Title: Human Resources Business Partner
Location: Fargo, ND
Job Type: Permanent
Compensation: $80,000 - $90,000 per year
Industry: Human Resources and Payroll Services

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About the Role
We are recruiting a Human Resources Business Partner (HRBP) on behalf of a well-established Professional Employer Organization (PEO) based in Fargo, ND. Our client partners with small and mid-sized businesses to deliver comprehensive human resources support through a co-employment relationship. Their services include payroll administration, benefits management, compliance support, employee relations guidance, risk management, safety resources, and workforce development solutions all designed to help client businesses focus on growth.Unlike a traditional internal HR role serving a single employer, this position serves as a trusted advisor to multiple client organizations across a variety of industries. The HR Business Partner builds strong consultative relationships with client leadership teams, helping them navigate workforce challenges, maintain compliance, strengthen workplace culture, and implement practical HR solutions aligned with their operational goals.Success in this role requires comfort managing multiple client relationships simultaneously and the ability to transition quickly between different workplace environments and business needs.
Job Description
As an HR Business Partner, you will collaborate closely with client organizations to provide strategic HR support and deliver high-impact solutions that align with both business objectives and employee needs. You will act as a trusted advisor to client leaders on all HR matters, ensuring that HR programs, practices, and services support each client's business goals. This role requires a deep understanding of employment law, HR best practices, and the ability to communicate effectively with client leadership and employees.You will ensure human resources compliance and provide guidance to worksite clients, supervisors, and employees regarding HR policies and procedures. You will also help enhance each client's HR function by planning, implementing, and evaluating HR policies, programs, and practices working directly with worksite clients and worksite employees both at the clients' locations and internally.
Client Relationship Management

• Build strong, consultative relationships with clients to understand their business needs, culture, and challenges.
• Serve as the main HR point of contact for client leadership, providing guidance on HR issues and ensuring effective implementation of HR solutions.
• Collaborate with onsite client leadership teams to resolve employee issues and improve organizational effectiveness.
• Guide management and employee actions by researching, developing, writing, and updating policies, procedures, methods, and guidelines while communicating and reinforcing organizational values.
• Remain sensitive to company, client, and employee needs; provide supervisor and employee coaching on HR policies and procedures; and deliver feedback on employee morale, recommending corrective action to resolve problem areas.

HR Strategy and Advisory

• Partner with client leadership to align HR strategies with business objectives, offering recommendations on talent management, workforce planning, and organizational development.
• Advise clients on HR trends, best practices, and changes in labor laws and regulations.
• Conduct regular HR reviews with clients to assess performance and identify areas for improvement.

Talent Management & Employee Relations

• Support clients in managing talent, including recruitment, onboarding, performance management, and retention strategies.
• Provide guidance on employee relations issues, helping clients address concerns and resolve conflicts effectively.
• Advise clients on employee engagement initiatives that foster a positive and productive workplace culture.
• Ensure planning, monitoring, and appraisal of employee work results by training managers to interview, coach, and discipline employees (including documentation); scheduling management conferences; hearing and resolving employee and client grievances; and counseling employees, supervisors, and clients. Manage, document, and track disciplinary actions.
• Recommend new approaches, policies, and procedures for continual improvement, implementing updates upon management approval.

Compliance and Risk Management

• Ensure clients comply with all federal, state, and local employment laws, including regulations related to wage and hour, workplace safety