Senior Business Partner

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This role will support the MLCV Business Units to develop and implement Talent plans and solutions in order to achieve strategic business initiatives and deliver results. They will drive the company in the direction of a Career Accelerant. This work includes, but is not limited to, increasing workforce capability, providing change leadership, talent management /succession planning and supporting day-to-day operations as well as on-going process improvement.The Senior HR Business Partner is tasked with ensuring alignment between the business operations and the Talent practices and objectives. This individual has a keen understanding of the business’s strategy, providing dynamic solutions using experience, data analyses, and organizational agility to guide his decision making. This role will also oversee the Talent Acquisition Associate that will support the MLCV businesses in regards to acquisitions. They will strive to increase recruitment for the businesses and work with managers on retention initiatives.

Payscale: $70,000 - $115,500

The Big Picture

Mille Lacs Corporate Ventures (MLCV) is a Tribally owned and operated enterprise that starts with people accelerating our growth, which builds our purposeful profits, that helps us invest in the place we call home.

The Opportunity

We are seeking a Senior Business Partner to support MLCV Business Units in developing and implementing Talent plans and solutions to achieve strategic business initiatives and deliver results. This individual ensures alignment between business operations and Talent practices, providing dynamic solutions through data analysis and organizational agility.

This role operates at both a highly hands-on level, balancing workforce planning with direct execution of Talent processes, employee relations support, and compliance responsibilities.

As our Senior Business Partner, you will:

• Embody Servant Leadership: Display heart, empathy, and resolve in daily interactions to support the growth of our Associates.
• Drive Organizational Success: Lead multiple work streams and stakeholders toward deadlines while navigating a dynamic environment.
• Deliver Under Pressure: Meet expectations and commitments on tight deadlines while meticulously managing a variety of tasks and relationships.
• Make a Measurable Difference: Take on substantial responsibility with the support of a team invested in your success.

Planning & Implementation:

• Partner with business leaders on workforce planning, succession planning, and skills assessment, using data and insights to drive performance and improve the Associate experience.
• Analyze business unit trends and recommend solutions aligned to operational goals and Talent priorities.
• Implement, interpret, and continuously improve MLCV Talent policies, programs, and procedures.
• Provide compensation support, including salary planning and approval of salary actions.

Project & Talent Management:

• Drive initiatives that strengthen workforce capability.
• Lead and coordinate Talent efforts for assigned MLCV entities; supervisory responsibility may be assigned as the function evolves.
• Lead recruiting initiatives to meet workforce needs and align with business priorities.
• Serve as a trusted advisor to leaders, providing day-to-day Talent guidance and support.
• Oversee system-related access and approvals across Talent systems, ensuring appropriate controls and timely provisioning.
• Execute and audit high-volume Talent transactions, including hires, transfers, status changes, and separations, ensuring accuracy, compliance, and proper documentation.
• Maintain data integrity across systems and ensure all personnel actions are recorded in accordance with organizational and regulatory requirements.

Employee Relations & Compliance:

• Serve as the primary advisor to leaders and Associates on complex employee relations matters, including performance concerns, workplace conflict, and policy interpretation.
• Lead workplace investigations related to misconduct, policy violations, and employee concerns, including fact-finding, documentation, and preparation of clear, well-structured summaries with recommended outcomes.
• Communicate findings and guide leaders through appropriate follow-up actions, including coaching, corrective action, or separation, ensuring consistency and compliance.
• Lead and support progressive discipline and employee separations, including involuntary terminations, ensuring proper documentation, risk mitigation, and respectful execution.
• Represent the organization in unemployment hearings and prepare supporting documentation for employment decisions.
• Provide real-time coaching and guidance to leaders in sensitive or high-emotion situations, maintaining professionalism, sound judgment, and composure.
• Ensure compliance with Mille Lacs Band of Ojibwe employment laws, Tribal ordinances, and State of Minnesota labor regulations, while proactively identifying and resolving workplace issues before escalation.

Communication & Mentorship:

• Partner with managers to retain, develop, and motivate people to achieve their fullest potential.
• Assess, create, and implement innovative solutions for Associate engagement initiatives.
• Provide steady, composed leadership in high-pressure or emotionally charged situations, maintaining objectivity and professionalism.
• Build trust with Associates and leaders by delivering clear, consistent, and balanced guidance, even in difficult circumstances.

How We Measure Success (KPIs):

• Responsiveness & Issue Resolution: Acknowledge Talent-related inquiries within one business day and provide clear next steps, ensuring employee relations matters are actively managed, documented, and resolved in a timely and professional manner.
• Associate Engagement: Translate Associate survey results into actionable plans with business leaders within 60 days of each survey cycle, with progress tracked and reported quarterly until completion.
• Recruitment & TERO Outcomes: Achieve targeted time to hire for assigned roles while consistently meeting TERO hiring requirements, including a minimum of 30% Mille Lacs Band Member hires and 10% hires from other federally recognized Tribes, monitored and reported quarterly.
• Retention & Exit Insights: Review and analyze exit data on a quarterly basis to identify trends and implement actions that improve retention, reduce unwanted turnover, and strengthen organizational culture.

Qualifications:

• At least 5 years of progressive experience in Talent, Human Resources, or related fields, including direct experience in employee relations.
• Strong business and Talent acumen, with the ability to diagnose issues, think critically, and drive solutions aligned to operational goals.
• Demonstrated experience managing complex employee relations matters, including workplace investigations, progressive discipline, and terminations.
• Working knowledge of employment law, including Tribal employment frameworks and State of Minnesota regulations, with the ability to apply this knowledge in real-time decision-making.
• Exceptional written and verbal communication skills, including the ability to clearly document investigations, summarize complex situations, and communicate effectively with leaders and Associates.
• High level of professionalism with the ability to maintain strict confidentiality and remain calm, objective, and effective in high-stress or emotionally charged situations.
• Ability to influence leaders and drive outcomes across multiple teams and business units, with or without direct authority.

Special Qualifications:

• Mille Lacs Band Member and American Indian preference will be exercised in the hiring process.
• Must be able to secure a license from the Gaming Regulatory Authority (GRA).
• Must follow and enforce all relevant DGRs.