Job Description

The Company

Our client is an innovative, farmer-owned grain and agronomy cooperative. In addition to offering grain, agronomy and energy services, our client offers its members a variety of custom application services, feed and farm supplies, ag technology and precision ag hardware and software products and services.

This Cooperative promotes agricultural sustainability through the best applications of science and technology to assist farmers in the production of a safe, healthy, and abundant supply of grain in an economically viable system. This is a full-service Cooperative with 850+ employees and over 70 locations.

The Position

The Human Resources Director position works in all areas within HR, assisting in leading and establishing HR department accountabilities, including talent acquisition, staffing, employment processing, compensation, health and welfare benefits, training and development, records management, employee relations and retention, AA/EEO compliance. This role works closely with employees and leadership to foster a positive, collaborative work environment that aligns with our client’s mission and values.

Key Responsibilities

• Partner with and assist managers in resolving complex, sensitive employee relation problems and provide expert advice and guidance on HR matters, including employee relations, compensation and benefits, performance management, communications and training and development.
• Build relationships with business leaders to offer thought leadership on organizational and people-related strategy and execution. Partner with the business to lead routine talent reviews focused on succession planning, employee growth and development, and organizational health priorities.
• Serve as an advisor to all employees regarding interpretation of policies, labor and employment law, benefit programs, conflict resolution, performance improvement and management concerns.
• Develop and implement HR strategies, policies, and programs to support organizational goals and objectives, ensure operational efficiency, and ensure compliance with government requirements. Research and write new policies as necessitated by changes in law or rules and regulations.
• Direct, support and assist with talent efforts such as in attracting, recruiting, onboarding, retaining and engaging employees.
• Works closely with benefits and payroll administration and compliance.
• Administer and utilize HR systems (HRIS) for purposes of recruitment, onboarding, open enrollment, performance management, metrics, etc.
• Supports organizational training and development strategies and processes and assesses organizational development needs. Identify training needs and create programs to enhance employee skills.
• Oversees and assists in administration of the employee performance management programs and system, including goal setting, performance evaluations, and career development plans. Employee engagement survey process and owns the facilitation and tracking of action steps and results.
• Provide compensation support to leaders for all salary actions including the annual salary review, promotions job re-leveling situations, and retention efforts.
• Use HR metrics and analytics to guide decision-making and improve HR processes. Track and report key HR performance indicators to support organizational goals.
• Ensure compliance (policies, programs, procedures, systems) with employment laws and regulations and maintain knowledge of current HR trends and best practices.
• Coach and motivate team members to meet performance standards through coaching, feedback, goal setting, communicating and maintaining fair and consistent application of policies and practices.
• Provide leadership in managing team performance, including setting measurable goals, tracking metrics, and holding employees accountable.

The Candidate

Requirements/Preferred Qualifications

Minimum Required Qualifications

• Bachelor’s Degree in Human Resources Management or related field, or equivalent combination of education and experience.
• 10+ years of progressive HR experience, including HR people leadership experience
• Broad and deep experience as an HR Business leader with knowledge of organizational development, talent management, performance management, compensation and benefit administration.

Preferred Qualifications

• SPHR, SHRM-SCP, PHR, or other professional human resources certification.

Knowledge, Skills, Abilities

• Proven experience developing and implementing HR strategies, policies, and programs.
• Exceptional interpersonal and communication skills, with the ability to build positive relationships at all levels of the organization and maintain confidentiality in all matters.
• Demonstrated problem-solving skills and the ability to make sound decisions in complex and sensitive situations. Ability to apply sound judgment and discretion in performing duties, resolving problems and interpreting policies and regulations.
• Proficient in HRIS systems/technology, MS Office, and other HR-related software, data analytics and key HR metrics. Our client today uses SuccessFactors and ADP.
• Knowledge of Human Resources techniques utilized in employee relations, talent/recruitment, benefits, payroll, compliance, record-keeping, metrics and training.
• Knowledge of application and interpretation of Federal, state, and local laws, regulations, and legal precedents governing human resources administration.
• Ability to develop, implement, and evaluate projects and programs.
• Ability to perform detailed work accurately and independently in compliance with stringent time limits with minimal direction and supervision.
• Ability to think quickly, maintain self-control, and adapt to stressful situations.
• Knowledge of management and supervisory practices and principles.
• Ability to communicate clearly, concisely, and effectively in English in both written and verbal form, prepare and maintain accurate and concise records and reports, facilitate training and make formal presentations on variety of HR topics.
• Ability to communicate detailed and often sensitive information effectively and concisely, both orally and in writing.
• Ability to travel as needed, up to 25%.

Physical & Work Environment

The physical and work environment characteristics described in this description are representative of those an employee encounters while performing the essential functions of this job. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions or as otherwise required by law. Employees needing reasonable accommodation should discuss the request with the employee’s supervisor.

• This work requires the occasional exertion of up to 25 pounds of force; work regularly requires sitting, frequently requires standing, speaking or hearing, using hands to finger, handle or feel and repetitive motions and occasionally requires walking, stooping, kneeling, crouching or crawling and reaching with hands and arms.
• Work has standard vision requirements.
• Vocal communication is required for expressing or exchanging ideas by means of the spoken word.
• Hearing is required to perceive information at normal spoken word levels.
• Work requires preparing and analyzing written or computer data and observing general surroundings and activities.
• Work has no exposure to adverse environmental conditions.
• Work is generally in a moderately noisy office setting (e.g. business office, light traffic).

Nothing in this job description limits management’s right to assign or reassign duties and responsibilities to this job at any time. The duties listed above are intended only as illustrations of the various types of work that may be performed. The omission of specific statements of duties does not exclude them from the position if the work is similar, related or a logical assignment to the position. The job description does not constitute an employment agreement between the employer and employee and is subject to change by the employer as the needs of the employer and requirements of the job change.

SE#510721392

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