HR Business Partner Manager

Department: HR

Employment Type: Full Time

Location: World Headquarters

Compensation: $144,000 - $158,000 / year

Description

Department: Human Resources Location:  On-Site Shift:  Day, Monday - Friday; Full-Time Wage: $144,000 - $158,000 annually based on experience
Company Overview: At Bob’s Red Mill, we inspire joy with wholesome foods. Since 1978, we have been leading the natural foods industry by providing our customers with good food that makes them feel great. Wholesome means ensuring our food is of the highest quality, empowering and supporting our diverse group of employee owners, respecting our planet, and bettering our communities. We believe that joy is for everyone. 

Position Overview: The HR Business Partner Manager is responsible for overseeing and developing a team of HR Business Partners who support operations, support functions, and sales. This role ensures consistent, high-quality HR partnership across the organization while serving as a strategic advisor to leaders on workforce planning, organizational effectiveness, employee relations, and engagement. The HR Business Partner Manager translates enterprise People & Culture strategy into execution, ensures alignment across HR Business Partner roles, and serves as a key connector between business leaders, employees, and HR leadership.

Key Responsibilities

Essential Job Functions:

HR Business Partner Leadership & Team Management 

• Directly manages and develops a team of 2-3 HR Business Partners/Coordinators. 
• Responsible for performance management, coaching, development planning, and workload prioritization for direct reports. 
• Accountable for building HRBP capability and bench strength over time. 
• Establishes clear expectations, priorities, and standards for HR Business Partners and Coordinators work across functions. 
• Provides coaching, feedback, performance management, and career development support to HRBP team members. 
• Ensures consistent application of HR policies, practices, and employee experience standards across the organization. 

Employee Experience & Lifecycle Management 

• Oversees HR Business Partner support across the employee lifecycle, including onboarding support, employee relations, employee development, and offboarding. 
• Ensures proactive HR presence across operations and departments through regular floor visibility and leader engagement. 
• Drives consistent, positive employee experiences while balancing business needs and compliance requirements. 

Employee Relations, Compliance, & Policies 

• Provides oversight and guidance on employee relations matters, ensuring fairness, consistency, and compliance with federal, state, and local employment laws. 
• Serves as an escalation point for complex or sensitive employee issues, partnering with senior HR leadership and Legal as appropriate. Manages ER with HRBP’s to support our leadership accountability approach. 
• Owns the employee handbook and all policy development for updates and changes. Regularly communicates changes to employees through various methods. 
• Keeps current and up to date on all employment law and owns the education to HR and all employees on relevant changes. 

Engagement, Culture, & Organizational Effectiveness 

• Partners with leaders across the organization to strengthen engagement, teamwork, accountability, and performance through effective people practices, team effectiveness interventions, and organizational development strategies. 
• Leads and advances enterprise culture, engagement, and organizational effectiveness initiatives aligned to business strategy and People & Culture priorities. 
• Owns the end-to-end employee engagement survey process, including planning, administration, leader enablement, results analysis, action planning, and focus group facilitation, with support from HR Business Partners. 
• Designs, implements, and continuously improves company-wide recognition programs that reinforce culture and values; establishes metrics, monitors effectiveness, and drives ongoing enhancement. 
• Owns post-implementation governance and continuous improvement of performance management processes, tools, and systems; partners closely with the Learning & Development Program Manager to ensure leader capability and adoption. 
• Leads the design, delivery, and ongoing evolution of company-wide new employee orientation to ensure strong cultural onboarding and role readiness; measures effectiveness and drives continuous improvement. 

Data, Insights, & Cont