Sr. Dir HR Business Partnerships | 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 Sr. Director, HR Business Partner - Manufacturing is a strategic leader who drives HR KPIs and initiatives for the manufacturing arm of the company. As a critical member of the HR Leadership Team, this role is the primary business partner to the Chief Operating Officer and partners with Executive Leadership and COEs to develop and implement forward-looking HR strategies that enhance organizational effectiveness, elevate employee experiences, and build a high-performance culture. The Sr. HR Director of Manufacturing leads a team of Directors, Senior Managers, HRBPs, and Generalists across seven locations, ensuring alignment of HR practices with business objectives while fostering a culture of engagement, inclusion, and operational excellence.

You will utilize a high level of business acumen and create value by understanding the business, strategically applying an enterprise mindset to each plants' functional business strategy, providing insightful challenge and supporting implantation of strategies, tools, and processes utilizing data analytics.

· Strategic Leadership & Business Partnership: Act as a trusted advisor to manufacturing leadership, collaborating on strategic initiatives that align with business goals. Provide insights and guidance to influence decision-making and drive organizational growth.

· Change Management & Organizational Effectiveness: Lead complex change initiatives, driving cultural transformation and ensuring effective change adoption across manufacturing teams.

· Data-Driven Insights, Organizational Design & Workforce Planning: Utilize HR analytics, market insights, and industry trends to develop proactive talent strategies that address workforce needs and drive business performance.

· Employee Advocacy & Culture Building: Serve as a key voice for manufacturing employees, promoting a positive employee experience through effective engagement strategies and conflict resolution.

· Talent Development & Succession Planning: Drive initiatives to develop leadership pipelines, ensuring manufacturing sites are equipped with the talent needed for long-term success. Partner with business leaders to identify skill gaps and implement targeted development programs.

· Diversity, Equity, Inclusion & Belonging (DEIB): Champion DEIB initiatives that foster an inclusive culture across all manufacturing locations. Drive strategies that attract, develop, and retain diverse talent.

· Compliance & Risk Management: Ensure all HR practices adhere to employment laws, labor regulations, and company policies.

· Manage union relationships: Lead labor negotiations, contract administration, and conflict resolution.

· Team Leadership & Development: Lead, coach, and inspire a geographically dispersed team of Senior Managers, HRBPs, and HR Generalists. Develop leadership capabilities, foster collaboration, and drive accountability to deliver business outcomes.

About You

Education:

· Bachelor’s or Master’s degree in Human Resources, Business Administration, or related field (required).

· Certification in Labor Relations or SHRM-SCP (preferred).PHR or SHRM-CP Preferred

This role requires a results-driven HR leader with a strong manufacturing background, proven expertise in building strategic partnerships, and a passion for driving impactful organizational change..

EXPERIENCE

· 12+ years of progressive HR leadership experience, including strategic partnership in manufacturing environments. Demonstrated success leading HR teams across multiple sites.

· Union Experience: Strong background in labor relations, including experience negotiating collective bargaining agreements and managing in unionized environments.