Regional Human Resources Business Partner (Remote)

Job Description

Regional Human Resources Business Partner 
Work Location: Remote (U.S.) | Travel: Approximately 50% to ADM sites
This is a full time, exempt position
This is a role responsible for a portfolio of approximately 9 locations and 375 colleagues

Summary
The Regional Human Resources Business Partner (HRBP) provides strategic, consultative support to leaders and colleagues across Nutrition sites, driving critical human capital initiatives, and enabling strong business performance. This role partners closely with plant managers and leadership teams to execute HR strategies that support operational priorities and build a high‑performing, engaged workforce.

The HRBP leads and supports key activities related to colleague engagement, workforce planning, performance management, talent development, succession planning, diversity and inclusion, communication, and change management. By diagnosing issues proactively and identifying opportunities for improvement, the HRBP ensures timely, effective solutions that strengthen both people and business outcomes.

Success in this role requires influencing operations leaders, building strong cross‑functional relationships, and applying deep knowledge of HR practices, policies, and employment regulations. Through strategic guidance and hands‑on partnership, the HRBP ensures that HR strategies are aligned to ADM’s goals and effectively implemented across supported sites. This role is critical to ADM’s success, enabling leaders to execute people strategies that enhance culture, improve organizational capability, and drive sustainable results.

HRBP Responsibilities & Impact:

• Build Strong Partnerships With Leadership
  • Develops and maintains strong, trust-based relationships with plant leadership and management teams to influence decisions and deliver effective HR processes, advice, and support.
• Demonstrate ADM Core Values
  • Models and reinforces ADM’s Core Values in every interaction, ensuring they are deeply integrated into working relationships and behaviors throughout all levels of the organization.
• Provide Proactive Consultation
  • Partners proactively with leadership in areas of employee relations, talent development, training, organizational effectiveness, and culture-building to improve performance and engagement.
• Champion Safety
  • Actively promotes and supports all safety policies and programs, ensuring colleagues understand and are committed to working safely and contributing to a zero-incident culture.
• Lead Talent Acquisition Activities
  • Organizes and participates in the full selection and hiring process, including interviewing, screening applicants, facilitating behavioral interview training, coordinating external searches, preparing job descriptions, managing requisitions and Affirmative Action documentation, overseeing pre‑employment steps, and delivering new hire orientation.
• Drive Workforce Planning & Succession
  • Builds and implements workforce planning strategies and knowledge‑transfer processes to strengthen current capability and future bench strength in alignment with succession planning needs.
• Ensure Policy Understanding & Compliance
  • Increases leader and colleague understanding of ADM policies and procedures through coaching, training, and one‑on‑one guidance. Ensures consistent application of policies, regulations, and global standards. Serves as the primary contact for inquiries on benefits, attendance, performance reviews, and terminations.
• Coach & Support Performance Management
  • Coaches leaders through performance management, development planning, and feedback discussions. Reviews and processes Performance Appraisals, PIPs, and Career Development Plans. Conducts training needs assessments and provides prioritized recommendations for capability building.

• Foster an Engaged & Productive Workforce
  • Builds strong employee relationships and implements engagement strategies that improve workplace culture, enhance communication, and reinforce a respectful, productive environment.
• Resolve Employee Relations Issues
  • Partners with management to investigate and resolve employee concerns of moderate complexity, ensuring fair, timely, and compliant outcomes that minimize risk and strengthen trust.
• Practical HR Tasks
  • Preparing and sending weekly/monthly recruiting reports to leaders.
  • Managing time-to-fill by monitoring requisition progress and removing bottl