Partner Director Jobs in Minnesota (NOW HIRING)

Lund Food Holdings, Inc. CSO 4100 Bldg, 4100 West 50th Street, Edina, Minnesota, United States of America

Posted Monday, July 6, 2026 at 6:00 AM

Join Lunds & Byerlys as a Full Time Total Rewards Business Partner and take the next exciting step in your career! This onsite role has a competitive salary range of $70,000-$96,000 per year that reflects our desire to attract top talent who exemplify our core values of integrity, teamwork, and innovation.

Lunds & Byerlys is committed to taking care of the employees who take care of our customers. We are committed to creating work environments centered around the values of hospitality, teamwork, and opportunity. Lunds & Byerlys is committed to providing equal opportunities to all interested and qualified candidates.

This position is eligible for a comprehensive benefits package designed to support the physical, mental, and financial well‑being of our team members. Our benefits include competitive medical, dental, and vision coverage, along with various health spending and savings accounts. We provide supplemental free on-demand healthcare and generous paid time off. Additionally, team members can take advantage of 401(k) matching and other value-added benefits focused on overall health and wellness.

The Total Rewards Business Partner serves as a knowledgeable resource and hands‑on operational partner for compensation and benefits administration at Lunds & Byerlys. This role partners closely with Employee Experience, Finance, Payroll, and other business leaders to administer, evaluate, and continuously improve total rewards programs that are competitive, compliant, and aligned to business objectives. This role takes direct and indirect ownership of compensation and benefit administration processes, with a strong emphasis on process improvement and the practical application of artificial intelligence tools to drive efficiency, accuracy, and scalability across total rewards operations.

The following description of work to be performed by this individual is not intended to be all-inclusive. Rather, it focuses on the major tasks that must be accomplished. There are many necessary activities to satisfy any of the following performance guidelines.

Compensation & Benefits Administration

• Oversee the day‑to‑day administration of compensation and benefit programs directly and through coordination with team members and vendors to ensure accuracy, timeliness, and compliance.
• Participate in and support the annual compensation cycle, including salary reviews, incentive plan administration, and pay equity analysis while maintaining the integrity of compensation data within the human capital management system (HCM).
• Analyze and evaluate jobs and job descriptions to determine appropriate market rate, fair labor standards act (FLSA) classification, and alignment within the internal salary structure.
• Partner with Talent Acquisition to establish compensation package for new hires and promotion job offers.
• Administer benefit programs including health, welfare, and leave plans. Support open enrollment and ongoing plan management, partnering with vendors to ensure accurate and seamless plan operations.
• Maintain incentive plan eligibility and assist in payout determination processes.
• Support the review and administration of collective bargaining agreement provisions related to compensation and benefits.
• Prepare and analyze compensation and benefit data to support internal equity reviews, pay equity legislative compliance, and report to senior leaders and other stakeholders.
• Ensure that controls, compliance reviews, and audits for compensation and benefit programs are documented and executed in accordance with applicable regulations and internal standards.
• Administer retirement plan programs, including maintaining plan documents, ensuring regulatory compliance, supporting audits, and leading employee education efforts.

Business Partnership & Program Development

• Partner with business leaders to understand organizational objectives and provide informed total rewards guidance that supports workforce and business strategies.
• Support the development and refinement of compensation and benefit programs, providing analysis and recommendations that align with the company’s total rewards philosophy and competitive positioning.
• Monitor market trends and legislative changes at the local and national level. Evaluate impact on current programs and recommend timely adjustments.
• Assist in evaluating benefits vendors, participating in RFP processes, and support vendor transitions and implementations to ensure accurate migrations and minimal disruption.
• Develop and maintain communication materials that help employees understand the value of their total rewards, tailored for both union and non‑union populations.
• Maintain relationships with third‑party vendors and consultants supporting total rewards programs.
• Apply lean principles and tools to identify inefficiencies, eliminate waste, and standardize compensation and benefit administration processes to improve accuracy, consistency, and cycle time.
• Lead or participate in process improvement projects across total rewards operations, including root cause analysis, process mapping, and implementation of sustainable solutions.
• Develop and maintain standard operating procedures (SOPs) and process documentation for compensation and benefit administration workflows, ensuring knowledge transfer and operational continuity.

Artificial Intelligence & Process Automation

• Leverage AI tools and automation technologies to reduce manual effort in compensation and benefit administration processes, including data validation, report generation, and employee communications.
• Identify opportunities to apply AI‑assisted solutions within the total rewards function such as benefits eligibility auditing, and benefit payroll deductions. Drive implementation in collaboration with Employee Experience technology and Payroll partners.
• Evaluate and stay current on emerging AI and HR technology tools relevant to compensation and benefits. Make recommendations for tools that improve operational efficiency and data integrity.
• Ensure that AI‑powered processes maintain data integrity, comply with applicable privacy regulations, and adhere to internal governance standards.
• Share best practices and practical applications of AI within the Employee Experience team to build organizational capability and confidence with emerging tools.

• Education: Bachelor’s degree in business, finance, or other related field of study.
• Certifications: CCP (Certified Compensation Professional), CEBS (Certified Employee Benefit Specialist), or PHR/SPHR certification.
• Experience: 3–5 years of progressive experience in compensation and/or benefits administration, with demonstrated hands‑on ownership of administrative processes.
• LFHI Competencies: Action Oriented, Customer Focus, Instills Trust, Communicates Effectively, Ensure Accountability, and Values Differences.
• Other required Knowledge, Skills, and Abilities:
  • Proficiency in HRIS/HCM platforms and advanced Microsoft Excel skills (pivot tables, complex formulas, data modeling) is required.
  • Working knowledge of federal and state employment laws related to compensation and benefits, including FLSA, ACA, ERISA, and pay equity legislation.
  • Strong analytical skills with the ability to translate data into actionable recommendations for a non‑technical audience.
  • Excellent written and verbal communication skills; ability to develop clear employee‑facing materials and present findings to Employee Experience leadership and business stakeholders.
  • Demonstrated experience leveraging artificial intelligence or automation tools to improve efficiency in compensation, benefits, or broader Employee Experience administrative workflows.
  • Experience applying lean methodologies to Employee Experience or total rewards processes.
  • Experience working in a union environment and familiarity with collective bargaining processes related to compensation and benefits.
  • Experience in retail or other high‑volume hourly workforce environments.
  • Ability to read, write, speak and comprehend English.

The actual rate of pay offered within the range may depend on several factors such as skills, knowledge, expertise, and experience. Our organization also considers internal equity when making job offers. Hiring at the maximum of the range is not typical.