Human Resources Business Partner

Location – Low 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 our Cashton, WI office 3-5 days a week and the rest of the time you can choose to work remotely or onsite.
Employee Type – Salaried  
Bonus Eligibility – This position is eligible for a 3% annual bonus incentive based on cooperative and individual performance.
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

The Human Resources Business Partner (HRBP) serves as a strategic adviser to assigned business functions, partnering closely with all levels of employees to translate business objectives into people strategies that drive organizational performance. This role requires business acumen to understand what leaders are accountable for, the foresight to identify people risks before they surface, and the credibility to influence decisions with all leadership. Equally important, the HRBP is a trusted resource for employees, a consistent, accessible point of contact for questions, concerns, and guidance on workplace matters. The HRBP is the connective tissue between the business and the full breadth of HR, ensuring leaders and employees alike have the support they need to do their best work. This role will primarily support the Commercial team while occasionally providing support to other business areas as needed.

Essential Duties and Responsibilities

Strategic Business Partnership – 35% of time
•Maintain a cadence of connection with leaders across assigned functions to understand strategic priorities, organizational dynamics, and emerging people needs and bring observations back to HR Partnerships team to inform broader workforce strategy. 
•Execute workforce plans within assigned functions taking into account business objectives, identifying gaps in talent, structure, or capability proactively.
•Support organizational design process, including structural changes, role clarity, and team effectiveness solutions, escalate cross-functional org design questions and advise leaders when a proposed direction creates more risk than it resolves.
•Proactively surface people trends and risks including retention patterns, engagement signals, performance dynamics and bring forward recommendations, not observations to HR and business leadership.
•Act as a trusted thought partner to leaders, sought out before decisions are made rather than after.
Recruitment & Talent Management – 35% of time
•Partner with hiring managers and Recruiter to execute full-cycle recruiting and hiring strategies for critical and senior-level roles within assigned functions.
•Collaborate with hiring managers to define the skills, competencies, and potential indicators required for open roles — going beyond resume review to assess true fit and potential.
•Lead hiring managers through a rigorous, equitable selection process, ensuring hiring decisions are grounded in objective evidence. 
•Execute the Talent Review process for assigned functions, identifying high-potential talent and talent risks and driving meaningful follow-through on development plans.
•Coach and advise leaders on performance management, providing developmental feedback that builds capability and holds people accountable to results.
Employee Relations & Risk Management – 15% of time
•Own all employee relations matters below director-level in assigned functions, leading investigations, managing documentation and driving legally compliant resolution, escalating matters with significant exposure and risk. 
•Support managers through performance management processes, including documentation, corrective action, and termination recommendations, ensuring compliance and appropriate risk mitigation.
•Partner with the Benefits & Leave Specialist to support leaders and employees navigating FMLA, leaves of absence, and workers' compensation, serving as the primary point of coordination and communication with the business while the Benefits & Leave Specialist owns the process.
•Administer the employee exit process for assigned business units, coordinating with the departing employee, management, and other necessary stakeholders. Watch for trends and raise recommendations when corrective action is needed.
HR Function & Continuous Improvement – 15% of time
•Collaborate actively with HR Partnerships peers: Learning & Organizational Development, Safety, Total Rewards, and Employee Engagement & Communications to ensure continuity across the total HR function.
•Contribute to the development and refinement of HR policies, programs, and processes that strengthen the function's ability to serve the cooperative.
•Lead or contribute to HR projects and initiatives that improve team efficiency, support organizational strategy, or strengthen the employee experience – mentoring HR peers through on-the-job guidance along the way.

Additional Duties and Responsibilities

•Attend career fairs and represent employer brand to prospective candidates.
•Support the coordination and execution of the internship, referral, and relocation programs as needed.
•Stay current on HR trends and employment landscape, raising relevant recommendations to the HR Partnerships team. 
•Facilitate new hire onboarding for leadership-level hires, coordinating across functions to deliver a strong first experience.
•Update, maintain, and communicate HR information on cooperatives intranet site as needed.
•Other duties as assigned by supervisor.

Knowledge, Skills, and Abilities

•Bachelor's degree in Business, Human Resources, or a related field preferred. 5+ years of progressive HR experience required, with demonstrated strategic partnership.
•Proven ability to manage complex, sensitive, and legally impactful situations with sound judgment and discretion; working knowledge of state and federal labor laws required.
•Proficient in recruiting and assessing skills and potential. 
•Strong consultative presence and confidence. Able to engage effectively across all levels, including senior leaders, and brings a clear, informed point of view.
•Demonstrates business acumen; understands how functions create value and connects people strategies to business outcomes. Industry knowledge (natural foods/cooperative) preferred.
•Proactive pattern recognition – ability to identify workforce trends and organizational risk and translates insights into actionable recommendations.
•Exercises sound judgment under pressure – know when to flex and when to hold the line; able to deliver difficult messages.
•Strong executive communication skills; clear, credible written and verbal communication in high-stakes settings.
•Highly collaborative with the ability to work independently and manage a portfolio with minimal direction.
•Demonstrates a high degree of professionalism, integrity, and discretion in all interactions and with all confidential information.
•Exceptional attention to detail and ability to manage competing priorities while maintaining quality and rigor.
•Ability to travel to CROPP locations as needed (regional or national travel may be required).
•Ability to work outside standard hours as business needs arise.

Base salary wage range: $72,675.20 per year - $90,833.60 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.
• Free services at five local Neighborhood Family Clinics.
• Tuition Reimbursement – Up to $1,500 per year to support continuing higher education.
• 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.
• Employee Assistance Program - Free and Confidential for employees, spouses, and dependents.
• Free onsite fitness centers available 24/7
• Free biometric screenings (cholesterol, glucose, blood pressure) and health coaching.
• Financial advisors and seminars
• Annual $360 Lifestyle Spending Account 
• Flexible Scheduling
• On-site all-organic cafeterias