HRBP, Dayton/Duluth

About Primient

Primient is a century old company with an entrepreneurial spirit. We are a leading producer of food and industrial ingredients made from plant-based, renewable sources. We deliver value through deep technical, commercial, and operational excellence that is backed by our long-standing corn wet milling heritage. Wherever we are in the process, from field to customer, our priorities are focused on ensuring we produce the safest, highest quality products through practices that uphold both our responsibility and commitments to the challenge and drive for excellence, our people and our planet. We are a privately held company with locations across the US, Mexico, Poland, and Brazil. We’re investing in our plants and people to unlock our potential in the industrial and food sectors. Guided by our values of Safety, Excellence, Integrity, and Growth, we’re focused on growing our business, our reputation, and the career of every teammate.

About the Role

This role is onsite in Dayton, OH but also supports our Duluth, MN facility as well.

General Human Resources includes work across multiple areas of HR including: General HR program/policy development, administration, and compliance, Employee hiring, onboarding, termination, and records maintenance. Employee and labor relations and communications, Rewards program coordination and/or administration, Relocation services (domestic and international), Immigration services, HR related training In some organizations, General HR may also be accountable for some or all of the following:

• HR Business Partnership (consulting and coaching), Mobility (strategy and design), Staffing and Recruiting , Talent and Organization Performance, Training and Development, Human Resource Information Systems (HRIS)

Key responsibilities:

• Strategic HR Partnership & Business Alignment •Partner with site leadership to translate business and operational priorities into actionable HR strategies.•Provide a people perspective on workforce planning, organizational design, and talent risks.•Ensure local execution of enterprise HR programs aligns with Primient standards and site needs.

• Employee Relations •Serve as the primary owner of employee relations, addressing concerns and conducting investigations as needed.•Coach leaders on performance management, attendance, corrective action, and compliance with HR policies.•Promote a positive, respectful work environment through consistent and fair people practices.

• Talent Management & Workforce Planning •Partner with Talent Acquisition to support and manager recruiting, selection, onboarding, and early retention efforts, Internships and Co-Ops. •Support performance management and development planning for frontline leaders and key roles.•Manage the succession and workforce planning discussions to address site capability needs.

• Policy Development, Compliance & Risk Management •Ensure compliance with federal, state, and local employment laws and Primient policies.•Interpret and apply HR policies consistently, providing guidance to leaders and employees.•Partner with HR leadership and Legal to mitigate employee relations and compliance risks.

• Coaching & HR Consulting •Serve as a trusted HR advisor to site leaders on leadership effectiveness and people decisions.•Influence leader behavior through data, insight, and practical HR guidance.•Build leader capability in employee engagement, accountability, and performance management.

• HR Initiatives, Processes & Analytics •Partner with HR COEs to implement and sustain enterprise HR initiatives at the site level.•Drive adoption and accurate use of HR systems, including Workday processes and reporting.•Monitor HR KPIs and Level 2 initiatives (e.g., turnover, absenteeism, engagement) and partner with leaders on action plans.

• Labor Relations & Employee Relations •Serve as the primary HR partner for unionized operations, providing guidance on the interpretation and administration of Collective Bargaining Agreements (CBAs).•Partner with site leadership on labor relations strategies, grievance administration, disciplinary actions, and contract compliance.•Participate in labor-management meetings, grievance investigations, and arbitration preparation as needed.•Coach leaders on effective employee and labor relations practices to maintain positive working relationships and minimize organizational risk.•Ensure consistent application of company policies, work rules, and contractual obligations.

About You

Knowledge

• Comprehensive knowledge of federal, state, and local employment laws and regulations.
• Knowledge of labor relations principles, collective bargaining agreements, grievance administration, and union contract interpretation.
• Knowledge of employee relations investigations, corrective action processes, and conflict resolution practices.
• Knowledge of talent management, succession planning, workforce planning, and organizational development principles.
• Knowledge of compensation, benefits, leave administration, and accommodation processes.
• Knowledge of HRIS systems, preferably Workday, and HR analytics/reporting tools.
• Understanding of manufacturing operations and workforce dynamics within industrial environments.
• Knowledge of change management and employee engagement practices.

