HR Business Partner Manager

Bob's Red Mill • Milwaukie, OR

2d • $134,000 - $148,000 • Onsite

About The Position

Department: Human Resources
Location: On-Site
Shift: Day, Monday - Friday; Full-Time
Wage: $134,000 - $148,000 annually based on experience

Company Overview: At Bob’s Red Mill, we inspire joy with wholesome foods. Since 1978, we have been leading the natural foods industry by providing our customers with good food that makes them feel great. Wholesome means ensuring our food is of the highest quality, empowering and supporting our diverse group of employee owners, respecting our planet, and bettering our communities. We believe that joy is for everyone.

Position Overview: The HR Business Partner Manager is responsible for overseeing and developing a team of HR Business Partners who support operations, support functions, and sales. This role ensures consistent, high-quality HR partnership across the organization while serving as a strategic advisor to leaders on workforce planning, organizational effectiveness, employee relations, and engagement. The HR Business Partner Manager translates enterprise People & Culture strategy into execution, ensures alignment across HR Business Partner roles, and serves as a key connector between business leaders, employees, and HR leadership.

Requirements

• Strong working knowledge of US and OR employment law.
• Ability to train, coach, and mentor team members.
• Skilled in using Microsoft 365, including Word, Excel, PowerPoint, and Outlook
• Demonstrates excellent project management skills including company communication planning as it relates to project roll outs.
• Skilled in using PowerBI.
• Proven experience managing complex employee relations issues with sound judgment and discretion.
• Strong business acumen with the ability to understand operational strategy, priorities, and organizational dynamics and apply that insight effectively.
• Demonstrated ability to build trusted working relationships across all levels of the organization, including executives, operations leaders, and external partners.
• Ability to work effectively with a team using direct communication, respect, creativity, and emotional intelligence.
• Possesses advanced communication skills, both verbal and written.
• Adept at finding simple solutions to complex problems.
• Skilled in analyzing and interpreting data to provide actionable insights.
• Ability to work effectively with a team using direct communication, respect, creativity, and emotional intelligence.
• Demonstrates Respect, Teamwork, Accountability, and Determination.
• Ability to work in an environment where exposure to potential food allergens is or may be present.
• 8 or more years of progressive human resources experience, including HR Business Partner experience; AND
• Bachelor's degree in a business-related discipline preferred; OR
• Any combination of education and additional years of experience that provides the necessary skills, knowledge, and ability to perform assigned tasks.

Nice To Haves

• 3or more years of people leadership or team management experience strongly preferred; AND

Responsibilities

• HR Business Partner Leadership & Team Management
• Directly manages and develops a team of 2-3 HR Business Partners/Coordinators.
• Responsible for performance management, coaching, development planning, and workload prioritization for direct reports.
• Accountable for building HRBP capability and bench strength over time.
• Establishes clear expectations, priorities, and standards for HR Business Partners and Coordinators work across functions.
• Provides coaching, feedback, performance management, and career development support to HRBP team members.
• Ensures consistent application of HR policies, practices, and employee experience standards across the organization.
• Employee Experience & Lifecycle Management
• Oversees HR Business Partner support across the employee lifecycle, including onboarding support, employee relations, employee development, and offboarding.
• Ensures proactive HR presence across operations and departments through regular floor visibility and leader engagement.
• Drives consistent, positive employee experiences while balancing business needs and compliance requirements.
• Employee Relations, Compliance, & Policies
• Provides oversight and guidance on employee relations matters, ensuring fairness, consistency, and compliance with federal, state, and local employment laws.
• Serves as an escalation point for complex or sensitive employee issues, partnering with senior HR leadership and Legal as appropriate. Manages ER with HRBP’s to support our leadership accountability approach.
• Owns the employee handbook and all policy development for updates and changes. Regularly communicates changes to employees through various methods.
• Keeps current and up to date on all employment law and owns the education to HR and all employees on relevant changes.
• Engagement, Culture, & Organizational Effectiveness
• Partners with leaders across the organization to strengthen engagement, teamwork, accountability, and performance through effective people practices, team effectiveness interventions, and organizational development strategies.
• Leads and advances enterprise culture, engagement, and organizational effectiveness initiatives aligned to business strategy and People & Culture priorities.
• Owns the end-to-end employee engagement survey process, including planning, administration, leader enablement, results analysis, action planning, and focus group facilitation, with support from HR Business Partners.
• Designs, implements, and continuously improves company-wide recognition programs that reinforce culture and values; establishes metrics, monitors effectiveness, and drives ongoing enhancement.
• Owns post-implementation governance and continuous improvement of performance management processes, tools, and systems; partners closely with the Learning & Development Program Manager to ensure leader capability and adoption.
• Leads the design, delivery, and ongoing evolution of company-wide new employee orientation to ensure strong cultural onboarding and role readiness; measures effectiveness and drives continuous improvement.
• Data, Insights, & Continuous Improvement
• Reviews and analyzes HR metrics (turnover, engagement, headcount, absenteeism, performance trends).
• Synthesizes insights and trends from HRBPs and business leaders to inform HR and enterprise decision-making.
• Uses data to identify risks, recommend improvements, and support proactive workforce strategies.
• Communication & Cross-Functional Collaboration
• Builds strong, trusted relationships with leaders across operations, support functions, and sales.
• Ensures clear, consistent communication between HR Business Partners and HR leadership.
• Facilitates cross-functional collaboration by aligning HR resources and expertise to business needs.
• Miscellaneous
• Complies with all company policies and procedures and operates all equipment in a safe and food-safe manner.
• Complies with Bob’s Red Mill food safety policies and procedures including adherence to FDA regulations, Safe Quality Food (SQF) Standards, and Good Manufacturing Practices (GMPs).
• Responsible for reporting food safety and quality concerns to Supervisors and/or Department Manager.
• Performs other duties and tasks as assigned.

Benefits

• Medical, Dental, and Vision Insurance
• 401k
• Profit Sharing Program
• Employee Stock Ownership Program (ESOP)
• Paid Holidays & Vacation
• Employee Assistance Program – counseling, legal issue support, financial guidance, and more.
• Tuition Reimbursement
• Childcare Discounts
• And MORE!

What This Job Offers

• Job Type: Full-time
• Career Level: Mid Level
• Number of Employees: 251-500 employees