Strategic HR Business Partner for Agricultural Growth

6 days ago

Rockford, Illinois, United States One Degree Agriculture Full time
Job Overview

We are seeking an experienced Strategic HR Business Partner to join our team at One Degree Agriculture. This role is a critical part of our organization, and the successful candidate will be responsible for executing talent strategy, supporting the evolution of our HR team, filling open positions within the organization, and connecting the people-focused side of HR with the business side of the client.

This position requires a strong understanding of HR principles and practices, as well as excellent communication and interpersonal skills. The successful candidate will work closely with managers to support all HR strategy and implementation activities, along with coaching and mentoring employees.

About the Role

The Human Resources Talent and Business Partner will utilize their experience to execute upon talent strategy, support the evolution of the HR team, fill open positions within the organization, and connect the people-focused side of HR with the business side of the client. This role is critical in helping to accelerate the organization in reaching its short and long-term goals and objectives.

The ideal candidate will have a proven track record of building out HR strategies, recruitment, payroll, operations, benefits administration, learning & development or business partnering. They will also possess excellent analytical, problem-solving, and critical thinking skills, as well as the ability to innovate and drive processes and change in a cross-functional matrixed organization with multiple stakeholders and constituents.

Responsibilities

Talent Acquisition & Employee Onboarding:

  • Recruitment Process Management: Manage the recruitment process from job posting to hiring decision.
  • Job Description Development: Write and update job descriptions in collaboration with department heads and Operations Specialist.
  • Candidate Engagement: Work closely with the Operations Specialist to ensure resources are used appropriately to recruit the best personnel, jobs are posted quickly and accurately, candidate materials are reviewed in a timely fashion, and that the overall recruiting process is smooth for managers and candidates.
  • Benefit Options Promotion: Promote client benefit options during the hiring process and ensure candidates are aware of and comfortable with the benefit offerings and what makes the client stand apart from the competition.
  • New Hire Onboarding: Develop a clear company-wide onboarding plan and tailor it to specific job function ensure new employees have the resources, knowledge, and support they need to succeed.
  • Ongoing Benefits Education: Support ongoing benefits education & training for all employees.

Talent Management:

  • Performance Review Process: Facilitate, standardize, and manage the performance review process, ensuring alignment with company goals and long-term employee growth.
  • Succession Planning: Work with HR & Commercial leadership on succession planning & development.

Business Partnership:

  • Strategic Advisory: Serve as a strategic business advisor to managers, teams, and employees.
  • Employee Support: Manage day-to-day employee questions, issues, and concerns.
  • Problem-Solving: Help problem-solve with managers and employees on all topics across the HR spectrum.
  • Liaison: Act as a liaison between employees and management to ensure alignment and resolve disputes.
  • Issue Resolution: Assist with resolution of employee issues, grievances and complaints.
  • Workplace Culture: Assess, develop and implement strategies that foster a strong and positive workplace.
  • Recognition Programs: Design and manage initiatives such as recognition programs, surveys, and team-building activities to foster a positive workplace culture.
  • Feedback Analysis: Gather and analyze feedback to improve communication and address issues that impact engagement and retention.
  • Company Culture: Maintain employee work experience and support a strong overall company culture.

Process Development & Improvement:

  • Employee Records Management: Ensure overall employee records are managed efficiently, completely, and thoroughly, including individual employee records, payroll and policies, and further including personal information, employment history, benefits enrollment, and employee files.
  • Confidentiality: Ensure all employee information is kept confidential and up-to-date in HRIS, insurance, payroll and performance systems.
  • Learning Program Tracking: Build a system to track all learning and training programs.
Requirements

The ideal candidate will have:

  • Education: B.S. degree required in Business Administration, Human Resources Management, or a related field.
  • Experience: Experience in HR roles, such as building out HR strategy, recruitment, payroll, operations, benefits administration, learning & development or business partnering.
  • Technical Skills: Proficient with Microsoft Office Suite (including Word, Excel, and PowerPoint).
  • HRIS Software Experience: Experience managing HRIS software, applicant tracking systems, and payroll.
  • Policies and Procedures Knowledge: Knowledge of employment policies and procedures.
  • Confidentiality: Capable maintaining confidentiality of information related to the company and its employees.
  • Time Management: Ability to manage through distractions, perform with changing priorities and aggressive deadlines.
  • Prioritization: Proven ability to effectively manage multiple priorities and deliverables within an entrepreneurial work setting.
Who We Are Looking For

We are looking for a detail-oriented self-starter who identifies and helps solve problems. The ideal candidate will be comfortable with ambiguity, flexible, and willing to adapt to changes and unafraid of challenges. They will have highly collaborative outstanding relationship management skills, be independent with strong initiative, and able to manage multiple projects of varying complexity and timelines simultaneously.

The ideal candidate will have strong analytical, problem-solving, and critical thinking skills, as well as the ability to innovate and drive processes and change in a cross-functional matrixed organization with multiple stakeholders and constituents.

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