HR Business Partner Manager

Bob's Red Mill • Milwaukie, OR

1d • $144,000 - $158,000 • Onsite

About The Position

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

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