Human Resources Business Partner- Plant Partner- CALF

About the role

The Human Resources Business Partner- Plant Partner will act as a primary adviser for a specified facility within Organic Valley and serve as the primary HR point of contact for the facility. This role will focus on partnership with all levels of employees, including senior leadership, to support the facility in achieving organizational goals and objectives and day-to-day HR support ensuring consistent employee experience.

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.
• Partner with internal HR subject matter experts (Total Rewards, Safety, L&OD, and Employee Communications) to coordinate solutions and follow-through on employee needs.
• Take initiative to stay current on industry trends as it relates to HR and employment and raise 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.
• Collaborate with Safety, Total Rewards, L&OD, and Employee Communications on projects, programs, and Cooperative initiatives.
• Support managers through objective, thorough and legally compliant performance management processes ensuring appropriate documentation is captured.
• Lead managers through complex employee relations issues including confidential investigations, whistleblower investigations and maintaining appropriate documentation throughout.
• Support managers through legally compliant termination processes ensuring proper documentation is being maintained and ensuring proper course of action is taken.
• Advise managers on structural changes and make recommendations to ensure successful implementation of change management during the change.
• 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 the new hire onboarding process by coordinating schedules, system access, and required training to ensure a consistent, positive employee experience.
• Lead facilitation of Talent Review process and steps following for employees rated as high potential talent or talent risks.
• Administer the employee exit process for assigned business units, coordinating with the departing employee, management, and other necessary stakeholders.
• Watch for trends and raise them appropriately when seeing that corrective action is needed. Hold information strictly confidential.
• Collaborate with Medical Case Manager to support FMLA and Medical Leave of Absence requests.
• Attend career fairs to recruit job applicants and market CROPP’s career opportunities.
• Mentor HR Generalists through on-the-job training.
• Aid in the development and implementation of human resource policies.
• Aid in the coordination of the internship program, referral program, relocation program, and other recruitment/employment related programs as assigned.
• Update, maintain, and communicate HR information on cooperatives intranet site as needed.
• Maintain understanding of employee policy manual to assist employees with interpretation and adherence.
• Lead supervisors and managers through reduction in force processes as business need arises, ensuring that all stakeholders are involved and a fair, consistent and compliant process is followed.

Qualifications

• Bachelor’s degree in Business or HR related field preferred.
• Minimum 5 years of HR experience plus previous experience working in employee relations required.
• Proven ability to collaborate and proactively build and maintain positive relationships with others in the organization is required.
• Strong executive communication and presentation skills to communicate across all levels of the organization.
• Strong consultative skills required with ability to make recommendations at all levels of the organization.
• Strategic mindset with ability to act proactively required.
• Ability to discern when to flex and when to tow the line required.
• Knowledge of state and federal labor laws required.
• Ability to act with integrity, professionalism, and confidentiality.
• Previous experience recruiting high-level leadership roles required; experience partnering with search firms preferred.
• Aptitude in problem-solving and drive for finding solutions with ability to prioritize tasks and to delegate.
• Proficiency in Microsoft Office required.
• Exceptional attention to detail.
• Ability to work independently or in a group setting.
• Knowledge of the natural food industry preferred.
• Ability to travel to different CROPP locations as needed; travel regionally or nationally may also be required.
• Ability to work nights and weekends as needed.