Sr. Business Partner, Human Resources | Primient

About Primient

Primient is a century old company with an entrepreneurial spirit. We are a leading producer of food and industrial ingredients made from plant-based, renewable sources. We deliver value through deep technical, commercial, and operational excellence that is backed by our long-standing corn wet milling heritage. Wherever we are in the process, from field to customer, our priorities are focused on ensuring we produce the safest, highest quality products through practices that uphold both our responsibility and commitments to the challenge and drive for excellence, our people and our planet. We are a privately held company with locations across the US, Mexico, Poland, and Brazil. We’re investing in our plants and people to unlock our potential in the industrial and food sectors. Guided by our values of Safety, Excellence, Integrity, and Growth, we’re focused on growing our business, our reputation, and the career of every teammate.

About the Role

The Senior Business Partner, HR, which sits within the HR department, is a mid-level HR partner who collaborates with their designated business unit or site.  

This role is responsible for the co-creation and execution of a business unit/site People Strategy that is aligned with both overall goals of Primient and the business unit by working with business leaders to develop actionable HR strategies, implementing effective HR programs, and providing expert guidance on topics like compensation, people development, training, and legal compliance.  

The role adds value by enabling effective alignment, integration and change support (including new business integration, M&A, and organizational design), helping leaders and their people manager navigate complexity, change, and ambiguity at pace.  

Key responsibilities:

• • Strategic Alignment: Collaborate with business leaders to shape and deliver people strategy that supports business objectives, growth, and integration priorities. 

  • Integration & Strategic Developments (e.g., M&A): Partner with business and HR leaders to plan and execute people-related integration objectives during strategic developments (e.g., new business integration, mergers and acquisitions), including culture, organization design, communications, and alignment of key people processes. 

  • Talent Management: Oversee onboarding, support career development initiatives, and collaborate with Talent Acquisition throughout the recruitment processes. 

  • Change Management: Support leaders and employees through complex change, ambiguity, and organizational transitions (including integration efforts) by providing guidance, clear communication, and practical tools that sustain engagement and performance. 

  • Employee Relations: Address employee concerns, mediate conflicts and foster a positive work environment through effective communication and conflict resolution.   

  • Policy Development and Compliance: Create, update and ensure compliance with company policies and laws and regulations. 

  • Coaching and Consulting : Provide HR advice and guidance to department leaders, leveraging HR expertise to enhance leadership effectiveness.