Human Resources Business Partner

Starkey is hiring for a Human Resources Business Partner (HRBP) to join our team at our Eden Prairie, MN Headquarters. The Human Resources Business Partner serves as a strategic advisor, consultant, and coach to leaders across the organization. This role aligns people strategies with business priorities, enhances organizational effectiveness, and fosters a positive employee experience. The HRBP provides expertise in workforce planning, talent development, culture, change management, and employee relations to drive business results.

At Starkey, we are in the business of connecting people and changing lives. As a world leader in the manufacturing and delivering of advanced hearing solutions, we go to work each day to ensure every person on the planet has the opportunity to hear their very best. Founded in 1967, Starkey is known for its innovative design, development and distribution of comprehensive digital hearing systems.

Headquartered in Eden Prairie, Minnesota, Starkey has more than 5,000 employees globally, operates 29+ facilities and does business in more than 100 markets worldwide.Here's a video about the people behind Starkey's groundbreaking innovation:

https://www.youtube.com/watch?v=GjhRQ7qzlI0

Hearing is key to our health and happiness. Starkey is much more than the hearing aids we produce. We are in the business of connecting people and changing lives. We believe being able to hear the world and the people around us is as essential to the human experience as breathing. Many recent advances are already being recognized as disruptive technologies that have positioned Starkey hearing aids as the industry's first devices that go beyond providing just audiological amplification. Our hearing aids now incorporate Artificial Intelligence, embedded activity sensors, language translation and transcription services, as well as an always-on personal voice assistant.

JOB RESPONSIBILITIES/RESULTS

Strategic Partnership & Consulting

• Partner with leaders to understand business goals and develop people strategies that enable performance, growth, and organizational health.
• Provide data-driven insights and recommendations on talent, engagement, and workforce trends.
• Act as a trusted advisor to leaders on organizational design, team dynamics, and leadership practices.

Employee Experience & Engagement

• Champion a positive, inclusive, and high-performance work environment.
• Partner with leaders to monitor engagement, retention, and morale; develop action plans to strengthen the employee experience.
• Ensure HR commitments are met, including timely communication, service delivery, and follow-through.

Talent Management & Development

• Lead or support talent reviews, succession planning, and workforce planning activities.
• Partner with leaders to identify capability gaps and facilitate development plans, coaching, or training solutions.
• Support leadership development through coaching, feedback, and resource recommendations.

Change Management & Organizational Effectiveness

• Support organizational changes, restructures, or new initiatives with clear change management strategies.
• Help teams adopt new ways of working and ensure alignment with business priorities.
• Facilitate conversations on team effectiveness, role clarity, and decision-making.

Employee Relations

• Handle complex employee relations matters with fairness, confidentiality, and sound judgment.
• Guide leaders through performance management, conflict resolution, and corrective action processes.
• Promote equitable and consistent application of policies and practices.

Talent Acquisition & Workforce Planning

• Collaborate with Talent Acquisition to ensure hiring strategies support current and future business needs.
• Maintain a strong understanding of staffing trends, skills gaps, and market dynamics.

HR Operations & Compliance

• Ensure adherence to company policies, employment laws, and regulatory requirements.
• Partner with Centers of Excellence (Total Rewards, Learning, Recruiting) to deliver seamless HR solutions.
• Use HR systems and analytics to maintain data accuracy and measure impact.

JOB REQUIREMENTS

Minimum Education, Certification and Experience Requirements

• Education
  
  
  
  • Bachelor's degree in Human Resources, business or related field or equivalent experience
  
  
  
  
• Experience
  
  
  
  • 5-7 years of HR experience required
  • Experience working at all levels of the company
  
  
  
  

Knowledge / Technical Requirements

• Strong understanding of employment law and compliance; knowledge of OFCCP, AA, Wage and Hour, FLSA, Non-Compete/Non-Solicit, NDA's and other relevant topics related to recruitment

Competencies, Skills & Abilities

• Strength with Organizational Design, Compensation and Employee Relations
• Must be able to manage and prioritize competing demands; accept criticism and constructive feedback, while being extremely adaptable and flexible
• Exceptional communication and presentation skills, interpersonal, and written
• Confidential Information:
  
  
  
  • This position has access to personnel files, performance management information, salary information and termination information
  
  
  
  
• Required Communication:
  
  
  
  • External: Communicates with outside agencies, vendors, and government agencies
  • Internal: Communicates regularly with managers and employees at all levels of the company
  
  
  
  

Salary and Other Compensation:

The annual salary for this position is between $75,460 - $92,610 / year. Factors which may affect starting pay within this range may include geography/market, skills, education, experience and other qualifications of the successful candidate. This position is eligible for a bonus based upon performance results. There is no guarantee of payout.

Benefits:

#LI-HW1