and investigation documentation. 


• Support compliance with applicable employment laws, regulations, and company standards. 


• Assist with audits, reporting requirements, and recordkeeping activities. 


• Promote fair, consistent, and compliant employment practices across the organization. 

Supervisory Responsibilities  

This position has no supervisory responsibilities. 

Education and/or Experience  

Bachelor’s degree from four-year college or university; five to seven years related experience; or equivalent combination of education and experience required. Knowledge of HR systems is preferred. 

Key Competencies

• Aligns HR Initiatives with business objectives, understands organizational priorities, and helps drive business performance through people strategies.


• Develops strategies for attracting, retaining, developing, and succession planning for top talent to meet current and future business needs.


• Builds trusted relationships with leaders and executives and effectively influences decision-making without direct authority.


• Leads and supports organizational transformations, helping leaders and employees navigate change while minimizing disruption and maximizing adoption.


• Addresses complex employee issues, conducts investigations, manages risk, and fosters a positive and compliant work environment.


• Uses HR metrics, workforce analytics, and business insights to identify trends, solve problems, and recommend strategic actions.


• Drives leadership effectiveness, team performance, culture initiatives, and organizational design to support long-term business success.

Certifications  

PHR or SHRM-CP certification is preferred.  

Physical Demands

The physical demands described here are representative of those that must be met by a Teammate to successfully perform the essential functions of this job. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions.

While performing the duties of this Job, the Teammate is regularly required to sit; use hands to finger, handle, or feel and talk or hear.  The Teammate is occasionally required to stand; walk; reach with hands and arms and stoop, kneel, crouch, or crawl. The Teammate must frequently lift and/or move up to 25 pounds.  Specific vision abilities required by this job include close vision, distance vision, color vision, peripheral vision, depth perception and ability to adjust focus.

Ability to operate a motor vehicle and complete errands based on business needs.

Work Environment

While performing the duties of this job, the Teammate regularly works in an office setting. The noise level in the work environment is usually moderate.

Equal Employment Opportunity
Buckle is committed to hiring and developing the most qualified Teammates from the available workforce in the communities we serve.

Equal employment opportunity has been, and will continue to be, a fundamental principle at Buckle, where employment is based upon personal capabilities and qualifications without discrimination and retaliation because of veteran status, uniformed service member status, race, color, national origin or ancestry, creed, religion, sex, sexual orientation, gender identity or expression, age, pregnancy (including childbirth, lactation, and related medical conditions), national origin or ancestry, physical or mental disability, genetic information (including characteristics and testing), or any other protected characteristic as established by applicable local, state, or federal law. For state specific information, refer to the Teammate Center. #LI-Onsite