Human Resources Manager - Decatur, IL

** 113065 *
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* Job Title:

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* Human Resources Manager - Decatur, IL

** Department/Function:*
* Human Resources

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* Job Description:

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* ** Human Resources Manager - Decatur, IL*
* North America | Ag Services & Oilseeds (AS&O)

Full-time, Exempt

** Position Summary*
* The Human Resources Manager (HRM) is a hands-on HR business partner responsible for developing and delivering people strategies in support of ADM's Ag Services & Oilseeds (AS&O) organization across North America. Based in Decatur, Illinois, this role partners closely with business and HR leaders to strengthen leadership capability, build talent pipelines, support workforce and succession planning, and improve organizational effectiveness and colleague engagement.

In addition to primary responsibility for AS&O, the HRM serves as a key on-site HR partner for ADM's North American headquarters in Decatur, providing local support to Decatur-based colleagues in partnership with their aligned HR teams. This may include support for employee relations matters, organizational changes, leadership and colleague needs, workforce actions, and other situations where local HR presence or coordination is beneficial.

This role offers the opportunity to work across a broad range of strategic and operational HR priorities. The HRM will serve as a trusted advisor to leaders while maintaining hands-on ownership for the effective execution of people programs, processes, and colleague matters. Success requires strong business acumen, sound judgment, curiosity, and the ability to move comfortably between longer-term people priorities and the day-to-day needs of the business.

** Key Responsibilities*
* ** Strategic HR Partnership*
* + Serve as an HR business partner for assigned AS&O leaders and organizations, providing consultation and support across talent, leadership effectiveness, organization design, workforce strategy, and colleague matters.

+ Develop a strong understanding of AS&O's business strategy, operations, priorities, and talent needs and translate those priorities into actionable people plans.

+ Build trusted relationships with leaders and managers, providing coaching, insight, and constructive challenge to strengthen leadership effectiveness and business outcomes.

+ Anticipate organizational and talent needs and proactively identify practical solutions.

+ Use business, workforce, and talent insights to inform recommendations and people decisions.

** Talent Management & Succession*
* + Lead and facilitate talent review and succession planning processes, including identification of critical roles, succession risks, high-potential talent, and development priorities.

+ Partner with leaders to build strong internal talent pipelines and increase readiness for critical roles.

+ Assess current and future capability needs and help address gaps through development, internal movement, external hiring, or role design.

+ Support leadership development, coaching, career planning, and targeted development for key and high-potential talent.

+ Drive follow-through on talent and succession priorities to ensure plans translate into meaningful development and movement.

** Organizational Effectiveness & Change*
* + Partner with leaders on organization design, role clarity, team effectiveness, and organizational capability.

+ Support organizational changes and business transformation efforts, helping leaders effectively plan for and navigate the people implications of change.

+ Identify opportunities to simplify ways of working, strengthen collaboration, and improve organizational effectiveness.

+ Partner with leaders to assess organizational health and colleague feedback and translate insights into meaningful actions.

** Employee Relations & Leader Support*
* + Provide practical, hands-on guidance and support to leaders on employee relations, performance management, workplace concerns, and other colleague matters.

+ Coach leaders to navigate complex or sensitive people situations with sound judgment, consistency, and appropriate urgency.

+ Partner with Employee Relations, Legal, and other HR resources as appropriate to assess risk and determine effective solutions.

+ Apply a strong working knowledge of U.S. employment law, ADM policies, and HR practices to support fair, consistent, and effective outcomes.

+ Support effective execution and follow-through on employee relations and performance matters while maintaining appropriate documentation, discretion, and confidentiality.

** Learning & Development*
* + Partner with…