Location – 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 either our Cashton or La Farge, WI office for 3-5 days per week, and the rest of the time you can choose to work remotely or onsite.
Employee Type – Salaried
Bonus Eligibility – No
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
Under limited supervision, the HR Business Partner (HRBP) Manager is responsible for partnering with executives and department leaders as a strategic advisor to drive human resource strategies. The HRBP Manager will lead a team providing strategic consultation to a specific area of the business to aid in achieving organizational goals and objectives. It will also take a proactive approach to lead and facilitate various HR processes including workforce planning, talent management, employee relations and leadership coaching.

Essential Duties and Responsibilities
o Actively build cultivate consultative relationships with executives and department leaders, meeting regularly to understand their strategic objectives and providing advice on maximizing team performance.
o Strategically partner with executives and department leaders to facilitate workforce planning process for their team to have the right talent in the right place at the right time.
o Leads team in executing on department initiatives and projects including setting timetables and schedules; conducting research; developing and organizing information; and delivering results.
o Use data and metrics to identify trends, anticipate business needs, and implement action plans focused on employee experience and organizational health.
o Provides recommendations to senior leadership on organizational changes, staffing, talent management, workforce plans and goal alignment.
o Provide overall leadership, oversight and guidance to HRBP’s and Generalists in talent acquisition and employee relations.
o Build relationships and partner across L&OD, the HR Department and the HRBPs to ensure continuity in strategy across the team to deliver results.
o Proactively collaborate with Total Rewards to support department leaders through the process of evaluating roles for compensation.
o Lead the direction for recruitment processes and strategies for assigned departments, including determining search firm partners to best support the department’s talent needs.
o Responsible for handling complex employee relations issues including investigations, maintaining proper documentation and consulting with Legal when appropriate.
o Provide coaching to leaders on employee relations issues, performance management and general leadership.
o Act as a steward and model a positive organizational culture.
o Take initiative to stay current on HR best practices and employment legislation/laws, raising recommendations for improvement.
o Lead through reduction in force processes as business need arises, ensuring that all stakeholders are involved and a fair, consistent and compliant process is followed.
o Communicate performance expectations by evaluating performance, providing timely feedback, training and coaching, and recommending personnel actions for assigned staff.
o Ensure compliance with policies, safety procedures, and fair employment practices.
o Handle confidential information with discretion.

Additional Duties and Responsibilities
o Maintain understanding of employee policy manual to assist employees with interpretation and adherence.
o Collaborate with Medical Case Manager to support FMLA and Medical Leave of Absence requests.
o Attend career fairs to recruit job applicants and market CROPP’s career opportunities as needed.
o Other duties as assigned by supervisor.

Knowledge, Skills, and Abilities
o Bachelor’s degree in management, Human Resource, or related field preferred.
o Minimum of 7 years of progressive experience in human resources, including employee relations, required.
o Supervisory experience preferred.
o Proven ability to collaborate and proactively build and maintain positive relationships with others in the organization is required.
o Strong executive communication and presentation skills to communicate across all levels of the organization.
o Working knowledge of state and federal labor laws required.
o Strong consultative skills required with ability to make recommendations at all levels of the organization.
o Strategic mindset with ability to act proactively required.
o Ability to adapt to changing demands, quickly pivoting as needed.
o Ability to manage multiple priorities and projects, both for self and team.
o Proficiency with Microsoft Office required.
o Knowledge of cooperative model beneficial.
o Ability to handle confidentiality in a professional and appropriate manner required.
o Ability to travel as needed.
o Ability to work off-hours as needed to support facilities with 24/7 operation.

Base salary wage range: $80,017.60 - $107,380.00 per year
This salary wage range is exclusive of fringe benefits. The compensation package may also include incentive compensation opportunities in the form of discretionary bonuses. If you are hired at CROPP, your final base salary wage compensation will be determined based on factors such as skills, education, and/or experience. Additionally, we believe in the importance of pay equity and consider the internal equity of our current team members as a part of any final offer. Please keep in mind that entry-level candidates to this role should expect to be at the lower end of the salary wage range and hiring at the maximum of the salary wage range is not typical.

Benefits
We believe when our people are strong, our mission is strong. Therefore, we offer a comprehensive and holistic Total Rewards package meant to strengthen employees’ and their family's total wellbeing. Here are some of the great benefits offered:

• Comprehensive Health Insurance - Choice of plans for you and your family, including some that can be paired with an HSA (which CROPP contributes to on your behalf)
• Supplemental insurances: we offer accidental insurance, critical illness insurance, and hospital indemnity insurance.
• Time Off – 136 hours in the 1st year of employment prorated by start date. Plus 9 paid holidays, plus one floating holiday to use at will.
• 6 Weeks Paid Parental Leave – For all gendered partners in childbirth or adoption.
• Vision & Dental Insurance – Free annual eye exam, discounts on glasses/contacts, flexible dental network, adult ortho.
• 401k – We match 100% up to the first 3% of an employee’s contribution, and then 50% for 3.1%-5.0% of employee contributions.
• Tuition Reimbursement – Up to $1,500 per year to support continuing higher education.
• Flexible Spending Account – For dependent care costs or to help with dental and vision costs.
• Life Insurance - $50,000 policy funded by CROPP for each employee. Supplemental voluntary coverage available for employees, spouses, and children.
• Short-Term & Long-Term Disability/AD&D Insurance - $50,000 of life insurance coverage of $50,000 of AD&D coverage funded by CROPP for each employee.
• Mental Health Support – Free 24/7 access to therapists, coaches, and self-led mental health resources.
• Free onsite fitness centers available 24/7
• Free biometric screenings (cholesterol, glucose, blood pressure) and health coaching.
• Financial advisors and seminars
• Annual $360 wellness reimbursement
  
• Flexible Scheduling
• On-site all-organic cafeterias