Human Resources Business Partner - Plant Partner

Human Resources Business Partner - Plant Partner

Hiring Manager/Recruiter – Emily Allen, Human Relations Business Partner Manager 
Location – Low Hybrid 
This is a hybrid role, which means that you will have the flexibility to work both onsite and at a distance. You will collaborate onsite at our Chaseburg, WI office 4-5 days a week and the rest of the time you can choose to work remotely or onsite. This role supports a 24‑hour production environment and requires two 4:30 a.m. start times OR two 12 p.m. start times each week.
Employee Type – Salaried  
Bonus Eligibility – This position is eligible for a 3% annual bonus incentive based on cooperative and individual performance.
Safety Sensitive – No

 

If a company is going to make a difference in today’s world, it’s going to have to think differently. At Organic Valley, our philosophy and decisions are based on the health and welfare of people, animals and the earth.  We’re a mission-driven cooperative, owned by family farmers, and we’ve been leaders in organic agriculture from the very beginning.  Once pioneers of organic agriculture, we’re now an established leader.  Organic is all we do.  We are driven by our mission to promote regional farm diversity and economic stability by the means of organic agricultural methods and the sale of certified organic products.

Summary of Role
The Human Resources Business Partner – Plant Partner (HRBP) will act as a primary adviser for a specified facility within Organic Valley.  This role will focus on partnership with all levels of employees, including senior leadership, to support the facility in achieving organizational goals and objectives. The HRBP will mitigate risk to the cooperative by ensuring consistency and confidentiality in thorough investigations and resolutions of elevated concerns and complex employee relation issues.  In addition, the HRBP is responsible for facilitating the hiring of qualified job applicants. The HRBP will collaborate regularly and closely with Safety, Total Rewards, and Employee Communications on projects, programs, and Cooperative initiatives.

Essential Duties and Responsibilities
•Actively take initiative to establish and maintain positive relationships with leaders, employees, and applicants.
•Build and cultivate consultative relationships with respective business leaders by meeting regularly, understanding their strategic objectives and providing advice on maximizing team performance. 
•Act as a steward and model a positive employee culture. 
•Take initiative to stay current on industry trends as it relates to HR and employment and raising recommendations to the team for improvements.
•Coach and advise employees, leaders and HR Generalists regarding policy, procedure and employment-related inquiries. 
•Provide developmental coaching and feedback to business leaders, including managing difficult employee issues, and delivering on organizational goals.
•Champion of fostering a diverse, equitable and inclusive environment for all employees. Hold leaders accountable to equitable selection, retention, and development of their employees.
•Lead projects and initiatives within department including, but not limited to, improving team efficiencies, supporting organizational or department strategies, improving retention, etc. This includes collaborating regularly with peer Generalists, HRBP’s, L&OD, the greater HR department to ensure continuity on all projects and initiatives.
•Proactively collaborate with Total Rewards to facilitate process of evaluating roles for compensation.
•Lead hiring managers through execution of recruitment strategies to fill positions with top talent, proactively raising qualified talent from internal and external talent pipelines. 
•Facilitate new hire onboarding process, coordinating with cross-functional departments to deliver an exceptional first-day experience. 
•Lead managers through complex employee relations issues including confidential investigations, whistleblower investigations and maintaining appropriate documentation throughout. 
•Support managers through objective, thorough and legally compliant performance management processes ensuring appropriate documentation is captured.
•Advise managers on structural changes and make recommendations to ensure successful implementation of change management during the change.
•Lead facilitation of Talent Review process and steps following for employees rated as high potential talent or talent risks.
•Lead managers through legally compliant termination processes ensuring proper documentation is being maintained and ensuring proper course of action is taken. 
•Administer the employee exit process for assigned business units, coordinating with the departing