Do you have the ability to provide strategic direction to locations around multiple People disciplines? Do you possess at least 7 years of experience in a strategic HR role? Are you available to travel regularly? Are you an effective communicator with a strong ability to listen and draw keen insights from a conversation?

If you said yes to all of these questions and you thrive in a team environment, we want to hear from you!

For nearly a century, Wilbur-Ellis has experienced success and growth in marketing and distributing agricultural products and services. Join us and grow your career with a strong and profitable industry leader offering competitive compensation, tremendous growth and development opportunities, and a people-first work environment. Come grow with us!

General Purpose and Scope of Position:

The People & Culture Business Partner plays a critical role within the Agribusiness division by closely partnering with our regional leaders to achieve local and divisional strategic objectives. With an emphasis on relationship building, outstanding customer service, and employee engagement, the PCBP will be a key driver in identifying and maximizing the talents of our employees to achieve continued business success. Additional areas of concentration will be focused on workforce demand planning, succession planning, and Organizational Development.

Success measures for this role include the ability to influence and integrate with the business quickly, to operate well in a collaborative team environment, and the ability to feel challenged and comfortable in an ambiguous and rapidly changing environment. The ability to challenge the norm while respecting history is critical.

The PCBP will have a responsibility to partner with the field locations and leadership in Heartland locations and the Marketing team.

Key Skills and Abilities Include:

• Strong proficiency in serving as a consultant to management in the planning and development of HR strategies to support the business needs
• Expertise in adapting human resources best practices and employment law compliance to specific business situations
• Business acumen proficiency and are interested in the role talent plays in keeping a competitive edge
• Solid presentation skills and high comfort level communicating with multiple levels within the company
• Outside-the-box thinker, comfortable in a space of constant pivot to support “in the moment” business needs.
• A true hands-on approach as well as the ability to successfully monitor the "pulse" of the employees to ensure a high level of employee engagement
• 10+ years of experience in a strategic business partner role preferred, 7+ years required

Key Personal Attributes Include:

• Comfortable in ambiguity and can pull relevant components out of complex situations to connect the dots and make sound decisions. Knows when and is comfortable asking for help or support
• Demonstrated positive interpersonal skills and strong customer service orientation, with the ability to adjust style as needed to develop effective relationships with leadership, employees, and HR peers locally and virtually
• Effective communication skills and a knack for articulating the heart of the issue clearly both verbally and in writing with timely follow-up when needed
• Solution and results-oriented approach to all situations and strong organizational skills and ability to prioritize and impeccable time management skills are highly desired

Specific Responsibilities and Key Deliverables Include:

• Plan for our future – Collaborate in the development and implementation of employee retention, career path planning, and workforce plans that raise the bar on our overall talent strength for the company’s long-term strategy
• Manage and facilitate organizational design and development, leadership coaching, and team building that support change and growth
• Assess and anticipate human resources-related needs within the functional support teams – while keeping a constant focus on division-wide alignment
• Partner with leadership to identify and support solutions for people matters including recruiting, compensation setting, investigations, onboarding, employee development, and succession planning
• Be the voice of the customer to People and Culture and the face of People and Culture to the customer - ensuring successful program and process development and deployment with HR Functions
• Offering individual training and coaching, helping managers around compliance including proper documentation, performance improvement plans, and progressive discipline
• Supporting managers to identify recruiting needs with staffing plans and support of the talent team when appropriate

Compensation and Benefits:

In compliance with all states and cities requiring transparency of pay, the base compensation for this position ranges from $103,700 - $145,170. Note that salary may vary based on location, skills, and experience. This position is eligible for an annual discretionary bonus and vacation, holidays, health, dental, vision, mental health, retirement plans, and other benefits.

COMPANY CULTURE

Wilbur-Ellis is a company you can be proud to call your employer

Wilbur-Ellis markets and distributes agricultural products, animal feed, specialty chemicals, and food ingredients. A privately held and consistently profitable company, we employ more than 4,000 people throughout North America and Asia-Pacific.

Wilbur-Ellis is for and about people

Wilbur-Ellis has enjoyed over 100 years of success and growth, all thanks to our people. Our employees are both leaders and team players who thrive on creativity, entrepreneurial spirit, and a dedication to quality work, our customers, and each other.

Wilbur-Ellis invests in the industry’s best workforce

Wilbur-Ellis invests heavily in our employees by offering skill development and training, competitive compensation and benefits, and a tradition of promoting from within for a broad range of career opportunities. And we foster a supportive, people-first work environment.

Equal Opportunity Employer/Protected Veterans/Individuals with Disabilities

The contractor will not discharge or in any other manner discriminate against employees or applicants because they have inquired about, discussed, or disclosed their own pay or the pay of another employee or applicant. However, employees who have access to the compensation information of other employees or applicants as a part of their essential job functions cannot disclose the pay of other employees or applicants to individuals who do not otherwise have access to compensation information, unless the disclosure is (a) in response to a formal complaint or charge, (b) in furtherance of an investigation, proceeding, hearing, or action, including an investigation conducted by the employer, or (c) consistent with the contractor’s legal duty to furnish information. 41 CFR 60-1.35(c)