Regional Human Resources Business Partner - Remote (U.S.)

Work Location: Remote (U.S.) | Travel: Approximately 50% to ADM sites. This is a full-time, exempt position responsible for a portfolio of approximately 9 locations and 375 colleagues.

About the Role

The Regional Human Resources Business Partner (HRBP) provides strategic, consultative support to leaders and colleagues across Nutrition sites, driving critical human capital initiatives and enabling strong business performance. This role partners closely with plant managers and leadership teams to execute HR strategies that support operational priorities and build a high-performing, engaged workforce.

The HRBP leads and supports key activities related to colleague engagement, workforce planning, performance management, talent development, succession planning, diversity and inclusion, communication, and change management. By diagnosing issues proactively and identifying opportunities for improvement, the HRBP ensures timely, effective solutions that strengthen both people and business outcomes.

Success in this role requires influencing operations leaders, building strong cross-functional relationships, and applying deep knowledge of HR practices, policies, and employment regulations. Through strategic guidance and hands-on partnership, the HRBP ensures that HR strategies are aligned to ADM’s goals and effectively implemented across supported sites.

Responsibilities

• Build strong, trust-based relationships with plant leadership and management teams to influence decisions and deliver effective HR processes, advice, and support.
• Model and reinforce ADM’s Core Values in every interaction, ensuring they are deeply integrated into working relationships and behaviors.
• Provide proactive consultation in areas of employee relations, talent development, training, organizational effectiveness, and culture-building to improve performance and engagement.
• Champion safety by actively promoting and supporting all safety policies and programs, ensuring colleagues understand and commit to a zero-incident culture.
• Lead talent acquisition activities, including organizing and participating in the full selection and hiring process, interviewing, screening applicants, facilitating behavioral interview training, coordinating external searches, preparing job descriptions, managing requisitions and Affirmative Action documentation, overseeing pre-employment steps, and delivering new hire orientation.
• Drive workforce planning and succession by building and implementing strategies and knowledge-transfer processes to strengthen current capability and future bench strength.
• Ensure policy understanding and compliance by increasing leader and colleague awareness of ADM policies and procedures through coaching, training, and one-on-one guidance. Serve as the primary contact for inquiries on benefits, attendance, performance reviews, and terminations.
• Coach leaders through performance management, development planning, and feedback discussions. Review and process Performance Appraisals, Performance Improvement Plans (PIPs), and Career Development Plans.
• Foster an engaged and productive workforce by building strong employee relationships and implementing engagement strategies that improve workplace culture and communication.
• Resolve employee relations issues by partnering with management to investigate and address concerns of moderate complexity, ensuring fair, timely, and compliant outcomes.
• Perform practical HR tasks such as preparing and sending weekly/monthly recruiting reports, managing time-to-fill by monitoring requisition progress, monitoring attrition trends, and preparing regular reports on headcount, vacancies, turnover, and other key metrics.

Requirements

• Ability to work a flexible schedule based on the needs of assigned facilities, including mornings, afternoons, nights, and/or weekends.
• Willingness to work in a manufacturing, distribution, or warehouse environment with associated physical and environmental aspects.
• Ability to work independently, take initiative, and solve problems without constant supervision.
• Willingness to travel to sites; 50% travel required.

Qualifications

• Bachelor’s Degree in Business, Human Resources, or a related field (or equivalent combination of education and work experience in a related field).
• Minimum of 5 years of HR experience with increasing levels of responsibility, including:
  • HR experience across multiple disciplines (e.g., workforce planning, talent acquisition, career development) while interpreting and applying HR policies, procedures, programs, and processes.
  • Leadership experience, with or without direct report responsibility.
  • Experience in a cross-functional team environment with exempt and non-exempt staff.

Preferred Qualifications

• 8 years’ experience working in multiple locations with remote teams.
• 7 years in a leadership capacity, with or without direct report responsibility.
• 7 years’ experience managing a cross-functional team with exempt and non-exempt staff in non-union capacities.
• Experience developing, adapting, and/or facilitating training.
• Experience serving as a strategic business partner for other parts of the organization.
• Relevant professional certifications (e.g., Professional in Human Resources).
• Experience in a manufacturing, distribution, or warehouse line of business.

Pay

The pay range for this position is expected to be between $74,900.00 and $140,200.00. Base pay offered may vary depending on market location, job-related knowledge, skills, and experience. Hourly and salaried non-exempt employees will also be paid overtime pay when working qualifying overtime hours.

Benefits

• Physical wellness: Medical, prescription, dental, and vision coverage; on-site wellness center access or gym reimbursement (as applicable).
• Financial wellness: Flexible spending accounts, health savings account, 401(k) with matching contributions and cash balance plan, discounted employee stock purchasing program, life insurance, disability, workers’ compensation, legal assistance, and identity theft protection.
• Mental and social wellness: Employee Assistance Program (EAP), Employee Resource Groups (ERGs), and Colleague Giving Programs (ADM Cares).
• Paid time off, including paid holidays.
• Adoption assistance and paid maternity and parental leave.
• Tuition assistance.
• Company-sponsored training and development resources, such as LinkedIn Learning, language training, and mentoring programs.

*Benefits may vary for bargained locations; confirm benefit eligibility with your recruiter.