Strategic HR Partner — Hybrid Org Design

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.

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.

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, elevate 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…