HR Business Partner/Senior HR Business Partner (Hybrid-La Crosse, WI)

Are you ready to join an organization where we focus on People First, have fun at work and make a difference in what we do?

Dairyland is proud of our People First culture centered around appreciation, celebrating wins and collaboration. We’ve worked hard to ensure alignment between our culture and our processes and systems, learning and development and rewards and recognition programs.

As a team, we work together to leverage the team’s diverse perspectives, ideas and experiences to deliver nothing less than the best. We are collaborative, transparent and committed to our People and their work experience, growth and professional development.

Dairyland Power Cooperative is looking for an HR professional with a proven track record of success in partnering with leaders to drive employee development, performance management, and navigate employee relations. The ideal candidate will have exceptional coaching skills, strong business acumen, a consultative partnership approach, and a natural talent for building relationships.

As an HR Business Partner, you will serve as a trusted strategic advisor to management, aligning HR initiatives with both immediate priorities and long-term organizational success. From guiding leaders in building high-performing teams to delivering data-driven insights that shape decisions, you will play a pivotal role in fostering a culture of excellence. Responsibilities include leadership development, talent management, coaching, change management, and labor and employee relations .

This is the perfect role for someone who thrives in a fast-paced, dynamic environment and enjoys leaving a meaningful imprint on the culture and success of an organization. Join us and lead with impact!

HR Business Partner -  Years of Experience - 5+ (Hiring Salary Range: 86,000 -130,000)
Sr HR Business Partner -  Years of Experience - 7+ (Hiring Salary Range: 114,000 - 172,000)
 

ESSENTIAL JOB FUNCTIONS:

Serve as a trusted HR advisor and strategic business partner to assigned client groups. Partner with leadership to align human capital strategies with organizational goals, ensuring seamless integration of processes, policies, and structures to support overall business objectives.

Manage and resolve employee and labor relations issues by conducting investigations, providing guidance, and ensuring consistent resolutions in compliance with company policies, collective bargaining agreements, and legal regulations.

Maintain knowledge of employee and labor relations compliance requirements to support day-to-day employee management and mitigate risks.

Collaborate with leadership to develop effective strategies for talent acquisition, retention, and succession planning.

Lead the talent acquisition process by managing requisition pools, screening candidates, and cultivating proactive recruitment strategies. Oversee new employee onboarding logistics, including conducting orientations, ensuring completion and filing of all new hire paperwork (e.g., EEOC and I-9), and coordinating department setups to prepare new employees for a successful start. Serve as a point of contact for new hire questions.

Drive value by analyzing and translating business data into actionable insights to deliver on strategic workforce plans. Partner with assigned business areas to anticipate operational needs, proactively mitigate risks, and ensure effective and efficient performance.

Support organizational change management initiatives by leveraging tools and techniques to address the people-related elements of change. Lead and implement change management strategies to ensure successful alignment with business objectives.

Provide coaching, advice, feedback, and development to improve the effectiveness of individual leaders and their teams. Support leadership in fostering strong coaching and performance management practices.

Deliver relevant data and insights on people metrics, analyze trends, and recommend strategies to address current operational needs while identifying future opportunities.

Contribute to employee engagement action planning, succession planning, workforce planning, and organizational change management efforts to foster a positive workplace culture.

Identify training and development needs for business units, including coaching needs for leaders at the director level and below, by leveraging data and insights.

Advocate for and develop improvement strategies to enhance employee experiences and work environments.

Identify leadership coaching and development needs for assigned business areas. Partner with leadership to design and implement tailored solutions that address these needs. Deliver and/or support developmen