Skills

• Strong labor relations and collective bargaining agreement administration skills.
• Effective employee relations and workplace investigation capabilities.
• Excellent coaching, influencing, and consulting skills with leaders at all levels.
• Strong conflict resolution and problem-solving abilities.
• Ability to interpret policies, contracts, and employment laws and translate them into practical business guidance.
• Strong communication, facilitation, and presentation skills.
• Ability to build trust and credibility with employees, union representatives, and site leadership.
• Strong organizational and project management skills.
• Data analysis and HR metrics interpretation skills.
• Ability to manage multiple priorities across multiple locations.
• Proficiency in Workday, Microsoft Office Suite, and HR reporting tools.

Required and/or Preferred Education/Certification

• Bachelor's Degree in Human Resources, Business Administration, Industrial Relations, Organizational Development, Labor Relations, or a related field.
• Preferred: SHRM-CP or SHRM-SCP

Required and/or Preferred Work Experience

• 5+ years of progressive Human Resources experience across multiple HR disciplines, including employee relations, talent management, workforce planning, performance management, and leadership coaching.5+ years of HR experience supporting manufacturing, industrial, or operations-based environments.
• Experience supporting unionized workforces and administering Collective Bargaining Agreements (CBAs).Experience managing employee relations matters, workplace investigations, corrective action processes, and conflict resolution.
• Experience providing HR consultation and coaching to frontline leaders, managers, and site leadership.
• Experience interpreting and applying employment laws, HR policies, and labor agreements.
• Ability to travel to supported sites, including quarterly travel to Duluth, MN, and additional travel as business needs require.

Total Rewards

The annual pay range estimated for this position is $110,965.60 - $138,707.00 and is bonus eligible.

Please note that while this range reflects the full spectrum of compensation available for this role, individual compensation will be determined based on several factors including your experience, skills, and alignment with the role's responsibilities. During the interview process there will be an opportunity to discuss how your background fits into the pay range. We offer a comprehensive Total Rewards package that our U.S. colleagues and their families can count on, which includes:

• Competitive Pay
• Multiple Healthcare plan choices
• Dental and vision insurance
• A 401(k) plan with company and matching contributions
• Short- and Long-Term Disability
• Life, AD&D, and Voluntary Insurance plans
• Paid holidays & vacation
• Floating days off
• Parental leave for new parents
• Employee resource groups
• Learning & development programs
• Fun culture where you have an opportunity in shaping our future

Career Path & Culture

Primient is committed to a workplace that is all in - ensuring everyone has the opportunity to develop and shape a career that matters in an open culture which embraces equity, diversity and belonging. We challenge old ways of thinking; and encourage employee voices to be a guiding force for ongoing learning.

Primient supports a culture of inclusion that respects individual strengths, views, and experiences. We believe our differences make better decisions, drive excellence, and deliver better business results. Primient employees experience autonomy and accountability in their role. Here, employees control their destiny as there is opportunity for career growth and pathways outside the norm.

Diversity, Equity, Inclusion & Belonging

We are believers in the power of difference. We strive to represent the communities in which we operate and to provide an inclusive, welcoming environment for all. We want Primient to be a place where every employee feels they belong and knows they are seen, heard, valued and safe to speak up. Our aspiration is to unlock the full potential in diverse perspectives, while offering everyone an equal chance to grow,

Primient is an equal opportunity employer, committed to the strength of an inclusive workforce.

California Consumer Privacy Act ('CCPA')

The Company is committed to complying with the California Consumer Privacy Act (“CCPA”) and all data privacy and laws in the jurisdictions in which it recruits and hires employees. We collect the following categories of personal information for the purpose of hiring the best qualified applicants and to comply with applicable employment laws: Name and contact information; Job preference and work availability; Social Security Number and/or other identification information; Education and qualifications; Employment history and experience; Military service; Reference and background check information, including relevant criminal history and credit history; Social media information; Pre-employment test results; Post-offer medical examination information and results, including drug test results; Voluntary self-disclosure information regarding minority, veteran, and disability status; and Information provided by you during the hiring process.